# PuzzleHR > Managed Human Resource Services Website: https://puzzlehr.com Language: en (UTF-8) Charset: UTF-8 Generated: 2026-09-12T00:14:34-04:00 --- # Detailed Content ## Posts ### Your Health Insurance Costs More Than It Did Last Year. Here's Why the Usual Fix Isn't Working! - **URL:** https://puzzlehr.com/your-health-insurance-costs-more-than-it-did-last-year-heres-why-the-usual-fix-isnt-working/ - **Published:** 2026-09-04 - **Modified:** 2026-09-04 - **Author:** Cleotia Morrow **Summary:** Uncover the truth behind rising health insurance costs. Understand the factors contributing to this annual increase and its impact. **Content:** By Chris Timol, President & COO, PuzzleHR A few weeks ago, I found myself in back-to-back conversations with business owners, HR leaders, insurance agents, and CFOs. Different companies. Different industries. Same conversation. Health insurance costs are out of control. The renewals are brutal. The options feel worse every year. And nobody seems to have a real answer. Spend some time reading a few Reddit threads from business owners trying to figure out what to do and you’ll see the same thing. It’s beyond frustration. It seems like desperation. If you know me you know, I’ve been in the HR business long enough to know when a problem is getting worse instead of better. This one is getting worse. The numbers are real Family health coverage now averages $26,993 per year, according to the Kaiser Family Foundation. That’s up 6% from last year. Wages grew 4%. Inflation ran 2.7%. Premiums beat them both. For 2026, employers are projecting a 10% jump in health care costs, per SHRM. Mercer puts the average per-employee cost at over $18,500. For small businesses, the projected increase is 11%. This isn’t a blip. It’s been compounding for two decades. Small group premiums are up 120% over 20 years. It gets more unsettling when you look at what large companies are doing. Deloitte recently cut PTO by five to ten days, halved parental leave from 16 to 8 weeks, and eliminated a $50,000 IVF benefit. These are not struggling companies making emergency cuts. They’re doing the math and deciding something has to give. 59% of employers are making cost-cutting changes to their health plans in 2026. That’s up from 44% in 2024 and I’m surprised it’s that low. Why the standard playbook doesn’t work Every year, most companies go through the same renewal cycle. The broker presents options. The options are: raise the deductible, decrease the benefits, shift more premium to employees, or switch carriers and hope the number comes down. Talk about kicking the can down the road. . .those aren’t solutions. They’re deferrals. You push cost to employees, benefits erode, and you come back the following year with the same problem plus compounded resentment from your workforce. Benefits are compensation. When you quietly cut them, people notice. What most companies haven’t tried PuzzleCares is a supplemental benefits program that runs alongside a company’s existing major medical plan. It covers what employees actually use most: urgent care, telehealth, and generic prescriptions. When employees handle those needs through PuzzleCares, those visits don’t file as claims against major medical. Fewer claims mean a better utilization trend. A better trend means a smaller rate increase at renewal. The cost spiral starts moving the other direction. It also runs through a Section 125 cafeteria plan. Employee contributions come out pre-tax. That means less FICA for both sides. Employers save 7.65 cents on every dollar employees contribute through the plan. Employees save that plus FWT on those dollars, increasing their take home pay. What it looks like in practice PuzzleHR has… --- ### How AI is Reshaping Hiring: 3 Takeaways from the Newest Equifax Survey - **URL:** https://puzzlehr.com/how-ai-is-reshaping-hiring-3-takeaways-from-the-newest-equifax-survey/ - **Published:** 2026-09-04 - **Modified:** 2026-09-04 - **Author:** Cleotia Morrow **Summary:** Discover three key takeaways from the newest Equifax survey on how AI is reshaping hiring and impacting talent acquisition. **Content:** AI is making waves in the hiring process, and according to new data, it’s changing HR faster than organizations can adapt. The second annual Equifax HR Trends Survey polled HR executives to understand how AI, compliance, and workforce priorities are reshaping the profession. The results indicate that AI is delivering real efficiency while introducing new risks, especially in talent acquisition. Here’s what you need to know. 1. AI is Making Hiring Faster, but Harder to Trust 78% of surveyed professionals say that AI is improving hiring and onboarding efficiency. From resume screening to interview scheduling, AI tools are helping HR departments spend less time on administrative work. The same technology that speeds up the hiring process also makes it tougher to trust what’s coming through it. 36% of respondents said AI-generated content from candidates has reduced their confidence in hiring decisions. AI-assisted resumes and cover letters can make it harder to tell what a candidate’s real qualifications are. 2. Misleading Candidate Information is Widespread Employers are now navigating a hiring landscape where verifying the basics is a concern. 73% of HR professionals reported encountering challenges with fabricated or misleading candidate information. 50% point to employment history as the most common area of misrepresentation, and 35% report issues with education, credentials, or licenses. Only 24% of respondents identified themselves as “very confident” in their ability to detect misleading information. This is why structured background checks and employment verification are essential. A formal verification process closes the gap between “confident” and “very confident” for every new hire. 3. Compliance Pressure Isn’t Going Away The number of HR professionals citing compliance laws and regulations as a top workforce management challenge rose from 23% in 2025 to 27% in 2026. As AI tools become more embedded in hiring, compliance is becoming an “always-on” priority, meaning HR teams must be constantly monitoring compliance rather than periodically revisiting procedures. For talent acquisition, this means background screenings and verification processes need to catch fabricated information while also staying aligned with evolving regulations around AI use, data privacy, and fair hiring practices. The Impact on Growing Businesses AI isn’t going away, and neither is the pressure to hire quickly. This survey underscores that speed and confidence in hiring aren’t mutually exclusive. They just require the right verification process behind the scenes. Businesses don’t need a large internal team to get this right. PuzzleHR offers structured background checks through our PuzzleVerifies solution, and our background check technology is backed by the trusted professionals on our Talent Acquisition team. About Talent Acquisition PuzzleHR provides a flexible suite of talent acquisition services designed to give you the power of choice in selecting the level of support that best aligns with your company’s hiring needs, from our comprehensive Managed Talent Acquisition level to our Dedicated Recruiter. Each level within our suite offers a distinct set of services, allowing you to choose the one that best fits your company’s talent acquisition strategy, whether you’re looking for comprehensive outsourcing, administrative support, or a personalized… --- ### 10 Warning Signs You Need to Outsource Your HR - **URL:** https://puzzlehr.com/10-warning-signs-you-need-to-outsource-your-hr/ - **Published:** 2026-08-23 - **Modified:** 2026-08-24 - **Author:** Thirteen05 **Summary:** Wondering if it's time to outsource your HR? Learn the warning signs that it's time to start outsourcing and discover the benefits of outsourced HR. **Content:** Outsourcing human resources can help your business reduce costs, manage risks, ensure regulatory compliance, and promote growth. While all of this is a given, you may still find yourself wondering whether it’s the right time to start outsourcing your HR. To help you determine whether or not it’s the right time to start outsourcing some or all of your HR functions, we’ve put together this guide to HR outsourcing that contains a list of warning signs that strongly suggest that the time has come to start outsourcing your HR. What Is HR Outsourcing? HR outsourcing, as the name suggests, is essentially an arrangement through which your company can outsource some or all of your company’s HR functions to a third-party, such as a human resources outsourcing (HRO) provider like the HR experts at PuzzleHR. With our outsourced HR services, you can leave your HR functions in the hands of our highly experienced HR professionals, allowing our team of specialists to manage everything from payroll processing and employee benefits to talent acquisition and legal compliance. With years of experience, we are well-equipped to handle all of your organization’s HR needs. Contact us to learn more about how we can streamline your HR functions and promote growth within your organization, ensuring that your company has the tools and resources that it needs to thrive. Warning Signs That You Need to Outsource Your HR Here are ten warning signs that suggest it’s time to start outsourcing your HR: 1. Too Much Time Spent on HR issues Dealing with hiring issues, personnel conflicts, payroll mistakes, and compliance questions – these are just some of the routine HR tasks that can easily eat up your whole day if you try to handle them alone. The more time you sink into reactive HR problem-solving, the less time you have to focus on strategic planning, business development, and running your core operations. Outsourcing allows you to hand off daily HR work and get your time back. 2. High Risk of Legal Liability Following ever-changing employment laws and regulations is a full-time job in itself. One misstep, like not securing the proper workplace policies or permissions, could leave your business exposed to expensive litigation. HR professionals at outsourcing firms stay up-to-date on the latest compliance requirements across jurisdictions so your business is covered. At PuzzleHR, our managed HR services include reactive HR support that ensures that your company remains in compliance with ever-changing federal, state and local labor laws that affect your business. 