This week’s article is by Arthur F. Rothberg, Managing Director, CFO Edge, LLC.
As you look at ways to increase the focus of your valuable resources on core competencies, an important question arises: Should you use a Professional Employer Organization?
Many small businesses and startups are not ready to budget a full-time HR director or staff, and they have moved HR functions to Professional Employer Organizations or PEOs.
Reviewed in this week’s full PDF…
…is how companies and PEOs become co-employers: Companies hire and manage staff, while PEOs run HR functions, compliance and benefit packages that rival large-firm benefits.
These benefit packages can include the full spectrum of insurance offerings – health, life, vision, dental and disability – as well as retirement plans.
Los Angeles and Southern California executives who are looking at more efficient and cost-effective ways to operate HR can benefit from talking with a provider of outsourced CFO services.
Bringing the experience and expertise of a former enterprise chief financial officer, an on-demand CFO can work with you to identity your current staff and budget costs for HR and recommend the best strategic path.