n today's interconnected and rapidly evolving global business landscape, organizations face numerous challenges when it comes to managing their human resources effectively. The emergence of HR technology has proven to be a game-changer, revolutionizing the way businesses operate and enhancing their ability to thrive in a global context.
HR technology, with its wide array of features and capabilities, has transformed traditional HR functions into strategic and efficient processes. One of the key advantages of HR technology is its ability to streamline and automate various HR operations, such as recruitment, onboarding, time and attendance management, performance evaluation, and learning and development. By automating these processes, organizations can reduce manual efforts, eliminate paperwork, and improve overall efficiency.
Global organizations may consolidate their HR data thanks to HR technology, providing a unified platform for managing employee information, performance records, training programs, and compliance requirements. This centralized approach ensures consistency and accuracy in data management across multiple locations, allowing organizations to make informed decisions based on realtime insights and analytics.
The globalization of businesses often comes with challenges related to workforce diversity, cultural differences, and compliance with local labor laws and regulations. HR technology plays a crucial role in addressing these challenges by offering multilingual interfaces, culturally sensitive training modules, and compliance tracking tools. This ensures that global organizations can effectively manage their diverse workforce, promote inclusive practices, and maintain compliance in different regions.
Insights Success takes pride in showcasing the leaders through its latest edition – The 10 Best HR Technology Solution Providers , enabling effective succession planning, talent development, and performance management, ensuring that global businesses have the right people in key positions to drive growth and success.
Visualiser Michael Warner
Art & Design Head
Co-designer Sonia Raizada
Art & Design Assistant
Lauren Smith
Marketing Manager Jenny jordan
Chelsea Wilson, Edwin Copper
Technical Consultants Logan Harper, Julie Davis
Research Analyst Helena Smith
Circulation Manager Finn Wilson
JUNE, 2023
Company
Featuring Brief Company
Featuring Brief Company
Featuring Brief
AdminaHealth adminahealth.com
Robert A. Bull, Laura Bull, Dennis Reaves, Younes
Ismael-Aguirre, Tim Sakayev CEO, COO & CISO, CTO, CFO, and CCSO
AdminaHealth is a cloud-based provider of a powerful industryrecognized SaaS Billing Suite Pla orm for the employee benefits and insurance marketplace - automa ng invoice consolida on, reconcilia on, and streamlining payment management.
Cezanne HR cezannehr.com
Alberto Gabbai Co-founder
Cezanne HR is leading the way in delivering smart, sophis cated and costeffec ve Cloud HR so ware and managed payroll services to mid-sized UK and interna onal businesses.
AllianceHCM alliancehcm.com
Ma Umholtz President
Alliance Human Capital Management (HCM) is heavily invested in providing the latest technology backed by the most personalized customer service in the industry.
CommonOffice commonoffice.com
Hooman Menshari President
Basic so ware doesn't do HR jus ce! CommonOffice developed a one-stop HR shop that integrates with any payroll so ware and is fully mobile.
Ceridian ceridian.com
David Ossip Chairman and Co-CEO
Ceridian is a global human capital management so ware company. Dayforce, our flagship cloud HCM pla orm, provides human resources, payroll, benefits, workforce management, and talent management func onality.
Flex HR flexhr.com
Jennifer Morehead CEO
Flex HR comprehensive offering includes high-level strategic consul ng, HR back office administra on powered by EmployeeUniverse™ and essen al business services such as recrui ng, HR intranets, ethics hotlines and affirma ve ac on planning.
GetPayroll getpayroll.com Charles J Read CEOFounded by a CPA and U.S. Tax Court Prac oner, GetPayroll (a Custom Payroll Associates, Inc. company) has offered complete payroll and payroll tax compliance services for over 30 years.
HuptechHR Solu ons huptechhrsolu ons.com
Rinku Thakkar Founder & CEOHuptech HR Solu ons mission is to pursue work unanimously as a team, sharing the vision of our milestones, proffering unparalleled recruitment services to our clients and building a brand of trust, success and sa sfac on.
Private Eyes Screening Group privateeyesbackgroundchecks.com
Sandra James CEO
Private Eyes combines easy to use technology, a team of passionate experts who communicate well and a CEO with a Private Inves gators license to surpass client expecta ons globally.
Renew HR renewhr.com
Sabya Mitra Founder and CEORenew HR aims to be the fulcrum upon which you can rebuild your HR ecosystem, renovate your employee rela onships, and become the organiza on you always knew you could be.
The HR industry can now rely on technology that simplifies billing and say goodbye to manually-intensive and error-prone reconcilia on and consolida on processes.
In response to changes in the marketplace, new HR
technologies are spurring greater broker and agent productivity, supporting a rapid expansion of voluntary benefits, and responding to the diversity in employer plans to recruit and retain talent. Today, digital technology connects participants in sharing data, eliminating latency, automating tasks, and facilitating payments to carriers. Technology is the keystone to strengthening collaboration among brokers, producers, HR operations, TPAs, and carriers.
AdminaHealth CEO and Founding Member, Robert A. Bull, recognized that enrollment and benefits administration functions are frequently hampered by the extensive use of complicated, error-prone spreadsheets and manual activities to fulfill modern, mission-critical premium billing functions. In 2018, when Bull and his team launched the ® AdminaHealth Billing Suite, the market was primed to embrace an automated SaaS solution on its path to digital transformation. Participants saw the value of extending enrollment, benefits administration, and payroll investments to include automated premium billing.
The patented AdminaHealth Billing Suite automates enrollment, invoice, and payroll reconciliation, and streamlines payment management, allowing money transfer between group and carrier — while the group maintains fiduciary ownership until the carrier receives the money. When working with brokers and employer groups, automation enables them to quickly find and eliminate errors before they impact employees. They can be confident that the right employees are enrolled in the right plans and that they are paying the right premium amounts.