3. Need to Reduce Costs A qualified in-house HR manager demands a competitive salary plus benefits that many small businesses can’t afford. Outsourcing, on the other hand, offers an affordable fixed monthly or annual fee that includes all necessary services and expertise. You’ll save money without sacrificing support. 4. Lack of Consistent Accountability If HR duties fall between the cracks or get divided among existing employees without clear ownership, problems will inevitably occur. Employees won’t know who to go to with issues, managers may give… --- ### PuzzleHR Unveils PuzzleVision, The All-in-One HR Command Center - **URL:** https://puzzlehr.com/puzzlehr-unveils-puzzlevision-the-all-in-one-hr-command-center/ - **Published:** 2026-08-14 - **Modified:** 2026-08-14 - **Author:** Growl Agency **Summary:** PuzzleHR, a leading provider of HR-as-a-Service solutions, recently launched PuzzleVision, a new, centralized application designed exclusively to streamline and elevate the client experience. **Content:** TAMPA, FL – August 14, 2026 –PuzzleHR, a leading provider of HR-as-a-Service solutions, recently launched PuzzleVision, a new, centralized application designed exclusively to streamline and elevate the client experience. Built around clients’ daily workflows, PuzzleVision intends to transform how businesses interact with the PuzzleHR team and track the progress of their HR initiatives. PuzzleVision eliminates the need to dig through emails or navigate multiple platforms to stay informed about ongoing HR activities. The new application, designed to be transparent and accessible, reflects PuzzleHR’s mission to optimize the HR function while creating a more efficient and connected experience for their clients. “Organizations today face increasing pressure to manage regulatory compliance, employee relations, recruiting, onboarding, and workforce planning while continuing to focus on growth,” said Lonny Ostrander, CEO of PuzzleHR. “Many businesses are looking for technology that simplifies administrative work and gives them clearer visibility into daily operations. We built PuzzleVision so clients have one place to find information, reach a specialist, and check where their projects stand.” “PuzzleVision reflects how we want every client to experience PuzzleHR — transparent and responsive,” Ostrander said. “Our goal is to reduce the administrative burden on our clients, so we built in easy communication, real-time updates, and accessible resources.” According to the company, the development of PuzzleVision was guided by feedback from clients seeking a more streamlined way to manage interactions with their dedicated HR support teams. By bringing essential tools and information into a single location, the platform is designed to reduce delays, improve communication, and provide clients with greater confidence in the management of their HR operations. The company announced that PuzzleVision, the HR Command Center,  is a single, unified dashboard where clients can track the real-time progress of the work PuzzleHR is doing, eliminating guesswork and providing greater visibility into key initiatives. Using the dashboard, clients can quickly submit requests, ask questions, and communicate evolving business needs with their dedicated PuzzleHR support team. Built-in direct messaging capabilities help create concise, organized, and documented conversations with PuzzleHR specialists. Intuitive navigation makes it simple for clients to manage services, review strategies, and stay informed about ongoing projects. The Resource Hub provides a centralized location that allows clients to browse the full range of PuzzleHR services and solutions available to support their organizations. In addition to simplifying communication, PuzzleVision was designed with flexibility in mind so that businesses can continue using the systems they already have in place while benefiting from enhanced support and greater operational visibility. This approach aligns with PuzzleHR’s broader philosophy of providing tailored solutions that fit each organization’s unique needs rather than requiring companies to adopt a standardized model. PuzzleVision is now available to PuzzleHR clients. Businesses interested in learning more about the platform or the company’s full suite of services are encouraged to contact PuzzleHR directly. About PuzzleHR PuzzleHR is a fractional HR provider delivering outsourced HR services to businesses across the United States. The company reduces HR workload by managing compliance, employee relations, talent acquisition, benefits administration, and day-to-day… --- ### Why HR Is an EBITDA Driver, Not a Cost Center - **URL:** https://puzzlehr.com/why-hr-is-an-ebitda-driver-not-a-cost-center/ - **Published:** 2026-07-02 - **Modified:** 2026-08-24 - **Author:** Cleotia Morrow **Summary:** Most private equity models treat HR as overhead. It sits in G&A, gets trimmed in the first hundred days, and rarely makes the value-creation plan. That is a mistake, and it costs money at exit.HR is not a soft function. It is where two of the biggest drags on portfolio company earnings live: compliance liability and employee churn. Both are measurable. Both hit EBITDA. And both are fixable without adding permanent cost. **Content:** Why HR Is an EBITDA Driver, Not a Cost Center Most private equity models treat HR as overhead. It sits in G&A, gets trimmed in the first hundred days, and rarely makes the value-creation plan. That is a mistake, and it costs money at exit. HR is not a soft function. It is where two of the biggest drags on portfolio company earnings live: compliance liability and employee churn. Both are measurable. Both hit EBITDA. And both are fixable without adding permanent cost. Here is why many firms are rethinking HR across their portfolios, and how the right model turns it from a line item into a return. HR Risk Is Unrecorded Liability Every portfolio company carries HR liability that never appears on the balance sheet. Worker misclassification is the common one. A company treats a worker as a contractor, or as exempt from overtime, when the law says otherwise. Back pay, penalties, and payroll taxes accrue quietly for years. Wage-and-hour violations work the same way. Unpaid overtime, missed breaks, off-the-clock work. None of it shows up until someone files a claim or a buyer’s counsel goes looking. That is exactly what happens in diligence. A quality of earnings (QofE)report does not stop at the financial statements. It tests whether the earnings are real and durable, and it surfaces liabilities that management never recorded. HR findings are among the most common. When they appear late in a process, they become purchase-price adjustments or reasons to walk. The firms that get burned are the ones that assumed HR was fine because no one had complained. Silence is not compliance. It is exposure that has not been triggered yet. Employee Churn Is the Quiet EBITDA Leak Turnover is the other drag, and it is bigger than most models assume. This Fixable Problem Costs U.S. Businesses $1 Trillion puts the cost of replacing an employee at one-half to two times that person’s annual salary, and calls that a conservative estimate. SHRM’s figure lands in the same territory, roughly six to nine months of salary. The number covers recruiting, onboarding, lost productivity, and the ramp time before a replacement performs at full speed. Run that math on a portfolio company with 200 employees and 25 percent annual turnover. That is 50 people replaced a year. At even a conservative cost per replacement, the number reaches seven figures fast. It hits EBITDA directly, and it compounds, because chronic turnover erodes the institutional knowledge that makes a business run. The people who leave take process, relationships, and judgment with them. What replaces them is a learning curve. Some of the most expensive churn happens early. A meaningful share of turnover occurs inside the first year, often the first 90 days, when a company has spent the full cost of recruiting and onboarding and recovered almost none of it. Every one of those early exits is close to a total loss on the hiring investment. Portfolio companies that churn through new hires are paying to fill the… --- ### What Is Recruitment Process Outsourcing? - **URL:** https://puzzlehr.com/what-is-recruitment-process-outsourcing/ - **Published:** 2026-06-27 - **Modified:** 2026-08-24 - **Author:** Thirteen05 **Summary:** What is recruitment process outsourcing? A successful hiring model that enables businesses to find quality candidates at scale. **Content:** In the competitive hiring landscape, finding and attracting top talent has become one of the biggest challenges facing businesses of all sizes. Whether you’re scaling a fast-growing startup, managing the talent demands of a large enterprise, or navigating hiring peaks and valleys, building an efficient, effective recruitment process is vital