PEO stands for “professional employer organization.” They can take on payroll, HR, and benefits administration for their client companies, including 401K and workers comp. The employees of the client organizations are paid under the PEO’s tax ID number, not the employers, so they handle tax reporting too.
Some are CPEOs, the “C” standing for “certified,” meaning they have passed specific IRS requirements.
I have talked with several PEOs over the years as the CEO of my digital agency. Recently, I met Chris Apelian from Insperity, via The Connective. Insperity is a CPEO with great success and longevity. Based on our conversations, I want to share a bit about them here today in case your company, or a company you work with, would benefit from their services.
Insperity helps protect its client companies through the co-employment model, with a company entering into an agreement to establish a relationship between the company, its employees, and Insperity. Then Insperity helps manage the company’s employer liabilities by sharing or absorbing many of the employer-related responsibilities and risks.
PEOs or even CPEOs aren’t right for every business, but they can be very beneficial to businesses where HR administration takes up a disproportionate amount of time for company managers. Having all or some of the HR-related work managed by outsourced experts can help leaders focus what they do best.
I am intrigued by Insperity’s SHRM-certified support team (not call-center approach) and the flexibility of their model, customized to map to the needs of each client. Here’s their website and here’s how to reach Chris Apelian. Please let them know you learned about Insperity from Niki’s Notes.