For carriers, the AdminaHealth Billing Suite provides a single billing process that works across all enrollment platforms, allowing them to digitally present a reconciled bill to their customers that reflects all lines of coverage, including resold coverages. The ability to create error-free and timely bills enables carriers to accelerate bringing new products to market, as well as expedite paying broker commissions. Additionally, groups can digitally process payments to carriers, TPAs, and other benefit providers within the Billing Suite.
We spoke with the AdminaHealth leadership team to learn more about this innovative company on the cutting edge of billing technology.
Rob, you’ve been at the helm since AdminaHealth was launched in 2018. Can you tell us about the founding? What was missing in the space that you thought you could provide?
Our parent company, Salus Finance, was founded in 2014 and offered a risk-mitigating financial liquidy product. The liquidity product gave more groups the ability to take advantage of the many benefits and cost savings of selffunding. However, we quickly realized that the standalone value of the reconciliation and consolidation capabilities of our platform was missing in the marketplace, and these could help businesses beyond just those to transitioning self-funding. We launched the AdminaHealth Billing Suite in 2018 as a scalable SaaS solution with enhanced capabilities to service billing operations for fully insured, selffunded, and hybrid plans from any enrollment partner.
Yes, we’re a technology company, but our people are our greatest asset. They want to make a difference and are excited about their work and collaborating with each other and our clients, who are absolutely fantastic.
Billing isn’t easy. On the front lines, benefits billing professionals are struggling with data problems such as incorrect plan rates; duplicate entries; charges, adds, terms, and changes due to life events, and more. Many need the ability to allocate benefit costs across multiple departments or locations. They are generally doing the reconciliation, consolidation, and allocation work manually, comparing spreadsheets and other data sources, which leads to high error rates—if they are even reconciling at all. When they start working with our Customer Success team and implementing automation, we see our clients and partners quickly gain confidence. During the first few months, as they clean up their data, they start to realize better cash flow, increasingly fewer fire drills to fix issues, and oftentimes positive ROI before they even go live!
For more on Customer Success, we spoke with Tim Sakayev, AdminaHealth’s Chief Customer Success Officer!
The smart choice is to white-label our API-first pla orm so that you have a complete and tailored solu on right out of the box.
Robert A. Bull CEO and Founding Member
Tim, you work directly with AdminaHealth’s clients. What have you noticed that’s been most helpful for them?
There are three key areas that make a significant impact:
1. Reconciliation. The platform is purpose-built by billing experts. Our design simplifies the user experience and focuses users’ attention on where their input is needed: discrepancies.
2. Consolidation . The platform consolidates data from disparate sources and presents it in a consistent “apples-to-apples” comparison, relieving users from having to transform data. It frees up people to do only what they can do: resolve discrepancies. The platform also provides a “total view” of billing for any given month, giving executives valuable insights into the overall benefits billing picture.
3. Support & Customer Success . AdminaHealth’s Customer Success team works hard to live up to its name and provide white-glove support to our clients and help them meet their specific needs. The team consists of highly-experienced and trained professionals who thrive on challenges and can configure the platform to satisfy even the most unique billing requirements.
In working with companies that are transitioning from manual or legacy billing services, what’s the biggest benefit to them in moving to an automated platform?
Ultimately, it’s about lowering the cost and increasing the accuracy of the monthly reconciliation and consolidation process and finding billing discrepancies. The major benefits of the Billing Suite are four-fold:
ü Reconciliation time savings. Reconciliation on the platform takes mere seconds, and the data is clearly presented for review—no more spreadsheets, lookups, manually mapping names every month, or rearranging columns from many different source systems.
ü Consolidation time savings. The platform consolidates data from disparate sources and presents it to the user, eliminating the need to map, modify, or edit data.
ü Transparency, consistency, and repeatability. The interface is designed to optimize the workflow. No more manually changing the worksheet month to month; the only task is handling the few exceptions. Output is consistent and designed to provide maximum clarity and transparency into reconciliation. A history of bills with a complete audit trail is readily available, reducing the time to investigate mismatches flagged by the platform.
ü Human error reduction. Once configured, the process is “on rails” – i.e., the platform is consistent month over month, doesn’t get bored, doesn’t make copypaste mistakes, and doesn’t get distracted.
you give some examples?
One of the “wow” moments is when the system highlights ongoing billing discrepancies, even before full implementation. Our implementation is an iterative process that loads the data and presents it to our client for validation as soon as possible. It’s very common during the very first iteration for the system to highlight a set of discrepancies. Clients see these early results and say, “We’ll be able to get some of this money back!” That’s value to the client before the system is even live.
We also spoke with longtime leadership member Laura Bull, AdminaHealth’s COO & CISO.
One of our founda onal philosophies is to be agnos c in the pla orms that provide us data.
Laura Bull Chief Opera ng Officer & Chief Informa on Security Officer
Laura, you’ve been with AdminaHealth for several years. As you’ve watched the company mature, what is one area where you’ve noticed significant growth?
We’re always looking for ways to enhance the seamless user experience, which starts with client feedback about new features and future improvements. Another area where we’ve grown significantly is our consistent delivery of premier service. All AdminaHealth employees are based in the U.S., which allows each client to have a dedicated Implementation Manager who is available during business hours, both for the implementation and ongoing support. Clients value the ability to pick up the phone or send an email, knowing it will be answered promptly by their support team, who are knowledgeable about their specific implementation.
As the head of information security, can you tell us about AdminaHealth’s certifications to keep clients’ HIPAA data secure?
AdminaHealth made the decision early on to adopt the ® NIST Cybersecurity Framework and the HITRUST Common Security Framework, which is based on ISO 27001 and HIPAA. The AdminaHealth Billing Suite is HITRUST r2 certified, a globally recognized validation that provides arguably the highest assurance available that we are in compliance with industry security standards.
