3 Tips for Creating a Fortune-500 Caliber Benefits Program
Three years ago, we opened our doors at AspenHR to serve an unmet need in the market- an industry specific Professional Employer Organization (PEO). AspenHR has grown significantly in response to the high demand for PEO services from our clients and the overall market. Part of our success is due to our focus on creating Fortune 500-caliber benefits programs that attract and retain employees. To create a Fortune-500 caliber benefits plan, companies must focus on the people first and profits second. With this philosophy, successful companies understand that investing in the right people and benefits increases profitability.
We opened our doors here at Aspen HR three years ago in order to serve an unmet need in the market. We have grown significantly since our start and are now excited to have launched our new PEO offering. Similar to our launch three years ago, we have started our PEO in response to high demand from our clients and the market.
Professional employer organizations (PEO) provide HR services and solutions for small and mid-size businesses, saving both time and money. Outsourcing payroll and tax administration, benefits, HR, and regulatory services to a PEO allows business owners to focus on other aspects of running their business.
When companies are in need of a CEO and are vetting candidates, one assumes that the candidate with more experience is the obvious choice. Usually, having more experience is a good thing. But often, experience comes at a price, and it’s not just in a CEOs salary or bonus structure. According to Spencer Stuart, an executive leadership and recruiting firm, more seasoned CEOs tend to focus on what they did in previous roles and essentially use the same ‘playbook’ they used at their previous employers.
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