top of page
  • Writer's pictureHR Choice


Considerations for Business Owners

"So often we see business owners commit to one of these decisions without considering the alternative - access to a team of affordable, experienced HR partners on an as-need basis."


Ever feel like you're playing that game called "Whack-a-Mole" where as soon as you solve one problem as an employer, another new problem appears, often worse than before? After months of searching you finally found the perfect new hire, but in the meantime another employee needs to take a medical leave, and one employee failed to show to work today. All the while your EEO-1 Report is due, you are in the midst of compensation adjustments, you received a letter from the IRS that social security information is mismatched for 7 employees, and so on. Your whole day is spent “whacking moles,” and you realize you’ve not had any time to focus on anything else in the business such as your customers, owners, or sales and marketing. Handling HR and employment matters can feel like an uphill battle on your own. Let HR Choice help you achieve your strategic results through an on-call partnership with a diverse team of HR experts. Whether you need to outsource your entire HR function, or could benefit from additional tactical support and strategic services, HR Choice is the easiest decision you'll make to avoid these pesky moles.

Do any of these scenarios sound familiar? Partner with HR Choice to solve your pain points once and for all.

Here are four of the common decisions we see business owners make once they commit to enhancing their HR practices.

1. Hire a full-time HR employee. Whether it is the first HR hire or an added headcount, there is a big cost associated between the annual salary and benefits. Plus, what are the chances this person will have expertise in all aspects of HR including employee relations, compensation, recruiting, employment regulations, benefits, policies, and leadership training?

2. Try to do it all themselves. Most business leaders we’ve worked with are gifted in (and passionate about) areas like business development, marketing, products and services, revenue, and customer relationships. Rarely have we found any entrepreneurs who get into business so they can do HR! Yet they try to self-administer only to find they have little or no time for the other parts of the business they actually like.

3. Rely on the payroll provider or a Professional Employer Organization (PEO). Though both options can support the company with payroll, benefits, and some compliance matters, they are not tailored to your business and cannot replace the real time expertise of an HR professional, who acts as part of your team with your best interests in mind. These solutions can also be contractually binding and expensive.

4. Do Nothing. Taking the first step can be hard but doing nothing is even harder. The moles win, you’re tired, and you are pulled away from the business priorities that you love. As the saying goes, "you don't know what you don't know," and that can be dangerous to you, your employees, and your business.

24 views0 comments

Recent Posts

See All


"Business Survival, Coronavirus and Your Obligations Under the Families First Coronavirus Response Act (FFCRA)" Valued Client, As many of you know, The Families First Coronavirus Response Act (FFCRA;


Dear Valued Client, We are continuing to closely monitor the COVID-19 situation and staying as informed and educated as possible during this ever changing time. Our team has been diligently reviewing

Employer Response to Coronavirus (COVID-19)

Reports surrounding the coronavirus (COVID-19) have caused concern among employers and the general public. As of March 3, 2020, fewer than 90,000 people worldwide have been diagnosed with COVID-19 wit


bottom of page