What do you see as AdminaHealth’s differentiator in the insurtech industry?
Information security controls have always been at the forefront of our architecture, with all operations based solely in the United States, including development, customer success, and sales and marketing. Our U.S. team has built the cloud billing suite with security and compliance as a key differentiator in the industry. We continue to mature and adapt to the ever-changing security landscape.
Dennis Reaves, AdminaHealth’s Chief Technology Officer, is the engine behind rolling out the platform’s innovative features.
Dennis, you came out of retirement to work at AdminaHealth. What attracted you?
I’ve had a long career in both large, publicly traded companies and small, venture-backed startups, and I know that the people on a team and the investors backing the idea are the most important factors for success. The work ethic and values of AdminaHealth’s team, particularly those of the investment team and CEO Rob Bull, align perfectly with my own and the desire to build a high-growth company where people are valued and respected. That vision attracts the talented folks who come to work each day with positive energy.
What do you find most exciting about developing cutting-edge technology?
A lot of the technology we work on today was just science fiction when I started my career in the 1980s. Working on a platform that forces us to evaluate better solutions continually gives me the opportunity to explore all the latest tools that leverage advances in computing power. For example, one of our core value propositions is that clients can give us their data in any shape, and we can take it from there. The old-school strategy would be to force them to spend resources on re-shaping their data to fit rigid data specifications. We’re adaptable and perform our function at the junction between many different systems and data formats. Providing that function at scale requires us to explore new and modern ways of thinking about data, like API-first architecture and AI data handling.
A lot of the technology we work on today was just science fic on when I started my career in the 1980s.
Dennis Reaves Chief Technology Officer
Younes Ismael-Aguirre CA, CPA
Chief Financial Officer
Tim Sakayev, CAIA
Chief Customer Success Officer
AdminaHealth
Where do you see AdminaHealth’s technology five years down the road?
AdminaHealth is API-first, so every platform can use it to reconcile, consolidate, and pay bills. Our service is an essential part of benefits management. In five years, due to the complexity of billing, rather than building their own solutions, I expect AdminaHealth will be the platform of choice for all across the employee benefits insurance market. It’s impossible to compete with us on robustness and maturity. The smart choice is to white-label our APIfirst platform so that you have a complete and tailored solution right out of the box.
Last, we spoke with Younes Ismael-Aguirre, CA, CPA, AdminaHealth’s Chief Financial Officer.
Younes, you are the most recent addition to leadership. What surprised you most about working with this team?
,I was incredibly excited to join this dynamic group and work with them on the financial aspects of growing AdminaHealth even further. I’m most impressed with how knowledgeable each member of the leadership team is within their area of expertise and how they excel in their role. Together, we bring many different views and opinions to the table.
,is API-first, so every pla orm can use it to reconcile, consolidate, and pay bills.
AdminaHealth’s success rests within our core values, the quality of our products, and the meaningful impact we make in enabling our clients to provide the best benefits packages to employees.
Just as important, our leadership team is committed to employee work-life balance. All of our staff are excited to come to work every day and provide best-in-class service to our clients. We work closely with clients to find cost savings, which allows them to reinvest in their businesses and their employees.
AdminaHealth continually finds new ways to automate business processes and issues new software releases to meet
the expanding needs of its customers. Premium billing is a multifaceted process that involves the combination of many data streams. Increased automation, self-service, new functionality, and customized reporting are only a few items on this year’s roadmap.
“One of our foundational philosophies is to be agnostic in the platforms that provide us data,” says Bull. AdminaHealth ingests data from any enrollment, benefits administration system, payroll application, and more than 130 carriers. The diverse sources provide the customer data needed to manage a full suite of benefits and are also an important bridge connecting agents and carriers.
AdminaHealth’s patented, cloud-based automated SaaS premium billing solution rises to meet customer needs and challenges. The HR industry can now rely on technology that simplifies billing and say goodbye to manuallyintensive and error-prone reconciliation and consolidation processes. Instead of pouring over spreadsheets, users can now simply review an Exceptions tab and generate a consolidated invoice, as well as send digital payments. The future is bright for the employee benefits industry, with AdminaHealth filling a significant gap.
“ When prospects participate in AdminaHealth webinars, the feedback we often receive is ‘Where have you been?’ I needed you years ago! ” says Bull.
We’re always looking for ways to enhance the seamless user experience.
An organization’s employees are
the best support to transition a company from struggling to success. But employee management is not a cakewalk. When dealing with employee intricacies, there are multiple challenges like recruiting, HR strategic support, HR payroll outsourcing, independent HR services, and more.
Flex HR brings advice, knowledge, and support to companies throughout the U.S. and the world for HR and payroll. Flex HR provides white-glove strategic HR and Payroll outsourcing services to various companies that are located anywhere in the U.S. But, it doesn’t just stop there! Flex HR takes a step ahead of the routine talent outsourcing companies and offers a one-stop human resource services solution, supporting any and all HR functions.
Flex HR creates customized support for each client, letting them choose as many or as few services as per the needs of their evolving business dynamics.The company’s comprehensive offerings include highlevel strategic consulting, HR backoffice administration, and essential business services such as recruiting, payroll tax, compliance solutions, employee handbooks, compensation surveys, and diversity, equity & inclusion planning. Flex HR’s CEO, Jennifer Morehead, has a background in sales, marketing, entrepreneurship, and running teams of employees. Ms. Morehead bought the 20-year-old company in 2020 and increased its sales by 46 percent in the first year and 150 percent in the second year compared to its revenue in 2020!
Flex HR makes quality consulting accessible and affordable to small and mid-size companies to increase profits by providing timely mission-essential task management, flexible professional talent, and full-time dedication at a fraction of the cost.
Through the interview highlights, let us read more about the story behind Flex HR’s success!
Kindly brief us about Flex HR. What is the leading inspiration behind its inception?
