Challenge

A growing financial services firm was frustrated by its PEO’s lack of transparency and limited access to employee data. The HR administrator struggled to manage payroll and benefits, while costs kept climbing—including a projected 30% renewal increase. As the company prepared for further growth, leadership recognized the need for more visibility, control, and financial stability.

Solution

Hylant’s HR consulting team stepped in to lead the client through a complete and structured PEO exit. The process involved outlining a transition plan and ultimately submitting a formal termination notice to the PEO.

Our team evaluated multiple HRIS options, comparing functionality, cost, and integration with the client’s existing systems. Ultimately, the client leaned towards ADP, and through our HR Technology Consulting Practice Leader, we negotiated improved pricing and coordinated with our internal benefits technology team to implement Employee Navigator, leading to overall streamlined administration.

During the transition, we held regular check-ins with the client’s HR administrator and leadership team, ensuring they remained informed and confident. We also:

• Guided the setup of payroll, tax, and compliance processes.
• Transitioned medical, life, disability, HSA, and FSA accounts with no lapse in coverage.
  
• Partnered with internal benefits and compliance experts to manage all regulatory and reporting obligations.

The result was a seamless move to an independent HRIS model that restored flexibility and financial control.

Exiting a PEO can feel daunting, but with the right expertise, it can also unlock new opportunities for savings and control. By partnering with Hylant, the client not only reduced costs but gained the transparency and flexibility their growing business needed to thrive.