Payroll, benefits, leave, compliance, recruiting, and employee relations, run by named HR professionals who know your business. You keep the EIN. You keep control.
Your favorite HR team’s favorite HR team. Supporting global entities including:
Most companies we talk to are not looking for HR software or a bigger HR budget. They are looking for the work to reliably get done by people who know what they are doing.
Payroll, benefits, onboarding, and every employee question route through the same overloaded generalist. When they are on vacation, out sick, or interviewing somewhere else, the whole function stops. That is not a staffing gap; it is a single point of failure on your most regulated work.
Pay transparency, paid family leave, sick time, and posting requirements change state by state, quarter by quarter. Nobody on your team has the hours to read every bulletin. You find out you were out of compliance when a claim, an audit, or a demand letter tells you.
The COO runs open enrollment. A supervisor handles the termination conversation. Someone in finance chases I-9s. It gets done, badly, by people whose actual job is somewhere else, and every hour of it comes out of the work you hired them to do.
One team. One point of contact. Every function that used to need an HR hire or three. All under your EIN, on your timeline.
Pick the modules you want. Add more when you outgrow what you have. Everything below is operated by your dedicated Humareso team.
Open enrollment, life events, COBRA, FSA/HSA, and carrier coordination. Your brokers, your carriers, your renewals. We administer.
Sourcing, interviewing, offer letters, background checks, I-9 verification, and first-day handoff. Permanent, contract, and seasonal hires.
Investigations, performance counseling, terminations, severance, and the conversations nobody wants to have. Documented, defensible, humane.
Market benchmarking, pay equity audits, structure design, and incentive plan engineering. Pay your people right, defensibly.
Supervisor training, harassment prevention, performance-conversation coaching, and the training your insurer asks about. Built by HR pros, not vendors.
A full-scope HRO engagement staffs a dedicated pod of credentialed HR practitioners against your business. You know their names, they know your people, and they do not rotate.
Your day-to-day relationship
Your primary point of contact and the person who sits in your leadership meeting. Handles employee relations, investigations, performance counseling, and the judgment calls that do not fit a process document.
Enrollment and carrier coordination
Open enrollment, life events, COBRA, FSA/HSA, and the carrier follow-up nobody has time for. Works with the brokers you already have, on your renewal timeline.
The rules that keep changing
Tracks federal and state employment law across every jurisdiction you employ in. Handbook maintenance, required postings, audit prep, and a heads-up before a change hits you.
Recognized with Best Culture Building Solution at the 2025 HR Tech Awards, HR Consultant of the Year for Greater Philadelphia, and Delaware Valley SHRM’s HR Person of the Year. Pod composition scales with scope, and we tell you exactly who you are getting before you sign.
HRO scope and emphasis change by industry. Here is how we typically engage in each.
Billable hours are not a people strategy.
Law firms, agencies, consultancies. We run payroll, leave, recruiting, and employee relations so your principals can sell and deliver. Benefits stay with the broker who built your plan.
Turnover is the budget line that quietly bleeds you.
Practices, clinics, ambulatory networks. We absorb the hiring, onboarding, and employee-relations load that clinical turnover creates. FMLA + state PFL handled end-to-end on our leave platform.
Floor supervisors are not HR pros.
Plants and warehouses. We absorb employee relations, OSHA-adjacent compliance, multi-shift payroll, and the leave cases that hit production lines. Supervisors focus on output.
Mission first. HR overhead, not so much.
Foundations, social-service orgs, advocacy. Lean operating budgets mean HR cannot be a full-time hire. HRO gives you a complete HR function at a fraction of an FTE cost.
Series A is too early to hire a CHRO.
Software and venture-backed teams. Drop in equity-aware comp, multi-state remote payroll, and offer-letter velocity that matches your hiring plan. Scale up scope at each round.
Hourly workforces eat HR teams alive.
Multi-location retail, restaurants, hotels. We run high-velocity hiring, tipped-wage payroll, and the leave + ADA cases that come with hourly workforces. Supervisor training included.
We build our own platforms around the way HR pros actually work. Each one is licensed separately from your HRO engagement, so you take only what you need, and your team operates whichever ones you license.
Six platforms. One workforce intelligence layer that works alongside your HRO engagement.
Plug in your numbers. See what shifts when payroll, benefits admin, leave, and compliance come under one HRO scope. Software stays licensed separately, so it sits on both sides of the comparison.
Assumptions: one HR FTE costs $102,960/yr, built from a $72,000 base salary plus a 43% benefits and payroll burden. That burden rate comes from the BLS Employer Costs for Employee Compensation series, where benefits run 30% of total compensation. HR tools are budgeted at $240/employee/yr, which is $20 per employee per month and sits mid-range for mid-market HRIS. Humareso scope covers an HRO base fee plus a per-employee fee for full-service operation. The Humareso platforms are licensed separately, so tooling stays on both sides of this comparison and is never counted as a saving.