In 2001, our founder Jim Cichanski created to be a unique Flex HR
strategic HR consulting practice. We have grown since then, but still offer the same high level of service for HR and payroll outsourcing, along with strategic HR consulting.
Shed some light on the key services of your company. How are they enhancing the Human Resources Services?
At Flex HR, we do HR and payroll outsourcing for companies throughout the U.S., Puerto Rico, Virgin Islands, Canada, Europe and U.S. subsidiaries of foreign owned companies.
We work with our employees, spread over 36 states, to manage the HR and payroll compliance rules in each of those states. We also do strategic HR consulting that includes employee investigations, compensation surveys, and manager training. Additionally, we also offer recruiting and talent acquisition services for companies.
What are the core principles of your company? How are you guiding the company to achieve its mission and vision?
Our mission is to be irreplaceable as a strategic and problem-solving HR and payroll business partner. Along with this, Flex HR strives to revolutionize human resources outsourcing to help businesses maximize their people.
We work with multiple clients in different industries, which diversifies what we do and enhances the success of our company. We jump on priorities for the business, even if it means that it will sustainably increase revenue.
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The core values and principles of the company are as follows:
Flex HR values customer delight: We are driven by the goal of valuing customer delight and providing them with results-oriented service. We keep the relationships at the forefront that we develop with them and represent a can-do attitude for them.
Flex HR values our company’s success: We are here because of our past successes at the company, and even now wish to maintain its continued success. We work with multiple clients in different industries, which diversifies what we do and enhances the success of our company. We jump on priorities for the business, even if it means that it will sustainably increase revenue.
Flex HR values ethics and high moral standards: We agree to uphold the best interests of our clients, vendors, team members, and the company. In all instances, we want to be sure that what we write or what we say (and in all ways that we communicate) represents the company with high ethical and moral standards. In general, anything we write or say must show our company in the best light, especially if it is on the front page of a newspaper or part of a TV broadcast.
Flex HR values teamwork: We celebrate accomplishments together as a team and are excited about the future of our company. We take regular coffee breaks together to celebrate big wins and to hear team announcements.
Flex HR values one another’s time: We see a potentially bad situation before it happens and alert the correct people internally to ask for help. We also make a plan for when someone will leave or when an obstacle arises.
We use technology and innovative solutions to help with our jobs. We can do our jobs from an office or our home. We will alert our manager if there are any bottlenecks in our job.
In what ways is Flex HR utilizing the advances in technology to provide customers with enriched experiences?
At Flex HR we use modern technology to keep our employees connected to one another as well as to their clients. This includes tools such as Microsoft 365, Zoom, and Salesforce.
We also step into each of our clients’ HR and payroll technologies to do the work we need to do for them.
What are the challenges that your specialized team has come across? How do you motivate them while dealing with certain situations?
Flex HR works in a very complex function that deals with humans and the law. Each day, there is an opportunity for error. We work very hard to develop the processes necessary to minimize these errors and make sure that our clients are overly satisfied.
In terms of motivating our employees, we make sure to celebrate our wins
often. We have a bi-weekly “coffee break” on teams that is essentially a company-wide town hall meeting where we celebrate all the wins that we see across our company.
As an experienced leader, what advice would you like to share with upcoming entrepreneurs wishing to enter into a similar sector as yours?
Human resources outsourcing is a great sector to be in for those who are curious, service-oriented, and missiondriven. We help and fully support companies with their people and with the complex functions of HR and payroll.
It’s a really exciting time to be in this space.
What are the future goals of the company? How do you envision upscaling its operations and reach in the foreseeable future?
We continue to grow and have doubled in revenue in the past two years. Thus, we are able to scale faster and better because of the great people we have and the processes that we apply to the HR and payroll disciplines.
Please share your clientele, awards, and recognition, if you have any.
We have been recognized for three years as a Fortune 5000 company. Flex HR is among Inc. Magazine’s fastestgrowing private companies, in addition to being named one of the “Top 25 Most Promising HR Outsourcing Service Providers” in the Outsourcing Gazette Magazine.
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We are driven by the goal of valuing customer delight and providing them with results-oriented service. We keep the relationships at the forefront that we develop with them and represent a can-do attitude for them.
Jennifer Morehead has a background in sales, marke ng, and management. She has managed teams of people for nearly twenty years, and was excited to take charge as CEO of Flex HR in 2020. Ms. Morehead graduated from Northwestern University and received her MBA degree from Northwestern’s Kellogg School of Management. She has spoken at Chicago’s Technori and has led a panel on sales strategy for start-ups for TechWeek.
Ms. Morehead says that her team is passionate about helping other companies with the complex func ons of HR and payroll. She launched a web sales ini a ve that quickly grew from $50,000 to approximately $1 million. Jenny has led a team pursuing customer excellence in HR/payroll outsourcing and consul ng. She also launched mul ple channel partnerships and strategic partners for Flex HR and has grown its employee base by 53 percent and its strategic HR consultant group by 316 percent. She has also enabled a client reten on rate of 95 percent.
Ms. Morehead’s versa lity can be further no ced with her diverse specializa ons in Human Resources, Business Process Design, Recruitment, New Ventures, Digital Strategy, Technology, Web, Opera ons, Online Marke ng, and Management.
Adding to her dynamic personality, she is also an independent board member, private investor, and fundraiser.
In today's digital age, technology has permeated
every aspect of our lives, including the world of human resources (HR). One area where technology has had a profound impact is talent management. Gone are the days of sifting through piles of resumes and conducting tedious interviews. With the advent of advanced software and innovative tools, HR departments can now streamline their talent management processes and revolutionize the way they attract, retain, and develop top talent.
Further, we will explore the power of technology in talent management and how it is reshaping the HR landscape!