for business operations. Many organizations struggle to keep up with the demands of modern hiring, especially in a tight labor market where talented candidates have more choices than ever. Enter recruitment process outsourcing (RPO): a flexible, strategic approach that enables businesses to partner with external experts to manage all or part of their recruitment function. Much like fractional HR or outsourced benefits administration, an RPO solution allows companies to tap into high-level expertise, advanced technology, and scalable support without the need to build an entire internal recruiting team from scratch. So, what is recruitment process outsourcing? Why are more businesses turning to this model? And how can it transform your hiring outcomes? Let’s take a closer look. What Is Recruitment Process Outsourcing? Recruitment process outsourcing (RPO) is a talent acquisition model in which an organization transfers all or part of its hiring processes to an external partner. The RPO provider acts as an extension of your internal human resources or talent acquisition team, taking responsibility for designing, managing, and executing your recruitment strategies. Rather than hiring a full-time in-house recruiting team, you gain access to an expert partner who brings proven processes, deep market knowledge, advanced recruiting technology, and measurable results that will deliver quality candidates to your hiring managers. RPO engagements can vary widely depending on your business needs. They can include: End-to-end recruitment management Sourcing and screening candidates Employer branding strategy Candidate experience improvement Diversity, equity, and inclusion (DEI) hiring initiatives Interview coordination and scheduling Recruitment analytics and reporting Workforce planning and forecasting Onboarding support Think of an RPO solution as a way to elevate your entire hiring function, whether you need full-cycle recruitment support, single project RPO, or targeted help in specific areas of your business. Why Companies Are Turning to RPO Much like companies embrace fractional HR for flexible, cost-effective expertise, many are now leveraging RPO to build stronger, more agile recruitment strategies. Here’s why: Cost-Effective Talent Acquisition Building an internal recruiting function is expensive, especially when you consider the costs of salaries, benefits, training, and recruitment technology. And if hiring needs fluctuate throughout the year, it’s easy to end up with underutilized internal resources. RPO services offer a more cost-effective alternative. You only pay for the level of support you need, whether it’s full-cycle recruitment or targeted project-based services. The RPO partnership model reduces overhead, improves efficiency, and allows your team to focus on strategic talent management initiatives rather than getting bogged down in day-to-day hiring. Scalable Support Hiring isn’t always predictable. One quarter, you may need to fill dozens of new roles; the next, hiring may slow down. Traditional internal teams often struggle to scale up or down as quickly as business demands. RPO… --- ### 5 Tips to Help Control Employee Benefits Costs - **URL:** https://puzzlehr.com/employee-benefits-cost-control/ - **Published:** 2026-06-23 - **Modified:** 2026-08-28 - **Author:** PuzzleHR **Summary:** Did your company's benefits premiums increase again this year? There are things you can do to manage those increases and keep your employees happy. **Content:** Every year around this time millions of American businesses are shocked by the same thing, increases to employee benefit premiums. “Low double-digit increases” seem to be something to celebrate. Many companies see rate increases upwards of 20%. Wouldn’t it be great if you could raise your prices by 20% every year? That would make it easier to cover the increased costs. Unfortunately, most businesses can’t pass those benefit cost increases on to clients. There are. however, things that you can do to keep those costs in check while keeping your employees happy. Here are 5 tips to help control benefit costs in 2021. 1. Conduct a Benefits Evaluation It’s a fact, benefits have become central to the value proposition that employers offer employees. Businesses must have a comprehensive employee benefit offering that is at least as good as what competitors offer in order to attract and retain top talent. To be effective, that offeing must speak to the demographic of the employees the business is trying to motivate and retain. To ensure that your company’s benefits meet the mark, you should evaluate the competition’s offering. You can conduct an informal evaluation and compare your findings with the benefits you offer. That however, can be ineffective and end up costing you time, money and talent. You may consider engaging a Benefits Consultant who has access to the data that can help ensure your offerings are in line with what is available in the marketplace. 2. Analyze your Current Coverages HMO? PPO? POS? HDHP? HRA? HSA? FSA? It’s like alphabet soup! But you have to dig in because the individual coverages beneath the headlines really matter. Think about things like deductibles for individual coverages. Most employers don’t know that you can modify those. And those modifications can have major impacts on your premium expense. The insurance company is there to supplement risk. If the insured takes on a bit of extra risk (a higher co-pay or deductible) the monthly premium will come down. So increasing what the insured will pay for a specific procedure or incident (like an ER visit or a specialist visit) could decrease the overall monthly premium. And it doesn’t have to be a dramatic change. Increasing a Co-Pay from $20 to $30 can have a major impact on the monthly premium and could save your business thousands of dollars. 3. Add or Delete Plans Many employers don’t realize that that can offer more than one plan to their employees. In many instances, doing so can increase participation and even decrease costs. On the other hand, some employers offer too many plan options to employees which can actually increase costs. Balancing costs and offerings is not an easy task. Large companies employ entire departments whose sole function is to manage benefits offerings, ensure they match employee expectations and stay within a certain budget. So what do you do if you don’t have a benefits department in the budget for 2021. Your broker is there to help you decide the… --- ### What Is Human Resources Management (HRM)? - **URL:** https://puzzlehr.com/what-is-human-resources-management-hrm/ - **Published:** 2026-06-23 - **Modified:** 2026-08-24 - **Author:** Thirteen05 **Summary:** What is human resource management and how can it make a positive impact on your business results? Find out in this blog post. **Content:** Savvy companies know that their greatest asset isn’t equipment, technology, or office space: it’s people. Human capital management drives performance, innovation, and long-term business growth. But managing people effectively requires more than intuition and a human resources department. That’s where human resources management (HRM) plays an important role. Human resources management is more than just hiring employees or running payroll. It’s a comprehensive service offering that shapes workplace culture, ensures compliance, supports employee development through training and development programs, and aligns talent management with business goals. Companies that want to attract top talent and stay competitive need strategic human resource management. Understanding Human Resources Management Human resources management (HRM) refers to the strategic approach organizations use to manage employees across the entire employee lifecycle. HRM covers everything, including recruiting, onboarding, performance management, employee engagement, compliance, and benefits administration. At the core, HRM is about making sure the right people are in the right roles, supported with the right resources, and motivated to perform at their best. It ensures the workforce aligns with organizational strategy and business objectives so that both employees and the company succeed together long-term. Why Human Resources Management Matters Every organization, whether a startup or an enterprise, depends on people to achieve results. Without a strong HR strategy, businesses risk losing top performers, facing compliance issues, or creating a disengaged workforce. HRM is critical for success: Talent attraction and retention: A well-managed HR function makes companies more appealing to job seekers while keeping current employees engaged with their work and the organization. Employee productivity and satisfaction: HRM ensures employees have clear expectations, proper training, and support to excel in their various roles. Compliance and risk management: Employment laws are complex and constantly changing. Effective human resource management systems help businesses avoid fines, penalties, and costly legal disputes. Human resources management is the foundation for building a sustainable, thriving organization. The Core Functions of Human Resources Management HRM is a broad field, and its functions touch nearly every part of the employee experience. The main areas include: Recruitment and Staffing Effective HRM starts with bringing in the right talent. Recruitment involves workforce planning, writing job descriptions, sourcing candidates, interviewing, and onboarding new talent. Strategic recruitment doesn’t just fill jobs, it builds long-term organizational strength. Training and Development Employees perform best when they are continuously learning. HRM oversees professional development, leadership training, and skills-building programs. Investing in growth opportunities helps organizations retain talent while preparing teams for future challenges. Performance Management Performance management is about more than yearly reviews. It involves setting clear goals, tracking progress, and offering regular feedback. HR managers create systems to reward achievements and address performance issues, building a culture of accountability and improving labor relations. Compensation and Benefits Competitive pay and employee benefits packages are crucial for retaining employees. HRM manages salary structures, healthcare plans, retirement contributions, and workplace perks. Transparent and fair compensation fosters trust and loyalty among employees. Compliance and Legal Risk Management Labor laws and workplace regulations are constantly evolving. HRM… --- ### Finding Top Talent with a Managed HR Company’s Recruitment Services - **URL:** https://puzzlehr.com/finding-managed-hr-recruitment-services/ - **Published:** 2026-06-23 - **Modified:** 2026-08-29 - **Author:** Thirteen05 **Summary:** We Optimize Your People Processes and We Can Take Over Functions That Your HR Department Would Normally Do. Schedule A Consultation Today. **Content:** Optimize Your Business Growth with Expert Managed HR Services Time.  