We provide you guaranteed access into PEO (professional employer organization) protection. As the leading professional employer organization, we offer HR, payroll, benefits, and more. Our goal is to serve your business, let you do what you do best, and outsource the rest.
Professional Employer Organizations have empowered employers of choice for decades. Total employment represented by the PEO industry exceeds the total number of employees in the U.S. for Walmart, Amazon, FedEx, Starbucks, AT&T, Wells Fargo, Apple, and Google combined.
Our PEO helps businesses achieve their strategic objectives by offering comprehensive solutions that address several key challenges. By partnering with us, businesses can mitigate the risks of employer liability and overcome the hurdles to organic growth. Our PEO leverages the economies of scale typically associated with larger enterprises to provide a competitive advantage to growing businesses. Additionally, we help stabilize the annual cost of labor and safeguard our clients’ assets from wage-related issues. By working with our PEO, businesses can focus on their core competencies and confidently pursue their long-term goals.
We were also recently featured on two best of PEO lists:
By entering into a partnership with a professional employer organization, businesses can offload key employer obligations, as outlined in service agreements. This arrangement allows the PEO to handle critical administrative tasks, such as payroll management, recruitment, benefits administration, and insurance. By entrusting these responsibilities to an external source, businesses can focus on their core revenue-generating activities and maximize their growth potential. Our PEO solutions are designed to streamline operations, increase efficiency, and free up valuable time and resources for our clients. Partnering with our PEO allows businesses to achieve their strategic objectives while mitigating risks and minimizing costs
A PEO is an aggregator. Throughout a diverse cohort of businesses located throughout all 50 states, the system learns to mitigate employer liability – and rightfully so.
Our professional employer organization establishes a co-employment relationship with client companies, which divides employer responsibilities between the worksite employer (client) and the record employer (PEO). As the worksite employer, clients retain authority over critical business aspects, such as culture, brand, quality, and strategic decision-making. This includes responsibilities related to hiring, firing, and onsite supervision. As the record employer, our PEO assumes critical responsibilities related to payroll management, compliance, and employee benefits. This strategic arrangement allows clients to focus on their core competencies and drive revenue while offloading administrative burdens to our PEO. By working with us, clients can achieve their long-term business objectives while mitigating risks and minimizing costs.
A: A PEO, or professional employer organization, is a type of full-service human resource outsourcing known as co-employment. In this arrangement, the PEO performs various employee administration tasks, such as payroll and benefits administration, on behalf of a business. Some PEOs also have strategic services, but no two are exactly alike, so it’s important to research providers and compare their capabilities.
A: The professional employer organization (PEO) establishes a co-employment relationship with its client companies. In this legal relationship, the duties of the employer are divided between the employer of the worksite (client) and the employer of the record (PEO.) The employer of the worksite is what you usually attribute an “employer” to be; she or he is the authority over culture, brand, quality, responsibility for hiring, firing, onsite supervision and all strategic aspects of the business while INFINITI HR assumes the responsibility for the record – the source of the wage.
Q: I must have my employees know they work for my company. How do I make certain my company is the authority over the worksite? How do I make certain I have sole control over my culture, my brand, my quality?
A:
Q: Why do growing businesses choose your PEO?
A: Businesses contract with our PEO to achieve a variety of strategic goals. Our PEO prevents the pitfalls of employer liability and the obstacles to organic growth by leveraging the economies of scale of a large enterprise into a competitive advantage for growing businesses.
Our PEO stabilizes the annual aggregate cost of labor and insulates the client’s asset from source of the wage. The following additional detail may be invaluable:
We do not win tomorrow’s war with yesterday’s army: The HR PEO changes that number.
Q: Is a PEO a new solution?
A: PEOs have empowered employers of choice for decades. Total employment represented by the PEO industry exceeds the total number of employees in the U.S. for Walmart, Amazon, FedEx, Starbucks, AT&T, Wells Fargo, Apple, and Google combined. Research suggests businesses with PEOs grow approximately seven to nine percent faster, have employee turnover that is approximately 10-14% lower, and are approximately 50% less likely to go out of business when compared to businesses without PEOs. Some businesses may recently view it as a new solution simply because many small businesses in particular have seen obstacles to organic growth; they could not afford PEOs before INFINITI HR and/or were rejected by PEOs before INFINITI HR.
Q: We heard INFINITI HR is the PEO for franchises®, specifically hospitality management companies, startup entrepreneurs, and emerging franchise brands. What is the value of your PEO compared to more established PEO’s or well-known payroll companies and hr software companies in the market?
A:
Q: What is the first question we should ask when comparing PEO vs. payroll processor/hr software?
A: What does it currently cost you to pay for a non-revenue generating W2 employee on pay day?
Q: Is a PEO similar to using a payroll data processor linked to HR software?