One of the most significant advancements brought about by technology is the automation of recruitment and hiring processes. Traditional methods of screening resumes and shortlisting candidates can be time-consuming and prone to bias. However, with the help of applicant tracking systems (ATS) and AI-powered algorithms, HR professionals can now efficiently identify the most suitable candidates for a
given role. These systems analyze resumes, assess qualifications, and even conduct initial screenings, saving valuable time and resources.
Moreover, technology enables recruiters to cast a wider net when sourcing candidates. Online job portals, professional networking platforms, and social media channels provide HR departments with a vast pool of talent to choose from. They can leverage these platforms to reach passive candidates who may not be actively looking for new opportunities but possess the skills and experience required for specific roles.
Technology has also revolutionized employee engagement and collaboration within organizations. With the rise of remote work and distributed teams, companies need effective tools to keep employees connected and engaged regardless of their physical location. Collaboration platforms, project management software, and virtual meeting tools enable teams to collaborate seamlessly, share ideas, and work together towards common goals.
Furthermore, technology has facilitated the creation of employee feedback and recognition systems. Real-time feedback tools allow managers to provide timely feedback to their team members, fostering continuous growth and development. Employee recognition platforms enable peerto-peer recognition, boosting morale and creating a positive work culture. These digital systems ensure that employees feel valued and connected, even in a virtual work environment.
Another significant advantage of technology in talent management is the ability to make data-driven decisions. HR departments can collect and analyze vast amounts of data related to employee performance, engagement, and development. This data can provide valuable insights into trends, patterns, and areas for improvement.
For example, predictive analytics can help identify flight risks within an organization by analyzing historical data and identifying common characteristics among employees who have left. HR professionals can then take proactive measures to address retention issues and improve employee satisfaction.
Furthermore, data-driven talent management allows companies to personalize learning and development programs. By understanding each employee's strengths, weaknesses, and learning preferences, HR departments can curate training content that is tailored to individual needs, leading to more effective skill development and career progression.
Traditional annual performance reviews are often seen as time-consuming and ineffective. However, technology has transformed performance management by enabling continuous feedback and performance tracking. Performance management systems allow managers and employees to set goals, track progress, and provide ongoing feedback throughout the year.
Real-time performance data can help identify highperforming individuals and teams, allowing organizations to recognize and reward exceptional achievements promptly. On the other hand, it can also pinpoint areas for improvement, enabling targeted coaching and development initiatives.
To conclude,
Technology has undoubtedly revolutionized talent management, empowering HR professionals to attract, develop, and retain top talent more efficiently than ever before. Automated recruitment processes, enhanced employee engagement, data-driven decision-making, and streamlined performance management are just a few examples of how technology is reshaping the HR landscape.
As we move forward, it is crucial for HR departments to embrace and leverage technology to stay competitive in the talent market. However, it is important to remember that technology is a tool, and human interaction and judgment remain vital in the talent management process.
HR professionals should be mindful of potential biases embedded in algorithms and ensure that technology is used as a complement rather than a replacement for human judgment. Furthermore, organizations should invest in robust cybersecurity measures to protect sensitive employee data and ensure privacy.
-A. K. Tarade
We are living in an era where technological advancements have simplified and streamlined our lives. With traditional processes going digital, the development of new platforms, software tools have saved the time, cost, and human efforts for mundane and repetitive tasks.
The payroll management system is one of the prominent examples of this. Payroll management is such a boring and time-consuming task for any employee. Concentration laps can cause mistakes in calculations and may lead to fines and penalties.
Hence, in such a scenario, payroll management software plays a vital role in automating the complete procedure. Having a payroll management system is important, especially for small and medium companies.
When it comes down to selecting one of the many payroll service provider companies, one prominent name pops out at the first instance is GetPayroll .
GetPayroll has been providing easy-to-use professional payroll services at competitive prices to businesses nationwide for over 30 years. Situated in Lewisville, TX, the company is spearheaded by its CEO , Charles J Read The following extract explores the excellent services rolled out by the company.
GetPayroll offers payroll, timekeeping, and HR solutions for small and medium-sized businesses. Its USP is compliance. GetPayroll is one of the few HR companies to have a US tax court practitioner on staff, which helps its clients avoid costly legal mistakes. The company offers not only
HR solutions but also a full stack of tech solutions from timekeeping to payroll to onboarding to enable a holistic HR solution, which is critical in today’s economy.
Charles said, “We do not view HR as a silo. Many of our clients had to pivot to work from home and adjust to the new normal. We rolled out new timekeeping and onboarding solutions that seamlessly integrated with payroll so that our clients could manage their human resources without any friction. We are enabling small businesses to compete with larger businesses by offering new features, training, and best practices.”
Inspiring Leadership
Charles J Read is a Certified Public Accountant (CPA), US Tax Court Practitioner (USTCP), member of the Internal Revenue Service Advisory Council (IRSAC), and the Founder of GetPayroll. Charles is a decorated United States Marine Corps sergeant, a combat veteran of the Vietnam war. While in service, he was trained by IBM as a computer programmer and later a system engineer.
He pioneered Green Payroll in 1998 and successfully steered the company for the last 30 years. He is also the author of four books. His latest book – The Payroll Book: A Guide For Small Businesses and Start-ups, is currently #25 in the HR section on Amazon.
Charles shared his views about the implementation of AI in an organization – AI has accelerated the adoption of new HR technology from screening, hiring to onboarding new employees.
We are enabling small businesses to compete with larger businesses by offering new features, training, and best practices www.insightssuccess.com
Will Brown – Some of the best people in the area that absolutely are the best at what they do. Charles is an absolute genius and has a team behind him (oddly enough, that are almost all named Chris) that will take care of you. We came from ADP, and there were miles of difference. Do yourself a favor and give them a call!