All it takes is time.  To find talent to help your business grow.  To fill an important position in your company.  To hire a qualified individual for a newly created management job.  To train them.  Isn’t that what all businesses are missing today?  Time?   Putting ads on social media or in the local newspaper, receiving dozens of phone calls from potential hires, scheduling face-to-face interviews.  These things alone take hours upon hours to accomplish.  And then you need to sit through all the actual interviews. Once you’ve found three or four “perfect” candidates, you must then make the calls to check their references.  More time taken away from your day.  Eventually, you find the right person for the job.  Weeks have passed.  You’ve offered the job to someone.  Fingers are crossed.  And maybe, just maybe, everything will work out and you can get back to work. Finding the Best People What if you could outsource finding, interviewing, hiring, then training qualified staff to a Managed Human Resources company?  What if HR experts could do all the work for you to help find the most-competent candidates for your company, interview them, and then present you with the best people available? A Managed HR provider can plan, coordinate, and direct the administrative functions of your organization.  They can also oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning for new hires and serve as a link between your organization’s management and all of its employees, including those just hired. At PuzzleHR, we provide varied aspects of human resource management services to many different companies across the country, across all business categories.  PuzzleHR is one of the most influential Human Resources outsourcing firms in the world.  And we are here to help you! Streamline Your Hiring and Onboarding Process with Professional Assistance Our expertise in assisting companies harness the power of HR to positively drive business results is unmatched.  From interviewing prospective staff members, to onboarding services and initial training of new employees, to helping you create high level business strategies to tactical execution and everything in between, our team of professional HR executives will provide you with the skillsets necessary to identify and then expertly handle each piece of the HR puzzle. We’ll write and place the ad for the job you have available, find the top talent, interview, and select the stand-out candidates, check references, train, review company policies and procedures, and integrate new staff members quickly and easily so you don’t have to. And our team has years of experience in interviewing prospective job candidates, creating HR policies, and ensuring company compliance with state and federal laws in all 50 states.  As your own outsourced HR department, PuzzleHR can help you in the most important and necessary ways.   We can save you time and money.  We can help you create employment policies and show you how to reserve your company’s right to change… --- ### What Is Fractional HR? A Smarter Way to Build Your HR Strategy - **URL:** https://puzzlehr.com/what-is-fractional-hr-a-smarter-way-to-build-your-hr-strategy/ - **Published:** 2026-06-19 - **Modified:** 2026-08-24 - **Author:** Thirteen05 **Summary:** What is fractional HR? It is an efficient and cost-effective way to deliver expert HR services at scale. Learn more about the benefits here. **Content:** In the modern workplace, agility and efficiency have become more than just buzzwords, they’re key components of business success. Whether you’re operating a startup, a mid-sized company navigating scale, or an established business facing shifting workforce needs, building a robust human resources function is essential. But not every organization needs, or can afford, a full-time, in-house HR department. That’s where fractional human resources (HR) comes into play. The fractional HR model is a strategic solution that allows businesses to access high-level human resources expertise without the full-time commitment. Much like fractional CFOs or IT consultants, a fractional HR consultant can work on a part-time, contract, or project basis, providing tailored support for your HR processes when and where it’s needed most. So, what is fractional HR? Why are more companies embracing it? And how can outsourced HR transform your business and HR operations for the better? Learn more in this informative blog post. Understanding Fractional HR Fractional HR refers to a model where companies bring in HR professionals, often highly experienced senior-level consultants, on a part-time, interim, or project-specific basis. Rather than hiring a full-time HR leader or team, businesses can tap into a flexible, on-demand resource that fits their current budget, goals, and workforce size. This approach can cover all core HR functions, including: Recruiting and talent acquisition Employee relations Performance management Compensation and benefits strategy Compliance and risk mitigation Organizational development Culture and engagement initiatives Strategic planning and HR leadership Think of fractional HR as a way to get executive-level HR expertise and strategy and day-to-day support without the overhead of a full-time hire. Fractional HR and outsourced HR are terms that are often used interchangeably, but they are not quite the same. Outsourced HR services could be offered on a fractional basis, but they are not always. Why Companies Are Turning to Fractional HR Services Much like outsourcing benefits administration, which helps companies reduce costs and improve employee experience, fractional HR brings operational efficiency, strategic clarity, and scalability to the entire HR function. Let’s look at the top reasons businesses are turning to this model. Cost-Effective Expertise Without Compromise Hiring a full-time HR executive can be expensive, especially for small to mid-sized businesses. The salary alone for an experienced HR leader can reach six figures, not to mention the additional costs of hiring a few team members offering them benefits, handling payroll taxes, and providing training. Hiring a fractional HR team gives companies access to that same high-level expertise at a fraction of the cost. Instead of paying for a full-time role you may not fully utilize, you pay only for the time and services you actually need, whether that is a single fractional HR manager or an entire team, you can increase or decrease hr services as your business requires. Just like with benefits administration outsourcing, fractional HR provides: Access to experts with deep industry knowledge Reduced overhead and internal resource demands High-impact results without long-term financial commitment Flexible Support for Changing Business Needs Business needs… --- ### What HR Services Can Be Outsourced?: A Smarter Approach to Workforce Management - **URL:** https://puzzlehr.com/what-hr-services-can-be-outsourced-a-smarter-approach-to-workforce-management/ - **Published:** 2026-06-04 - **Modified:** 2026-08-24 - **Author:** Thirteen05 **Summary:** What HR services can be outsourced by your business? Find out which services can be outsourced and why it is beneficial in this blog post. **Content:** Human resources play a critical role in all companies. From managing payroll and employee benefits to recruiting top talent and maintaining compliance, HR responsibilities are both essential and complex. But as businesses grow and evolve, many find that handling every HR function in-house is costly, time-consuming, and sometimes inefficient. That’s where HR outsourcing services play a critical role. By partnering with external experts from an HR outsourcing company to manage certain HR functions, businesses can streamline operations, reduce costs, and focus on their core objectives, without sacrificing quality or compliance. So, what HR services can be outsourced by your business? And how do you determine which tasks make sense to outsource for your organization? Let’s take a closer look. Payroll Management Managing payroll in-house is not only time-consuming, it’s risky. One mistake can lead to compliance issues, costly fines, and frustrated employees. And if your payroll person is out sick or suddenly leaves? Payroll doesn’t wait. Outsourcing payroll management shifts that burden to dedicated experts who