Directional estimate. Your actual scope and pricing land in the 20-minute discovery call. We do not quote without understanding your operation.
HRO is a relationship. These are clients who run their business with our team alongside them, not above them.
“Humareso operates as an in-house member of our business. They know our people. They show up when something is wrong, not when a ticket gets assigned. We left our PEO to work with them and never looked back.”
“We kept our benefits broker, kept our renewals on our timeline, and offloaded the operational HR work that was eating our COO’s schedule. The ROI showed up in month two.”
“Their team runs our leave program, our compliance, and our recruiting. We have a single point of contact who treats my organization like she works here. That is the part nobody else delivers.”
We can put you in touch with operators in your industry who can talk about what HRO actually looks like day to day.
Talk to a ReferenceNo EIN migration. No employee paperwork avalanche. No 60-to-120-day enterprise implementation project.
20-minute discovery. We map your current HR stack, gaps, and the functions you want to outsource. Walk away with a written scope and price within 48 hours.
Transition plan with your payroll, benefits, and HRIS vendors. Document handoff. Your dedicated team gets named and trained on your business.
First payroll runs under our operations. Your team attends your leadership meeting. Employees meet their new HR point of contact.
You stop touching the operational HR work. Quarterly business reviews. Annual scope review. Scale up or down as your business changes.
Each model is right for somebody. PEO is right for some teams. Here is the honest comparison so you can make the call without a sales pitch.
| HRO (Humareso) | PEO | ASO | In-house | |
|---|---|---|---|---|
| Employment model | You stay sole employer | Co-employment | You stay sole employer | You stay sole employer |
| Tax filings under | Your EIN | PEO’s EIN | Your EIN | Your EIN |
| Benefits plan | Your plan, your brokers | PEO master plan | Your plan, your brokers | Your plan |
| Pricing model | Scoped to functions | Per-employee, every month | Per-employee or scoped | Salaries + tools |
| Dedicated HR pros | Yes, named team | Pooled support | Varies | Yes, if you hire them |
| Implementation time | ~14 days | 60–120 days | 30–60 days | Months to hire |
| Exit ease | Month-to-month, modular | Multi-year + EIN migration | Contract-dependent | N/A |
| Best when | You want control + expertise | You want benefits arbitrage | You have HR, need admin | You have scale + budget |
When a PEO is the right call: you are a 5–25 employee company that needs Fortune-500 benefits and you do not yet have anyone running HR. PEO master plans + co-employment can give you medical and 401(k) options you could not access alone. The trade-off is real, and it is a fair one at that stage. Past ~50 employees, the math usually flips toward HRO. Read the full PEO vs HRO breakdown.
Straight answers. No sales pitch.
Payroll, benefits administration, leave, compliance, recruiting and onboarding, employee relations, and employment verification, operated by a dedicated team under your EIN. Compensation consulting and management training are available as add-ons. You pick the functions you want; you are not forced to take the whole scope.
No. With Humareso HRO, all payroll, tax filings, and employment records stay under your company’s EIN. We operate as your outsourced HR team; you remain the sole employer of record.
Yes. Humareso administers the benefit plans you already have with the brokers and carriers you already use. If you want help shopping the market we can run that process, but you are not forced into a master plan you do not control.
Most HRO engagements are live in 14 days from signed scope to first operational handoff. There is no multi-month EIN migration because there is no EIN migration.
We work with employers from roughly 20 employees through several thousand. Below 20, our consulting and policy services are usually the better fit; above 20 the full HRO scope tends to make economic sense.
Pricing is scoped to the functions you outsource, not a flat per-employee tax on every head. Modular and month-to-month: add payroll only, add benefits later, scale up to full HRO when you are ready.
Yes. We manage federal compliance and the patchwork of state-level employment law including paid family leave, sick leave, pay transparency, and required postings. Multi-state employers are a common engagement.
We build six platforms: Engage (engagement), Perform (performance), Lead360 (assessments), Verify (employment verification), Leave (leave-of-absence cases), and Hub (compliance and handbooks). Each one is licensed separately from your HRO engagement and priced per platform, so you take only what you need. Your HRO team operates whichever platforms you license, and works with the systems you already own if you would rather keep them.
That is fine. HRO is modular. You can engage Humareso for payroll only, leave only, recruiting only, or any combination. Add more scope when you are ready.
Leave administration is a core HRO function and runs on Humareso Leave — our own case-management platform purpose-built for FMLA, ADA, state paid family leave, and corporate leave policies. Case intake, eligibility, certification, intermittent tracking, and return-to-work are all handled.
20 minutes on the phone. We map your current HR stack, identify what to outsource, and quote it. No multi-year contract.
No commitment. Month-to-month. You keep your EIN.