Donna Hahn - We have been using GetPayroll for over three years and love their service! Everyone at the company is knowledgeable, kind, helpful, and always gets you an answer to even the simplest questions. They take care of all government taxes, employee posters, filings, and reporting. Their reports are easy to read and very helpful in managing our payroll expenses.
Our company employs both 1099 and W-2 employees, and the process for both is so easy! They give you all the services of other bigger competitors at a fraction of the costs, and they even integrate with our time management system to streamline the process even further! Great company to work with, and we will be here for a long time!!!
Due to the hybrid work environment, it will be more important to find the right fit. AI will help screen for individuals for the best fit and eliminate any repetitive tasks. Adoption of AI will also help small businesses get access to demand pay, which will even help the playing field.
The market is growing, and with the new challenges that the hybrid model has created, it is a great time for new entrepreneurs to enter the market. Disruption leads to opportunities, and there are plenty of opportunities right now.
The Covid-19 pandemic shackled the whole world. Companies faced serious losses during the critical period. However, it was fairly easy for the GetPayroll staff to move to work from home, as all systems are cloud-based. Talking about the pandemic days, Charles said, “We proactively communicated with our clients, letting them know that while we might not be physically in the office, they could still reach us as usual for any questions. In fact, we found
employee morale improves with the hybrid model and continuing to offer it.”
GetPayroll is aggressively investing in marketing to scale the company’s growth. New businesses formation is at its peak, which gives the company an opportunity to get new clients. The team is focusing on positioning Charles Read as an authority on all things payroll and HR by having him booked on 3–4 podcasts each week. Also, they are promoting ‘The Payroll Book’ via social media to generate interest.
R technology has emerged as a game-changer for Human Resources (HR) departments, revolutionizing the way HR operations are managed. By automating processes, centralizing data, and enabling data-driven decision-making, HR technology unlocks efficiency and enhances overall HR effectiveness.
Further, we will explore the various ways HR technology streamlines HR operations, providing organizations with the tools to drive efficiency and optimize their workforce management!
One of the primary areas where HR technology brings efficiency is in the recruitment and onboarding process. Traditional recruitment methods involving manual screening of resumes and conducting numerous interviews can be time-consuming and prone to bias. However, with the aid of HR technology, organizations can leverage applicant tracking systems (ATS) and artificial intelligence (AI) algorithms to automate resume screening, shortlisting, and even initial candidate assessments. This automation significantly reduces the time and effort involved in the early stages of recruitment.
Moreover, HR technology enables the creation of seamless onboarding processes. By utilizing electronic document management systems and automated workflows, new hires can complete paperwork online, eliminating the need for physical paperwork and reducing administrative bottlenecks. This streamlines the onboarding experience, ensuring that new employees are quickly integrated into the organization and can begin contributing to their roles sooner.
Managing employee time and attendance is a critical aspect of HR operations. Traditionally, this involved manual processes, such as tracking hours worked, calculating overtime, and managing time-off requests. HR technology simplifies and automates these processes, reducing administrative burdens and improving accuracy.
Time and attendance management systems allow employees to clock in and out electronically, automatically capturing their working hours. These systems can also calculate overtime, track absences, and manage time-off requests through intuitive self-service portals. This automation not only saves time but also minimizes errors associated with manual tracking, ensuring accurate payroll calculations and compliance with labor regulations.
HR technology plays a pivotal role in optimizing performance management processes. Traditional annual performance reviews are often criticized for being timeconsuming and ineffective. However, HR technology introduces continuous performance management systems that streamline feedback, goal-setting, and performance tracking throughout the year.
Through performance management platforms, managers and employees can set goals, provide real-time feedback, and track progress. This enables ongoing coaching, recognition, and development discussions, fostering employee growth and engagement. By automating performance review reminders and generating performance reports, HR technology supports a more agile and effective approach to performance management.
Efficient learning and development programs are crucial for employee growth and organizational success. HR
technology offers tools and platforms that enable personalized and targeted learning experiences, maximizing the impact of training initiatives.
By centralizing employee data, HR technology allows HR departments to identify skill gaps and development needs at an individual or organizational level. This data-driven approach ensures that training programs are tailored to address specific areas of improvement. Learning management systems (LMS) enable the creation, delivery, and tracking of online courses, webinars, and other training materials. Employees can access these resources at their convenience, facilitating continuous learning and skill enhancement.
Furthermore, HR technology enables the measurement of training effectiveness through analytics and reporting. By collecting data on employee participation, completion rates, and performance outcomes, organizations can assess the ROI of their learning and development initiatives and make informed decisions to optimize future programs.
HR technology has revolutionized the way HR operations are managed, unlocking efficiency and empowering organizations to optimize their workforce management processes. Through automation, HR processes such as payroll management, benefits administration, and leave management can be streamlined, saving time and reducing errors. Centralized data management ensures data consistency and enables advanced reporting and analytics, providing valuable insights for data-driven decisionmaking.
Self-service portals empower employees and managers to access HR-related information and perform routine tasks independently, reducing the administrative burden on HR departments. This allows HR professionals to focus on strategic initiatives and value-added activities that contribute to the organization's overall success.
HR technology enables data-driven decision-making by providing comprehensive workforce data and analytics. HR departments can leverage these insights to identify areas of improvement, align HR strategies with organizational goals, and drive efficiency in talent acquisition, development, and retention.
-P. D. Bombarde
Human resource technology is a rapidly evolving field with new innovations emerging every year. Some of the latest trends in HR tech include the use of artificial intelligence (AI) for talent acquisition, automated payroll systems, and employee engagement platforms. Companies are also investing in learning management systems (LMS) to train employees more efficiently and analyze performance data. Mobile apps are also becoming popular for managing HR tasks on-the-go. As companies continue to embrace technology in human resources, it is important for them to stay up to date with the latest developments.
As technology continues to advance at an increasingly rapid pace, it has opened several opportunities for HR tech companies.