ensure employees are paid accurately and on time, every time. It eliminates the “single point of failure” risk and can reduce costs through operational efficiency. Your provider handles it all: Payroll processing on your system of choice Direct deposit setup and management Tax withholding, filing, and compliance Year-end reporting and W-2 generation With outsourced payroll management, you reduce administrative strain, protect against risk, and ensure uninterrupted payroll continuity, no matter what. Benefits Administration Managing employee benefits, from health insurance and retirement plans to wellness programs and 401(k)s, is another complex, resource-heavy task. Employees expect seamless access to benefits information and support, and missteps can negatively impact satisfaction and talent retention. Outsourced benefits administration providers handle tasks such as: Benefits enrollment and eligibility tracking Carrier management and plan updates Employee communications and education Compliance with regulations like ACA and COBRA This service helps businesses provide a better benefits experience without the administrative burden these HR tasks produce. Recruitment and Staffing Recruiting the right talent is critical to business success, but it can be overwhelming, especially during periods of rapid growth or when hiring for specialized roles. That’s where Recruitment Process Outsourcing (RPO) comes into play. RPO providers can manage all or part of the hiring process, including: Job postings and candidate sourcing Resume screening and interview coordination Employer branding strategy Onboarding support By outsourcing recruitment, businesses can tap into advanced tools, proven processes, and market expertise to attract top talent faster and more cost-effectively. Compliance and Risk Management Employment laws are constantly changing, and staying compliant is non-negotiable. Failing to adhere to regulations like FMLA, OSHA, or wage-and-hour laws can result in significant fines and legal exposure. Outsourcing HR compliance ensures your policies and practices remain current and defensible. Outsourced HR services often include: Policy development and employee handbook updates Workplace safety audits Regulatory reporting and filings Harassment prevention and training Outsourcing compliance not only mitigates risk but also frees your team to focus on strategic HR initiatives. A skilled HR outsourcing provider will keep… --- ### Your Onboarding Wake-Up Call: Three Things Most Companies Get Wrong - **URL:** https://puzzlehr.com/your-onboarding-wake-up-call-three-things-most-companies-get-wrong/ - **Published:** 2026-05-29 - **Modified:** 2026-06-27 - **Author:** Cleotia Morrow **Summary:** Uncover the common mistakes in onboarding processes. Enhance retention and productivity with our expert insights. **Content:** Your Onboarding Wake-Up Call: Three Things Most Companies Get Wrong Many organizations treat onboarding as an administrative formality, checking off a box before the real work starts. But onboarding is your first impression on new hires, and a comprehensive onboarding process has been shown to increase retention, boost productivity, and decrease new hire confusion. Day One is Too Late The onboarding experience starts when a new hire accepts their role, not the first time they clock in. While you’re getting them set up in the system, your newest team members are preparing themselves for a new role. After they accept their offer, new hires are searching for information on your company, reading reviews online, re-reading their job description, and forming expectations. Get ahead by: Sending a personal welcome note from their direct manager. Sharing a “getting started” packet with team bios, a preview of their first week’s schedule, any light reading about your company or their role, swag, etc. Answering questions about logistics in an email that outlines their first day.   Paperwork Sets the Tone A new employee’s administrative onboarding experience signals what working at a company will actually feel like. Outdated documents, poorly-configured web portals, and confusing instructions tell new hires that their time here will be defined by chaos. Nobody talks about this one, but everyone has lived it: you accept a job at a company that seemed polished and professional, and then you receive a DocuSign packet from 2014, a benefits portal that crashes on mobile, and IT instructions that reference a system the company stopped using two years ago. These are our onboarding paperwork red and green flags: Offer Letter Delivery Red Flag: Emailed late, as a scan of a printed document Green Flag: Sent over digitally on the same day   Benefits Enrollment Red Flag: A set of lengthy PDFs sent over without context Green Flag: A guided, intuitive portal with a dedicated contact   Payroll and Direct Deposit Red Flag: New hires get a form on their first day Green Flag: Completed online before day one   IT and Equipment Red Flag: Spending the first week waiting on system access Green Flag: Equipment is ready, and accounts are active on day one   Forms and Compliance Red Flag: A stack of papers and links to training with no explanation Green Flag: Organized, explained, digital, completed in advance   First Day Communication Red Flag: Figuring things out as the day goes on Green Flag: Clear agenda sent ahead of time   The 90-Day Cliff Why do around 30% of employees quit after their first 90 days? They might seem engaged and like a strong fit for their new role, but the three-month mark approaches and they submit their letter of resignation. What happened? Here’s the pattern: a new hire comes in strong. They’re engaged, they’re asking questions, they’re showing up. Around the two-month mark, things seem to settle. Managers breathe a sigh of relief. And then, right around month three, the resignation lands on your desk. What happened? Here are three… --- ### What Is Managed HR? A Guide for Growing Businesses - **URL:** https://puzzlehr.com/managed-human-resources/ - **Published:** 2026-05-23 - **Modified:** 2026-08-29 - **Author:** PuzzleHR **Summary:** HR departments are stretched thin dealing with compliance, company and employee demands. Managed Human Resources firms help HR Departments keep up. **Content:**   What is “Managed Human Resources” and How Can it Help Your Business? Today’s HR departments are stretched thin trying to keep up with company and employee demands. So, more and more business leaders are turning to Managed Human Resources organizations to help fill the gaps and provide support for their internal Human Resource Professionals. Managed Human Resources companies will employ HR Generalists with broad expertise across the HR spectrum. But the best Managed Human Resource firms will employ both HR Specialists AND HR Generalists. That combination gives HR Departments the depth and breadth of knowledge necessary to keep up. And it provides the resources to help turn HR into a profit center! How Can a Managed Human Resource Company Help Compliance, Risk, Safety, Payroll, Benefits, Employee Relations, Leadership and Organizational Development all fall under “HR”. And no one person has all that knowledge or capacity. A company would need to hire 4 to 6 certified professionals, more if the company operates in multiple states, to handle it all. And with Average HR Professional salaries ranging from $53,000 – $155,000 per year a full “HR Department” quickly gets out of reach. Most companies simply cannot afford to deploy the resources necessary to build out a full Human Resource Department. Because Managed Human Resources firms brings so much experience, companies get the best of both worlds. They bolster their internal HR Department at a fraction of the cost of staffing and managing one on their own. Choosing a Managed Human Resources Firm Choosing a Managed Human Resources firm to support your business does not have to be difficult. First, asses your current situation. Think about things like employee turnover and productivity. Where are you in great shape? What HR Projects never seem to get off the ground? What technology are you using to manage your HR? Where do you need the most help? Are you sure you’re in compliance with all the Federal and State Laws? Now, you can look for a firm with the experience to understand your company’s goals and can articulate a plan to support your goals. The firm you choose should be able to support your goals, provide transparency into the work they are doing for you and be able to communicate the return you are getting on your investment. About PuzzleHR At PuzzleHR, we know how difficult solving the Human Resource puzzle can be. We have hundreds of years of Human Resources Experience at PuzzleHR. And our service model is designed to maximize Return on Investment and provide the ultimate in transparency. We’d love the opportunity to find out about your business and show how we help businesses put the pieces of the puzzle together. Frequently Asked Questions How much does it cost to build an in-house HR department? Compliance, risk, safety, payroll, benefits, employee relations, leadership and organizational development all fall under HR, and no one person has all that knowledge or capacity. A company would need to hire 4 to 6 certified professionals, more if… --- ### Why Is Human Resource Management Important to Business Success? - **URL:** https://puzzlehr.com/why-is-human-resource-management-important-to-business-success/ - **Published:** 2026-04-15 - **Modified:** 2026-08-24 - **Author:** Cleotia Morrow **Summary:** Why is human resource management important to business success? Because HR is the foundation of business processes. Learn more