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Case Studies 2017-07-18T14:46:46+00:00

Our Case Studies: Challenge #1

A Texas based Holding Company specializing in automotive dealerships was growing by acquisition throughout the state and initially had 18 locations with 400 employees. Their continued growth plans brought them to a decision point of either needing to hire a larger staff and train them or look at partnering with Corban OneSource.

 

Thought criteria that went into reviewing the Corban Solution:

Critical expertise needed in:

  • HR (Compliance, Overall HR issues, Training, etc.)
  • Benefits Administration (Bill reconciliation, enrollment in 18 different locations, questions that need to be answered by employees)
  • Payroll (Do we keep hiring more payroll people as we get bigger? Does it make sense for us to do payroll?)

Technology:

  • We need one technology platform and the expertise to run it efficiently for all of our locations.
  • How can we maximize efficiencies using technology?

Staffing:

  • Do we want to continue to grow a department that is not core to our business?
  • Do we have the current staff to handle this new growth? / How many more people will we need to hire?

Solution:

  • The Executive Committee decided to focus more on growth and profitability than administration. “Let’s do what we do well and let Corban OneSource do what they do well and we will all be better off for it.”
  • Corban OneSource brought in an HR, Payroll and Benefits Administration technology (web based for all locations) and supported the technology with the right people that already knew how to maximize the technology.
  • A dedicated toll-free phone number was set up to create an Employee Care Center for the 18 locations to get their questions answered quickly.
  • A Senior HR Manager was assigned by Corban OneSource and an HR Audit was conducted to start benchmarking compliance and an ongoing Professional HR resource was available for questions and HR issues.
  • Corban OneSource took over the payroll administration, so their accounting department could focus on more acquisitions.

Results:

The Holding Company is now at 26 locations, 620 employees, and still growing profitably. Every time an acquisition is made, they just call Corban and we bring them onto the existing technology and service platform smoothly with little to no business disruption. The company has contained their costs and is focusing on running their business.

Overall Hard Cost Savings for the first year:

$102,500.00 (does not include any soft costs eliminated due to business disruption of 8 acquisitions or streamlining for efficiencies)

Our Case Studies: Challenge #2

A Data Acquisition company with 450 employees in 18 states had been in a large PEO for the last 10 years. Though they thought they were receiving the overall value they needed, the PEO was unwilling to give them an exact breakdown of what they were being charged. They rated this PEO’s customer service as good and liked the “all-in-one” bill, but could not identify whether or not the true value was there..

 

Thought criteria that went into reviewing the Corban Solution:

Specific expertise for employer law in multiple states:

  • HR (Compliance, Overall HR issues, etc.)
  • Benefits Administration (Multiple carriers, bill reconciliation, enrollment in 18 states, questions that need to be answered by employees)
  • Payroll (They were currently doing most of the work to get the data to the PEO and entering it online themselves and it was becoming way too time consuming)

Technology:

  • A definite need for one technology platform that all of the employees can access all over the US and the expertise to run it efficiently for all of their locations.
  • A technology platform that allowed them access to all of their own data, so they could run their own reports 24/7.

Staffing:

  • They do not want to hire any additional staff.

Solution:

The CEO provided all of the information from the PEO they were currently utilizing and Corban conducted an in-depth analysis as to what their exact costs were (Workers Comp, Benefits, Cobra, Payroll, HR, Benefits Administration, Technology, SUTA, FUTA, FICA).

  • Corban OneSource brought in an HR, Payroll and Benefits Administration technology (web based for all locations) and supported the technology with the right people that already knew how to maximize the technology.
  • Our Employee Care Center solution was implemented for all their employees in the 18 states to get their questions answered quickly.
  • An HR Manager was assigned to start benchmarking the PEO’s compliance as it relates to policies and procedures, employee manuals and all areas relating to HR.
  • Corban OneSource took over the payroll administration, so they did not have to hire any additional resources.

Results:

  • The Company is now able to scale both up and down during peak times without incurring fixed costs.
  • They now know exactly what their costs are for each aspect of their business relating to HR (Workers Comp, Benefits, SUTA, FUTA, etc.), which allows them to budget and control their costs more accurately.
  • Their health benefits are now customized for their company and not a PEO that has to take into consideration hundreds of other companies.
    They are now able to take advantage of government programs like Workers’ Tax Credits for protected classes of workers that should add a minimum of $25,000 to their bottom line.
  • They have regained access to their own corporate data to run the necessary reports when they choose and are using Corban’s advanced technology platform to track a significant amount of different aspects of their business they couldn’t before, given the PEO technology was designed for companies that have an average of 20 employees.
  • The company has contained their costs and is focusing on running their business.

Overall Hard Cost Savings for the first year:

$252,500.00 (does not include any soft costs or the potential Tax Credit savings of $25,000)

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