As you close the books on FY20 and start a clean year, we’re here to help you get off to a FAST start. Here are some suggestions: 1. Spend more time doing what you get paid to do, SELLING, and stop babysitting deals. Attach an implementation specialist to every proposal; what do you have to lose? 💰 💰 💰 2. Lean into the growing trend of a fully connected HCM ecosystem with API integrations. This will separate you from your competitors. 📈 📈 📈 3. Build trust with your COI’

Need additional assistance? Contact the team at HCM Unlocked today. www.hcmunlocked.com #HCM #HR #PAYROLL #COVID19

Independent implementation professionals survive and thrive on delivering positive results for their customers on time and within budget. Sales reps who have a  relationship with a  trusted implementation partner can reduce time spent managing accounts through go-live and beyond,  leaving them free to focus on generating new sales.  Sales professionals who excel at prospecting and closing new deals will create the greatest value when they can spend most of their time on those

The technology landscape is littered with examples of projects that have fallen short of expectations, or worse yet, have failed altogether. According to the Society for Human  Resource  Management (SHRM), over 70% of payroll/HR implementations are considered a failure. Of the customers that are successful, many are under-utilizing their systems’  capabilities. Research indicates that the vast majority of failed technology projects result from poor management or lack of execu

For clients that have ADP’s ACA Module, 1095-C’s can be placed on a further hold status in ADP WFN by selecting: Process>ACA>ADP Health Compliance> “Manage Forms” from the Form 1095-C tools drop-down menu. Select “Hold ALE” for those companies that you wish to place on hold. NOTE:  You will need to come back and remove the hold status in order for the forms to process as ADP will not automatically “drop the hold” on a particular date. *Please contact us at info@hcmunlocked.co

Background: 300 employee restaurant management company using BenefitMall payroll. Client was facing over $150,000 in ACA penalties that the ADP DM was able to leverage into a conversation about upgrading their HCM technology. Situation: The client was understandably unhappy with their current HCM vendor but had to tackle the larger issue of a six-figure IRS penalty before they could address anything else. HCM Unlocked was hired to correct the mistakes in two years’ worth of 1

Background: 500 employee, multi-EIN, hospitality management company with plans to double in size over the next two years. The client was previously using two HCM vendors spread across their EINs and was looking to consolidate to one. Situation: Client was exploring the HCM technology market and the ADP DM was in a highly competitive sales process. The client was trying to stick to a budget and ADP was not the cheapest option presented, but price was not the primary objection.

Background: 800 employee Professional Services Management company with a portfolio of more than 50 practices. The client was previously using Ceridian as their HCM vendor but decided that moving to ADP WFN would be a better fit for their goals. Situation: The client opted to implement in stages, with the first deliverable being payroll and time & attendance, but deadlines were missed due to a lack of internal resources. The implementation stalled and was at risk of no-startin

If your business received a 226-J letter from the IRS, you’re not alone. The 226-J is the initial letter issued to Applicable Large Employers (ALEs) to notify them that they may be liable for an ACA penalty. An ALE is any company that employs, on average, 50 or more full time employees or full-time equivalent employees for the prior calendar year. Below is an example of the 226-J notice one of our clients received. We were able to build a successful strategy that eliminated

With year end quickly approaching it’s time to get ready for the 2019 ACA reporting requirements NOW if you employee more than 50 full-time or full-time equivalent employees. The easiest way to do this is through your payroll company since they already store most of the needed information. Be careful, because a lot of payroll vendors have deadlines, meaning you cannot purchase or implement the software at the last minute. Some of these deadlines may be as soon as October. ADP

Background: Private Equity backed 800 employee management services company with a portfolio of over 50 practices. Client was looking to build and implement a scalable HCM system that provided support for their rapid growth. The client was previously using Ceridian as their HCM vendor but decided moving to ADP WorkforceNow would be a better fit Situation: The client opted to implement in stages, with the first deliverable being payroll and time & attendance, but the deadline w

When choosing the best HCM software for your business, much like any big purchase, it helps to see what other users think. While you won’t find any reviews on Yelp, there are other trustworthy alternatives to turn to. Softwareadvice.com has compiled customer reviews that we’ll summarize and rank below. It’s important to note that, while there are many Payroll/HR vendors to choose from, we are only focusing on the best of the best. The vendors listed below are whom we recommen

The Net Promoter Score is one of the most useful tools in measuring customers’ willingness to recommend a company’s product or service. The index ranges from -100 to 100; to put this into perspective, a score below 0 is not good and anything above 50 would be considered great. Heartland recently published the NPS scores for some of the most popular payroll vendors and the results left a lot to be desired. There are three reasons why these scores probably won’t improve much: 1

It’s late at night, dark, and you’re walking down a flight of stairs when you miss a step and land awkwardly, hurting your back. As you stand there in pain, what’s your next thought? You’re probably thinking about giving it some rest, maybe doing some light stretching in a few days, and then seeing a doctor if things don’t improve. You’re probably not thinking “let me call an orthopedic surgeon to schedule a procedure to fix this.” The commonsense approach is to start with th

Myth 5: A PEO Replaces HR Personnel This myth applies mostly to medium-sized employers who work with PEOs, as many smaller employers don’t have a dedicated HR employee. Mid-sized employers, though, might even have an HR team. So, if the business partners with a PEO, do these team members lose their jobs? Not at all! Just because a business brings on a PEO to handle certain HR responsibilities doesn’t mean they have to replace current HR personnel. As a matter of fact, a PEO c

As HR has grown more time-consuming and expensive for employers (especially small and medium-sized businesses), owners have increasingly turned to outsourcing. But over the last 15 years, one solution in particular has grown in popularity—professional employer organizations (PEO). In case you are unfamiliar with PEOs, they are firms that allow small and medium-sized companies to outsource most of their HR management responsibilities such as: • Payroll • Employee benefits • HR

If your business received a 226-J letter from the IRS, you’re not alone. The 226-J is the initial letter issued to Applicable Large Employers (ALEs) to notify them that they may be liable for an ACA penalty. An ALE is any company that employs, on average, 50 or more full time employees or full-time equivalent employees for the prior calendar year. Below is an example of the 226-J notice one of our clients received. We were able to build a successful strategy that eliminated

If you haven’t heard of the EEO-1 Report and you employ more than 100 employees, then get ready… because there’s about to be another compliance responsibility on your to-do list. The EEO-1 Report is a compliance survey mandated by federal statute that requires company employment data to be categorized by race/ethnicity, gender, and job category. Click here for a sample report The suggested method for collecting this demographic information is via survey, ideally as part of th

An SMB organization’s HCM technology isn’t the problem in many situations; the deployment and buildout are. However, this is not always the case and there are certain times when a switch is needed. According to Business Forward, efficiency gains (particularly those around employee self-service) lead the way as the top reason that employers are looking to change technology vendors. With a changing demographic entering the workforce, mobile technology and self-service are becom

A good health insurance broker is worth its weight in gold. Many small and mid-sized organizations lack internal resources due to budget constraints. This is where the innovative companies win: by rethinking the way they deploy external resources to supplement their teams, keeping overhead low, and running lean. These organizations turn to their brokers. There have been several factors in the last 10 years, led by the Affordable Care Act, that have changed who brokers work wi