here. **Content:** Human resource management is more than just hiring and payroll, it’s the backbone of a thriving business. From talent acquisition to leadership development and training, human resources plays a critical role in shaping a company’s success. Businesses that understand its strategic role can build a resilient workforce, reduce turnover, and create a strong organizational culture that supports long-term success. But what if your business doesn’t have a dedicated HR department and skilled HR managers? You can outsource HR management to ensure that your organization thrives, offers competitive employee benefits, and handles all HR processes without compromising organizational growth. The Power of People Management People are at the heart of every business, and strong human resources management ensures that they are engaged, motivated, and equipped to excel at their roles. Effective people strategies build a work environment where employees feel valued, leading to higher job satisfaction and employee productivity. Furthermore, a well-managed workforce is more likely to be innovative, customer-focused, and aligned with the company’s goals. A human resource management partner will focus on employee engagement strategies, fostering open communication, and providing professional growth opportunities. These elements contribute to a positive work environment that not only boosts morale but also enhances the company’s reputation as a desirable workplace. Talent Acquisition & Retention Recruiting and retaining top talent is essential for business growth. Professional HR management ensures that companies attract the right candidates, align their skills with organizational needs, and create a culture that fosters long-term commitment. High turnover can be costly, with the average expense of replacing an employee reaching up to twice their annual salary. A strong HR strategy minimizes turnover by prioritizing employee satisfaction and career growth. Dedicated HR managers develop recruitment strategies that focus on employer branding, competitive compensation packages, and streamlined hiring processes. Once employees are onboarded, HR teams implement retention strategies such as mentorship programs, career development plans, and performance-based incentives to keep employees motivated and engaged. Moreover, human resource management plays a critical role in fostering diversity and inclusion in the hiring process. A diverse workforce drives innovation and broadens the company’s perspectives, leading to better decision-making and problem-solving. Employee Development & Leadership Training A key function of a dedicated human resources department is providing learning opportunities, mentorship programs, and leadership development initiatives. By equipping employees with soft and hard skills, HR managers not only improve individual performance but also strengthen the overall company culture. Professional development is a key factor in employee satisfaction and retention. With human resource management your business can create and implement training programs that focus on upskilling employees, improving leadership capabilities, and preparing the workforce for technological advancements. Companies that prioritize employee growth demonstrate a commitment to their staff, which in turn improves employee relations, drives loyalty, and fosters long-term dedication. Leadership training is another crucial element of talent development. Many businesses struggle with succession planning, often facing challenges in identifying and developing future leaders. HR management helps businesses create structured leadership pipelines, ensuring that employees are prepared to step… --- ### PuzzleHR's Leave of Absence - **URL:** https://puzzlehr.com/puzzlehrs-leave-of-absence/ - **Published:** 2026-03-18 - **Modified:** 2026-06-27 - **Author:** Cleotia Morrow **Summary:** Learn the essentials of PuzzleHR's Leave of Absence management to enhance your HR processes and support your workforce. **Content:** PuzzleHR conducted a survey of over 2,100 job seekers to learn why they left their jobs in 2025. Want to keep your top talent? Here’s what you need to know: Top 3 Reasons for Quitting: Employees most often left their jobs because they felt they had no room to grow, were underpaid, or had issues with their manager. Compared to last year, when burnout accounted for the most turnover, employees are less stressed and more worried about career stagnation. Retention Drivers: Employees are encouraged to stay in their roles when companies add value to their lives. The top retention drivers for 2025 were more opportunities to develop, better pay, and better work-life balance. Essential Benefits: We know benefits are a top driver of retention and satisfaction. We asked employees what benefits were most important to them, and they identified health insurance, paid time off, and mental health support as essentials. Other themes included more independence, job security, recognition, and better communication. What Leaders Can Do Create clear career paths: Employees want to feel like they have a future at your company. Make sure each employee can see how they can advance and develop, and how this will impact their career. Pay fairly: If you can’t afford raises or bonuses, offer other support in the form of reimbursement opportunities, financial wellness programs, and employee discount programs. Train managers: We’ve heard the adage that employees leave leaders, not jobs, and it’s often true. Ensure your leaders are skilled in clear communication, delegation, handling disagreements, and emotional intelligence. Invest in wellness: Keep offering your essential benefits and ask employees what other programs they might appreciate, such as wellness stipends, mental health app subscriptions, or gym memberships. Don’t overlook anyone: Younger employees want real responsibilities, and older employees still want to grow and contribute. Your benefits package and development programs should provide opportunities for employees at any stage. The Bottom Line Employees feel stagnant and want to work for organizations that invest in their wellness and development. They want to grow and are willing to leave companies that overlook them. Don’t let your top performers grow stagnant. Not sure how to create development programs? Want help training leaders? Need assistance in picking the perfect benefits package? PuzzleHR has the resources to help you retain your top talent. Contact us today to learn more. Ready to read the full 2025 exit survey report? Click the link below to read now! https://info.puzzlehr.com/2025-exit-survey --- ### PuzzleHR's Annual HR Exit Survey Report - **URL:** https://puzzlehr.com/puzzlehrs-annual-hr-exit-survey-report/ - **Published:** 2026-02-18 - **Modified:** 2026-06-27 - **Author:** Cleotia Morrow **Summary:** PuzzleHR conducted a survey of over 2,100 job seekers to learn why they left their jobs in 2025. Want to keep your top talent? Here’s what you need to know: **Content:** PuzzleHR conducted a survey of over 2,100 job seekers to learn why they left their jobs in 2025. Want to keep your top talent? Here’s what you need to know: Top 3 Reasons for Quitting: Employees most often left their jobs because they felt they had no room to grow, were underpaid, or had issues with their manager. Compared to last year, when burnout accounted for the most turnover, employees are less stressed and more worried about career stagnation. Retention Drivers: Employees are encouraged to stay in their roles when companies add value to their lives. The top retention drivers for 2025 were more opportunities to develop, better pay, and better work-life balance. Essential Benefits: We know benefits are a top driver of retention and satisfaction. We asked employees what benefits were most important to them, and they identified health insurance, paid time off, and mental health support as essentials. Other themes included more independence, job security, recognition, and better communication. What Leaders Can Do Create clear career paths: Employees want to feel like they have a future at your company. Make sure each employee can see how they can advance and develop, and how this will impact their career. Pay fairly: If you can’t afford raises or bonuses, offer other support in the form of reimbursement opportunities, financial wellness programs, and employee discount programs. Train managers: We’ve heard the adage that employees leave leaders, not jobs, and it’s often true. Ensure your leaders are skilled in clear communication, delegation, handling disagreements, and emotional intelligence. Invest in wellness: Keep offering your essential benefits and ask employees what other programs they might appreciate, such as wellness stipends, mental health app subscriptions, or gym memberships. Don’t overlook anyone: Younger employees want real responsibilities, and older employees still want to grow and contribute. Your benefits package and development programs should provide opportunities for employees at any stage. The Bottom Line Employees feel stagnant and want to work for organizations that invest in their wellness and development. They want to grow and are willing to leave companies that overlook them. Don’t let your top performers grow stagnant. Not sure how to create development programs? Want help training leaders? Need assistance in picking the perfect benefits package? PuzzleHR has the resources to help you retain your top talent. Contact us today to learn more. Ready to read the full 2025 exit survey report? Click the link below to read now! https://info.puzzlehr.com/2025-exit-survey --- ### Shutdown Shakeup - Navigating the 2025 Government Shutdown - **URL:** https://puzzlehr.com/shutdown-shakeup-navigating-the-2025-government-shutdown/ - **Published:** 2025-10-24 - **Modified:** 2026-06-25 - **Author:** Thirteen05 **Summary:** The United States is currently undergoing a government shutdown, impacting HR departments across the country and forcing leaders to confront employee anxieties. Is your business prepared? Find out how to navigate the complexities of a government shutdown and how it can affect your business in this post. **Content:** The United States is currently undergoing a government shutdown, impacting HR departments across the country and forcing leaders to confront employee anxieties. Is your business prepared? Leaders Should Know: How Will the Government Shutdown Impact Your Business? The current government shutdown went into effect at 12:01 am EST on October 1, 2025, due to Republican and Democratic politicians failing to resolve a budget dispute. Employers are expecting suspension of key functions at various governmental agencies until lawmakers come to a resolution. The last government shutdown occurred in 2018, lasting five weeks and resulting in about $3 billion in lost GDP.  