Total Package HR

A complete HR and payroll function without building it internally.

The Total Package gives your business access to a managed HR and payroll department without the fixed cost, hiring delay, or management burden of building one internally. Instead of relying on one person to cover every HR, payroll, compliance, benefits, employee relations, systems, and administrative need, you get a structured team with specialized support, leadership oversight, and built-in coverage.

We know HR, so you don’t have to.

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The Decision

A different way to think about HR and payroll.

The question is not whether your business needs HR support. The better question is how to create a reliable HR and payroll function without gaps, risk, unnecessary management burden, or avoidable fixed cost.

What most businesses assume

That HR is a role — one hire who handles everything. In practice, one person stretched across compliance, payroll, employee relations, benefits, systems, documentation, and administration creates gaps, risk, and coverage problems that compound over time.

What strong businesses need

Coordinated execution across strategy, compliance, employee relations, payroll, systems, benefits, documentation, and administration. That takes depth and structure — not one generalist doing their best under pressure.

Why This Beats Hiring

Internal hiring vs. Total Package HR.

Internal hiring often means one or two people trying to cover many disciplines. Our Total Package model gives your business access to a managed team with HR, payroll, benefits, administration, and leadership oversight built in.

Building Internally

  • Recruiting, onboarding, and training one or two people to cover a broad function
  • Single point of failure when that person is out, leaves, or gets overwhelmed
  • Limited depth across compliance, payroll, benefits, and employee relations
  • Management time required to oversee HR directly
  • Slower deployment — weeks or months before full coverage is in place
  • Harder to scale without additional headcount and added fixed cost
  • Coverage risk when needs spike or the role turns over

Total Package HR

  • Faster deployment — structured support begins in the first 30 days
  • Less management burden — we run the function, you stay informed
  • Broader expertise across HR, payroll, compliance, benefits, and administration
  • Built-in coverage — the team continues regardless of individual availability
  • Better continuity across all HR and payroll functions
  • More scalable structure as your business grows or your needs change
  • Less risk when someone is out, transitions, or gets overloaded

The Model

A team-based HR and payroll model.

Our model is designed to mirror how strong organizations structure HR internally — with specialized roles, layered support, and built-in oversight. This gives your business depth, structure, and continuity without requiring you to hire, train, manage, and backfill each role yourself.

👤

Executive HR Leadership

Senior-level guidance and strategic oversight that ensures your HR function is aligned with your business direction and operating at a leadership standard.

📋

HR Director-Level Oversight

Director-level management of your HR function — policy direction, compliance review, and escalation handling without the fixed cost of a full-time director.

👥

HR Business Partner Support

Dedicated partnership for managers and employees — coaching, employee relations guidance, and day-to-day HR decisions handled by experienced professionals.

💰

Payroll Specialists

Dedicated payroll processing, tax oversight, compliance monitoring, and payroll system management handled by specialists who run payroll as their primary function.

🏪

Benefits Administration Support

Enrollment and termination processing, renewal management, open enrollment coordination, invoice reconciliation, and benefits compliance managed on your behalf.

📄

HR Support & Administrative Coordination

Day-to-day HR support, documentation, recordkeeping, onboarding and offboarding administration, and coordination work that keeps the function running accurately.

Depending on the scope of your engagement, your Total Package HR team may include all or a subset of these roles. Every engagement is structured around what your business actually needs — not a fixed configuration.

The Economics

What it actually costs to build HR internally.

Building an internal HR and payroll function often looks simple at first. In reality, it may require multiple roles, recruiting time, training investment, management oversight, backup coverage, systems knowledge, and senior-level guidance.

When you add up the salary, benefits, recruiting cost, onboarding time, and ongoing management burden across one or two HR hires — and then account for the gaps they still leave — the financial picture looks different.

Total Package HR gives you access to that structure without recreating the full department internally. For many businesses, the financial question is not “Can we hire an HR person?” It is “Can one person actually cover the full function well?”

Total Package HR gives businesses access to a coordinated HR and payroll team without the fixed cost, hiring delay, coverage gaps, or management burden of building the department internally.

Scope and pricing are defined by your specific business needs — not a menu of packages.

First 30 Days

What the first 30 days look like.

Once we begin, we move quickly into structure, support, and clarity. The first 30 days are about establishing a stable, well-organized HR and payroll foundation your business can run on.

Scope & Pricing

How scope and pricing are determined.

Every Total Package engagement is scoped intentionally. Your proposal will define what Total Package HR manages, what your internal team owns, and where clear handoffs are needed. There are no packages — only a clearly scoped engagement built around your situation.

Employee Population

The size of your workforce, how it’s distributed, and whether you have remote, hourly, salaried, or contractor populations to manage.

Payroll Complexity

Pay types, frequency, deductions, garnishments, and any bonus or variable compensation structures that require additional processing attention.

States of Operation

Multi-state compliance is more complex. Where your employees work drives the compliance, registration, and payroll tax obligations we need to manage.

Compliance Exposure

Industry-specific requirements, leave law complexity, prevailing wage obligations, or any pending compliance gaps that need to be addressed as part of the engagement.

Systems and Benefits Structure

The HRIS platform, payroll system, and benefits programs in place — and what level of administration and coordination they require on an ongoing basis.

Internal Capacity

What your team currently handles, where the gaps are, and how much support and coverage you need from our side to run the function well.

Pricing is determined by the scope of your engagement, not by a tier or package. Your proposal will be specific to your business, clearly defining what’s included, what falls outside scope, and how the relationship works.

Ready to explore what this looks like for your business?

Let’s talk through your situation and determine whether Total Package HR is the right fit. No pressure — just a practical conversation.

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