A: Not even close. Payroll processing is a commoditized tactical service. Some of the data processors you know of today are payroll companies, formed at a time before the advent of the personal computer. They are expensive legacy systems – great incumbents who try to be everything to everyone and usually wind-up being mediocre at best. They like to bundle their services with marked-up white-boarded tech, insurance brokerage services, and archaic hardware (such as physical time clocks.) Their sales strategy consists of upselling the client for additional services once implemented as your payroll processor (because payroll processing is a commoditized tactical service.) They may be as useful to increasing your profitability as hiring an additional employee to sell typewriters.
Q: How does INFINITI HR technology compare to other payroll companies and hr software in the market?
A: INFINITI HR technology is tasked with not just mitigating your administrative burden; it’s tasked with mitigating your employer liability, your aggregate cost of labor. We are an aggregator; throughout a diverse cohort of businesses located throughout all 50 states, the system learns to mitigate employer liability – and rightfully so. As your professional employer organization, we don’t want to incur one penny more in aggregate labor cost than you do. Our technology looks out for you just as much as it looks out for us – your HR PEO assuming employer of record responsibilities on your behalf.
Our PEO does not utilize a 20th century analog system in a 21st century digital world: Technology leveraged by INFINITI HR (HRIS, geofencing, & AI) will continue to disrupt SMB’s, franchises, hospitality management, large enterprise corporations, and the commercial insurance world.
INFINITI HR is powered by PrismHR and a proprietary EPM; the aggregate platform processes more than $55 billion in annual payroll.
The aggregate platform:
The aggregate platform mitigates employer liability and increases profitability for businesses with an employee count ranging from 1 to ∞.
Q: With respect to mitigating employer liability, what strategic advantages do growing businesses gain when they decide to utilize a payroll processor, choose a valuable hr software service, and then simply hire a part or full-time employee to manage all the hr, regulatory compliance, benefits procurement, and admin work in-house?
A: Quantifiably speaking, nothing. Businesses of any size do not gain any strategic advantage by serving as the sole employer of record, nor do we argue it is cost effective to absorb such cost (and risk) in-house. Pay wages + employer taxes + employer insurance + payroll processor + HR Software… for non-revenue generating work in-house? What does that cost your business each fiscal year compared to outsourcing it to our PEO? It is fascinating how many businesses with the best of intentions still absorb these costs in-house and then come to us with the need to cut labor cost afterward. We recommend a conservative labor management approach through our PEO to avoid such excess.
With respect to revenue-generating work, we appreciate the argument of viewing employees as your greatest assets. Notwithstanding, with respect to non-revenue generating work, we also appreciate the argument of viewing employees as your greatest liabilities. Tell us the strategic advantage of serving as the sole employer of record, without the economies of scale of a master aggregator. What do you accomplish?
Growing businesses should:
Q: What are the features of the PEO?
A: One Service | Four Pillars
Payroll and Tax Filing:
POS/Time Clock/Schedule System Integration Included
State-Specific HR Management
On-Demand One-Point-of-Contact HR Director, Recruiter, etc.
Employer Mandatory Insurance
True-Group Workers’ Compensation and EPLI
Employer Voluntary Insurance
True-Group Fortune 500® Level Customized Health, Dental, Vision, Disability, Life, 401k, etc.
Q: What is the process of implementing your PEO?
A:
Q: How would you summarize the culture of your professional employer organization?
A: Exceptional Experiences®
Empower Businesses.
Inspire Team Members.
Change the world.
Q: Your professional employer organization could have innate value for my company but also could be a significant change to implement in my organization. What is your answer if I have employees in my organization who may be hesitant to change?
A: The only true constant in business is change.
First, the employer allocates the annual aggregate cost of labor to INFINITI HR for a service. INFINITI HR has the economies of scale and purchasing power of a large enterprise. We apply unit-based economics to the total cost of labor as fundamental financial building blocks to mitigate employer liability and to minimize the total cost of labor.
Second, growing businesses are only as good as the people they hire. Growing enterprises are viewed as employers of choice in their respective markets in part because they can compete with larger enterprises through a superior infrastructure to attract and retain the best talent through INFINITI HR. Our PEO clients have recruitment process outsourcing (RPO), complimentary as part of the service. You will be introduced to your dedicated conversion manager and recruiter during the conversion stage.
Third, following the conversion stage, we assume the non-revenue generating employer obligations on behalf of the employer of the worksite so you can focus on your purpose and your passion – growing your business.
We offer the most customizable HR solutions in the human resources industry. Choose from full service HR outsourcing models that include PEO and ASO arrangements to individual offerings around payroll, compliance, HR, risk management, and employee benefits procurement and administration.
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INFINITI HR helps companies reduce costs by managing human resource functions while allowing businesses to focus on their core operations that impact profitability. Our platform provides full regulatory compliance management, on-demand HR guidance, real-time payroll /tax filing, POS integration and access into industry leading True-Group master policies for workers’ compensation, employment practices liability insurance, and other operational business coverages.
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