SHRM research found that a 4–7-day government shutdown could disrupt daily operations at 43% of organizations and hinder 31% of organizations’ ability to meet their year financial goals. These numbers increase the longer the shut down lasts. The Impact Department of Labor: Scaled back enforcement and regulatory efforts Stopped processing foreign labor certifications, labor condition applications, and prevailing wage determinations OSHA suspended most workplace inspections Bureau of Labor Statistics suspended operations Ongoing litigation expected to continue EEOC: Ceased nonessential operations Current litigation continues unless courts granted stays/extensions Can still file charges and appeals No new investigations, hearings, mediations, or outreach programs Staff unavailable to answer public questions or correspondence NLRB: Already lacked a quorum for several months prior to the shutdown Ceased nonessential activities Stopped processing new representation petitions or unfair labor practice charges Expected to grant automatic extensions for filing deadlines No administrative litigation or hearings Immigration: E-Verify is completely unavailable USCIS expected to continue processing petitions and applications Form I-9 obligations remain in effect HR Concerns Suspended access to immigration services may create a bottleneck in new hire verification and work visa acquisition.   No new EEOC or NLRB filings will be reviewed or investigated, slowing down proceedings surrounding union petitions and EEOC cases. No OSHA inspections will occur. SHRM notes that HR departments will need to manage furloughs, process payroll changes, and address employee anxiety.  Change Management Essentials If your workforce is one of the many impacted by the government shutdown, employees may be feeling concerned. As a leader, it’s your role to guide and support them through uncertain times.  Communicate Transparently Be direct about the situation from day one. Establish a regular cadence for updates and use multiple accessible channels to ensure all employees receive updates. Compile comprehensive information about resources, including financial resources, HR, and legal guidance. Leaders should be available to answer questions. Lead with Empathy Acknowledge the emotional toll this situation may be taking on your employees. Demonstrate that employee well-being is more important than productivity or workflow. Push for resolution and support for your team. Facilitate peer support networks and create spaces for employees to express concerns. Plan for Recovery Prepare a robust reentry plan addressing back pay logistics, workload catch-up strategies, and the emotional toll of the experience. Reinforce efforts around encouraging employee well-being, financial well-being, job security, and workload management.  A government shutdown creates a ripple effect across the economy, but… --- ### 8 Common HR Compliance Issues Every Business Should Know - **URL:** https://puzzlehr.com/8-common-hr-compliance-issues-every-business-should-know/ - **Published:** 2025-09-04 - **Modified:** 2026-02-28 - **Author:** Thirteen05 **Summary:** Learn about the common HR compliance issues that give businesses trouble and learn how you can navigate around them. **Content:** Navigating HR compliance and employment laws is one of the biggest challenges facing HR leaders today. Between federal regulations, state-specific requirements, and evolving labor laws, it can feel like the rules are always shifting. And in many ways, they are, but don’t expect the government agencies to notify you of these changes. For small businesses, startups, and even large enterprises, staying compliant isn’t just about avoiding fines or lawsuits; it’s about protecting employees, safeguarding the company’s reputation, and creating a fair, consistent workplace. The truth is, even well-intentioned businesses often struggle with HR compliance. Regulations are complex, policies may not always keep up with change, and managers aren’t always trained to spot potential risks. The result? Many organizations find themselves dealing with compliance gaps that could have been avoided with the right knowledge and proactive planning. So, what are the most common HR compliance issues companies face? And more importantly, how can your business prevent them from undermining your operations? 1. Wage and Hour Violations Wage and hour laws are one of the most common areas where companies run into compliance trouble. The Fair Labor Standards Act (FLSA) sets strict rules around minimum wage, overtime pay, recordkeeping, and child labor standards. But mistakes happen frequently, often because the rules can be tricky to interpret. Common wage and hour issues include: Misclassifying employees as exempt vs. non-exempt Failing to pay overtime correctly Not tracking hours worked for remote or hourly employees Deducting time improperly for breaks or meals The penalties for wage violations can be costly, ranging from back pay and damages to government fines. Beyond the potential financial impact, these mistakes can also hurt morale and erode employee trust in the organization. How to avoid it: Regularly review job classifications, update timekeeping processes, and train managers on wage and hour rules. Partnering with HR compliance experts can help ensure your pay practices are accurate and defensible. 2. Employee Misclassification The employee vs. independent contractor classification continues to be a major compliance risk. With the rise of gig work, remote work, and flexible employment arrangements, companies often blur the lines without realizing it. The IRS and Department of Labor have clear tests to determine whether a worker should be classified as an employee or an independent contractor. Misclassification not only exposes businesses to back taxes and penalties but can also create liability for unpaid benefits and overtime. Signs of misclassification risk include: Treating contractors like full-time employees Controlling how, when, and where a contractor works Failing to issue proper tax forms (e.g., W-2 vs. 1099) How to avoid it: HR departments should conduct classification audits and create clear policies that define the relationship between your company and contractors. When in doubt, get legal or expert HR guidance to ensure compliance. 3. Family and Medical Leave Act (FMLA) Compliance The Family and Medical Leave Act gives eligible employees the right to take unpaid, job-protected leave for qualifying medical and family reasons. But navigating FMLA rules can be complicated, especially for managers who… --- ### Mastering Leave of Absence Management - **URL:** https://puzzlehr.com/mastering-leave-of-absence-management/ - **Published:** 2025-08-29 - **Modified:** 2026-02-28 - **Author:** Thirteen05 **Summary:** Learn what it takes to master the management of leave of absence requests. An experienced HR partner can make the process easy! **Content:** Did You Know In 2024, the total absence rate of full-time employees was 3.2% and 62% of HR managers are seeing an increase in leave requests? Leave of Absence (LOA) management is a critical aspect of human resources, often overlooked until it becomes a pressing issue. Managing the complexity of LOAs is challenging for any leader.  