From recruitment and onboarding to employee engagement and retention, HR tech is transforming the way businesses operate.
Here are some of the top trends in HR tech that businesses should keep an eye on:
Artificial intelligence (AI) has revolutionized the way recruiters approach hiring. AI-powered tools help automate resume screenings, select candidates, and schedule interviews, which helps to streamline the recruitment process.
Apart from this, AI can also help evaluate a candidate’s personality and skills through video interviews and assessment tests. This technology can help businesses find suitable candidates in a shorter amount of time and reduce the burden on HR teams.
Employee engagement has always been a priority for businesses, and with the rise of remote work and hybrid
- Yaman Joshiwork environments, it is more important than ever to maintain a positive company culture and keep employees engaged.
HR tech companies have developed employee engagement tools such as pulse surveys, feedback channels, and recognition and reward programs to help foster a positive work environment and boost employee morale.
HR tech companies are using data analytics tools to help businesses make informed decisions about their workforce. With these tools, businesses can track employee performance and productivity, identify areas for improvement, and predict potential issues before they arise.
Virtual onboarding has become more important since the COVID-19 pandemic, and businesses are adopting technology to facilitate the process. HR tech tools such as video tutorials, interactive onboarding platforms, and virtual reality simulations can help businesses impart training and information to new employees.
HR tech companies are now offering holistic solutions for employee well-being management, encompassing physical, mental, and financial wellness. These tools help employees stay healthy and motivated, which, in turn, leads to better job satisfaction and productivity.
In conclusion, HR tech is evolving rapidly, and businesses should embrace these trends to stay competitive in today’s market. By implementing these solutions, businesses can streamline their HR processes, improve employee engagement, and foster a positive culture, ultimately leading to better productivity and results.
We are adding talent to our team to support this growth
Technology is evolving with time. New technologies have fundamentally impacted the way we move around the world on a daily basis, whether it is the way we work, rest, travel, or manage the capital.
Because a company is made up of its employees, the human resources (HR) function is critical. Every element of the HR function is impacted by automation and will grow increasingly reliant on it, including talent acquisition, employee payroll and compensation, and HR analytics.
There are a few HR Tech companies that believe in finding ways to help streamline the business through background checks and/or lender solutions. One such company is Private Eyes Screening Group , situated in Nevada, California. This organization is led by Sandra James , the CEO who has built the company into a global firm, serving clients in all 50 states and over 200 countries.
In our endeavor of finding the Top HR Tech Solution , we came across Private Eyes Screening Group. Over 21 years, Private Eyes has continually harnessed the latest technology and practiced bringing its clients the information they need to make the best-informed decisions as soon as possible.
Following are the highlights of the interview:
Please brief our audience about Private Eyes Screening Group, its USPs, and how it is currently positioned as a leading player in the HR Tech niche.
At Private Eyes, we make a safe workplace possible by providing quality background checks to our clients across the nation fast. Our team took innovation to the next level during the COVID pandemic and combined their talent and expertise to complete the development of our peek
platform. This has expanded our ability to continue as a leader in the background screening industry.
Shed some light on Private Eyes Screening Group’s offerings and how are these making an impact on the industry and your clients?
We help our clients get the right hire by making sure that their candidates have the credentials that are stated with a quality background check fast.
Being an experienced leader, share with us your opinion on what impact has the adoption of modern technologies such as AI and machine learning had on the HR Tech space and what more could be expected in the future?
This has had a huge impact, and now there is software that can extract the information from a resume to confirm if the candidate is qualified for the position or it can move to the next candidate. Automation continues to change the industry as we utilize more AI.
Considering the ongoing pandemic, what initial challenges did you face, and how did you drive your company to sustain operations while ensuring the safety of your employees at the same time?
We implemented our business continuity plan to shelter in place on March 16th, 2020. We had never had all of our team remote like most companies before this happened. We are so grateful that we were able to continue fully operational serving our clients.
We had weekly meetings on zoom with our team to check in, and I made calls to team members individually as well to make sure that they were ok.
Our goal was to make sure that the team members were safe and that we could maintain our service level. We had a few team members that remained in the office but were socially distanced in separate offices with all of the CDC guidelines.
We provided masks, antibacterial soap, etc. Now, we have a 99% vaccinated office and have implemented a hybrid model of some staff returning to the offices and some staying remote.
What would be your advice to budding entrepreneurs who aspire to venture into the HR Tech market?
Go for it! It is a large market, so if you have a product or service that can support the HR industry, there is a lot of room to grow it. Every starting business needs that first client and can grow from there.
How do you envision scaling Private Eyes Screening Group's operations and offerings in the future?
We have an aggressive marketing initiative as we are experiencing significant growth in 2021. We are focused on 100% growth by the end of 2022!
Hard work and long hours come naturally to Sandra, having spent her childhood waking every morning before dawn to milk cows on her family's Nebraska farm. That experience prepared her well for the life of an entrepreneur, and she opened her first business, a mortgage credit reporting company, in 1989.
Ten years later, increasing demand from clients for background checks led her to expand into the background screening world. In 2010 she expanded again, adding the subsidiary 4506- Transcripts.com to meet the need for banks and financial institutions to verify income for borrowers through the Internal Revenue Service.
She attributes her success to remaining true to her core commitment offering high-quality, personalized, efficient customer service while continually adopting new technologies to meet clients' needs.
A passionate advocate for entrepreneurship, Sandra shares her expertise with other women business owners through WBENC. She previously served on the WBENC Board and has been an active member of the Board of Directors of WBEC-Pacific for over a decade.
The success of any business depends on how well the management employs its employees. Therefore, organizations are looking for better ways of employee management and working strategies. With the insertion of artificial intelligence (AI) and machine learning (ML) in management services, it has become easy for companies to administrate their workforce with increased efficiency.
AI automated the whole workflow of companies and changed the way human resource departments work. It developed human resource software that streamlines the process. This allows firms to engage more effectively with employees and, resultantly, increase productivity. Most companies use some kind of software to manage their HR services, be it payroll application or employee document management.
This automation boosted IT companies to develop new HR management software. Amongthe list, Renew HR is one of the prominent companies that aims to be the fulcrum in rebuilding the HR ecosystem and renovating employee relationships.
In an interview with Insights Success, Sabya Mitra, the Founder, and CEO of Renew HR provide detailed insights into how the implementation of HR software is changing the dynamics of businesses. Below are the highlights of the interview:
Please brief our audience about Renew HR, its USPs, and how it is currently positioned as a leading player in the HR Tech niche.
Renew HR aims to be the fulcrum upon which you can rebuild your HR ecosystem, renovate your employee
relationships, and become the organization you always knew you could be. Renew HR is a proud Silver partner in the SAP PartnerEdge ecosystem. We advise, implement, and support your HCM solutions, including SuccessFactors & SAP HCM.
Our team of HR experts provides HR Advisory across Organizational Change Management and Design Thinking and Process Standardization areas. Finally, our certified trainers design customized onsite/virtual training to help you onboard your team to the new HCM technology solution.
Our founding partners have 100+ years of combined experience with HR and HCM technology, including SAP HCM, SuccessFactors, and Workday, with a multitude of successful large-scale technology rollouts in the US and across the globe.
Shed some light on your offerings and how are these making an impact on the industry and your clients?
At Renew HR, our purpose is to help small and mid-size businesses run better and improve their HR processes and service delivery. We promise to bring SAP SuccessFactors (the leading SaaS-based HR solution) best practices combined with our years of HR domain knowledge to our customers at an affordable price point.
We want to create an environment where the best HR innovations are available and accessible to every business, irrespective of their size or revenue structure. We also want our customers to use insight-based decision-making through affordable but high-end HR analytics based on SAP analytics cloud.
Sabya Mitra is the founder and CEO of Renew HR. He is our team leader and the HR guru who oversees the company's strategy, provides leadership across sales and delivery, prac ce growth, and customer success. Sabya brings 25+ years of experience in leading large organiza ons in their consul ng, sales, prac ce development, and HR so ware deployments.
He has been part of many complex global HR transforma on projects across the US, Europe, Southeast Asia, India, the Middle East, China, and La n America. Before star ng Renew HR, Sabya was leading the SuccessFactors prac ce for global consul ng companies including IBM, NGA, Rapidigm, Fujitsu, Wipro, HCL, and Infosys.
Sabya also has the unique dis nc on of having academics (MBA in HR from XLRI – Xavier School of Management, India), business and so ware (SAP HCM, Ramco, and SuccessFactors) experience, all in the HR domain. When Sabya is not dreaming about new ways to reinvent HR, he loves to travel (yes for pleasure) with his family and is an avid tennis player.
Our team of HR experts provides HR Advisory across Organiza onal Change Management and Design Thinking and Process Standardiza on areas
We also offer custom HR domain-based development on SAP's Business Technology Platform (BTP). BTP enables customers and partners to build and extend applications that integrate with SuccessFactors and SAP on-premises HCM. Together, with SAP SuccessFactors, we can, and we will help all our clients achieve digital nirvana.
Being an experienced leader, share with us your opinion on what impact has the adoption of modern technologies such as AI and machine learning had on the HR Tech space and what more could be expected in the future?
HR is an evolving function and still undergoing tremendous changes as the world faces various challenges. Two of the massive recent influences are globalization and the Covid-19 pandemic. Globalization helped HR look beyond the borders and look for skills and techniques that will help the organization deliver faster, better, and cheaper to its employees.
Similarly, the Covid-19 pandemic forced employees largely to stay at home and work from remote locations; hence, collaboration tools, analytics, and user experience tools were reinvented to support this globally.
Now talking about specifics, most of the development in HR is happening in the recruiting and employee experience areas. When utilized well, technologies such as AI, Chatbot, machine learning, robotic process automation, and blockchain are helping HR the same way CRM tools helped retail industries a decade or so back.
One of the flip sides of all the advances in technology is that HR has big data of its own and, along with the other processes, is now capable of making decisions based on fact-based analytics.
Considering the ongoing pandemic, what initial challenges did you face and how did you drive your company to sustain operations while ensuring the safety of your employees at the same time?
The challenges that we faced are three folds: customers were reluctant to spend on HR technology when trying to put the house and business in order. Second, the budgets were reduced by at least 30% from previous years, and finally, many of our team members got infected with COVID-19. Some of them lost their dear ones due to the pandemic that had a long-lasting impact on all of us.
However, we have operated in an entirely virtual model since the company's beginning in the year 2016. Hence the model worked out to our advantage as we all are used to coordinating between various time zones in a distributed model. We have also offered as much discount as possible to all our customers so that some of the projects which were pushed back in the past can now be executed.
What would be your advice to budding entrepreneurs who aspire to venture into the HR Tech market?
After being in the industry for more than a couple of decades, my suggestion would be to focus on problem-solving rather than technology. Technology should be used as an enabler for organizations to solve their HR and business problems.
Go for it but ask yourself why you are doing it, what problem it would solve for HR, and how easy it would be for users to adapt to it. But HR Tech is a wide-open space, and your experience combined with technology can help you to be successful.
How do you envision scaling your company's operations and offerings in the future?
We have an aggressive plan to scale up the size of the customer base that we would like to address for system implementation. But our focus would be in the area of product development based on SAP'S business technology platform and bridging the gap between customer expectation and what is available in the marketplace.
We are using the next-gen technology but solving some very routine day-to-day HR problems. Some of these products would be routine operational products, and some would be very strategic.
The highest calling of leadership is to unlock the potential of others.
- Carly Fiorina