What is LOA Management? Leave of Absence Management is the process of handling employee requests for time off from work. It involves understanding the different types of leaves, tracking them, ensuring compliance with various laws and company policies, and managing the impact on the workforce. LOA Challenges Legal Compliance: Various laws govern leaves of absence, so leaders may have to consider local, state, and federal leave laws, like the FMLA, when addressing LOA. Non-compliance can result in penalties and lawsuits. Complex Policies: Companies often have multiple types of leave. Each type has its own rules regarding accrual, usage, and carryover, making tracking and enforcement complex. Administration: Managing LOAs requires meticulous record-keeping and communication. HR tracks the duration, reason, and documentation for each leave while keeping the employee informed about their rights and obligations. Workforce Management: A sudden or extended absence can disrupt operations. Leaders must ensure that work is redistributed, deadlines are met, and employee morale is maintained. Why Correct LOA Management is Crucial Employee Well-Being: By providing and managing leaves effectively, you show employees their health and personal lives are valued. This improves job satisfaction, morale, and retention. Productivity: Proper LOA management minimizes disruption and maintains productivity, giving leaders time to redistribute work or hire temporary replacements. Brand Reputation: Compliance failures can lead to lawsuits, damaging your reputation. Effective LOA management can enhance your brand as an employer who cares for its workforce. The PuzzleHR Difference Take the headache out of LOA with the PuzzleHR Leave of Absence Management solution. Our professionals have experience managing leaves across organizations of all shapes and sizes, ensuring their teams experience smooth transitions. A client recently approached us with 12 outstanding leaves, very little documentation, and no SOP. Our LOA experts implemented a process, created documentation, cleaned up their existing leaves, brought everything up to date, and provided tools to help managers partner with HR on LOA cases and inquiries. The project was a great success, allowing the client to address current leaves and build a program for the future. Want to ensure your team’s LOAs are managed efficiently? PuzzleHR has the LOA management solution for you! Contact us today to learn more. --- ### Why Proper Employee File Maintenance Matters When Switching HCM Systems - **URL:** https://puzzlehr.com/why-proper-employee-file-maintenance-matters-when-switching-hcm-systems/ - **Published:** 2025-06-18 - **Modified:** 2026-02-28 - **Author:** Thirteen05 **Summary:** Switching from one HCM system to another may appear straightforward, but moving employee records often proves much more complex. Learn more. **Content:** Switching from one Human Capital Management (HCM) system to another may appear straightforward, but the reality of moving employee records often proves much more complex. Effective document management isn’t just recommended – it’s legally necessary and crucial to maintaining smooth operations.  Why Compliance with Employee Document Retention Matters Keeping employee files organized ensures your business complies with essential regulations set by agencies like the IRS, EEOC, DOL, and OSHA. Each document type has specific retention rules: Payroll Records: Retain for 3 years. Performance Reviews and Disciplinary Records: Maintain for 2 years after an employee’s departure. FMLA Records: Keep for 3 years. OSHA Logs (300, 300A, 301): Store for 5 years. Benefits Enrollment Forms: Hold for 6 years. Properly retaining these documents protects your business from potential legal issues, costly audits, and fines resulting from missing or improperly maintained records (SHRM, 2023).  The Real Risks of Non-Compliance Failing to adhere to retention guidelines can lead to serious consequences, including hefty fines, legal fees, reputational damage, and disruption of day-to-day operations. For example, mishandling I-9 Forms – required to verify employment eligibility – can trigger significant fines during audits. These forms must be kept for either three years after hiring or one year post-termination, whichever is later (SHRM, 2023).  The Hidden Challenges of Document Transfers Businesses often underestimate the complexity of transferring historical documents such as payroll records, performance reviews, contracts, and training certificates during HCM system transitions. Doing so manually, especially at scale, can be extremely time-consuming and error-prone. Consider a typical scenario: Locating and downloading a document: approximately 20-40 seconds. Saving to a shared drive: another 10-20 seconds. Uploading and attaching the document to a new system: an additional 30-60 seconds.  In total, each file transfer can take between 1- 2 minutes. With hundreds or thousands of documents, this becomes overwhelming, introducing significant risks of errors and compliance oversights.  How PuzzleHR Makes Document Transfers Easy PuzzleHR’s Document Transfer Service directly addresses these challenges, offering a secure, efficient, and precise method for moving employee documents. PuzzleHR simplifies the transition process through: Tailored Transfer Plans: Customized to your specific compliance needs and operational requirements. Secure Data Handling: Utilizing advanced security measures to protect sensitive employee information. Validation and Integration: Carefully transferring, verifying, and accurately integrating each document into your new system.  PuzzleHR’s streamlined service converts a complex, risky manual process into a secure, seamless, and compliant transition.  Insights from Industry Experts Industry research underscores the value of organized document management. The Society for Human Resource Management (SHRM) highlights that structured record-keeping significantly reduces compliance risks and enhances operational efficiency, recommending digitized solutions for improved security and accessibility (SHRM, 2023).  Moreover, Deloitte’s Human Capital Trends report emphasizes that companies adopting streamlined digital processes dramatically reduce administrative burdens, freeing HR teams to focus more strategically on key business initiatives (Deloitte, 2025).  Transition Confidently As you switch between HCM systems, proactively managing employee documents is essential for compliance and operational effectiveness. With PuzzleHR’s Document Transfer Service, your records move securely and accurately, ensuring business continuity… --- ### Why Do Companies Outsource Benefits Administration? - **URL:** https://puzzlehr.com/why-do-companies-outsource-benefits-administration/ - **Published:** 2025-05-16 - **Modified:** 2026-05-01 - **Author:** Thirteen05 **Summary:** Why do companies outsource benefits administration? There are several good reasons why companies of all sizes make this choice. Learn more! **Content:** Offering competitive employee benefits is no longer optional, it’s essential for attracting and retaining top talent. But managing these benefits effectively is another story. From health insurance to retirement plans, employee benefits administration is a complex, time-consuming responsibility that requires compliance expertise, up-to-date knowledge of industry trends, and meticulous attention to detail. For many companies, the solution is simple: outsource the benefits process. Outsourcing the benefits administration process isn’t just a matter of convenience. It’s a strategic decision that can reduce costs, improve employee satisfaction, and free up internal resources to focus on core business functions. The Strategic Importance of Benefits Administration Benefits play a critical role in employee engagement, job satisfaction, and overall company culture. Employees want to know they’re valued, and offering comprehensive, well-managed benefits is one of the most effective ways to show it. A strong benefits package is also a great way to recruit talent. However, the administrative burden of managing benefits internally can quickly become overwhelming. Between selecting plans, employee onboarding, handling compliance documents, managing vendor relationships, and answering employee questions, benefits management often pulls HR teams away from more strategic priorities. This is where a benefits administration outsourcing partner can be a valuable addition to your business. By partnering with an experienced third-party provider, companies can ensure their benefits programs are handled efficiently, accurately, and in a way that aligns with both employee needs and business goals. Reducing Costs Without Sacrificing Quality One of the top reasons companies choose to outsource benefits administration is cost savings. While it might seem counterintuitive to pay another company to manage your benefits, outsourcing often results in lower overall costs for your company. Here’s why: Economies of Scale: Benefits administration providers often manage plans for multiple organizations, giving them greater negotiating power with insurance carriers and vendors. That means they can offer better rates and more competitive benefits plans than a single company might be able to secure on its own. Streamlined Processes: Professional benefits administrators use technology and standardized procedures to manage tasks efficiently, reducing the risk of errors and minimizing the need for manual intervention. Reduced Overhead: Outsourcing eliminates the need for a large in-house benefits team, saving money on salaries, training, and administrative costs. Instead of spending hours each week on data entry, paperwork, and carrier coordination, HR teams can focus on employee engagement, talent development, and strategic planning. Enhancing Employee Experience When employees have questions about their benefits, whether it’s understanding coverage, changing a plan, or accessing wellness resources, they want clear, timely answers. Unfortunately, in-house HR teams are often stretched thin, and benefits questions can fall through the cracks while they handle other tasks. Outsourced providers offer dedicated support teams that specialize in benefits, providing employees with quick, accurate answers and a better overall experience. Many vendors also offer self-service portals and mobile apps that make it easy for employees to access vital benefits information anytime and anywhere. When you support employees in understanding and using their benefits, they are more likely to… --- ### Conscious Unbossing: Gen Z Vs. Traditional Leadership - **URL:** https://puzzlehr.com/conscious-unbossing-gen-z-vs-traditional-leadership/ - **Published:** 2025-03-20 - **Modified:** 2026-03-26 - **Author:** Cleotia Morrow **Summary:** Explore the impact of Conscious Unbossing: Gen Z Vs. Traditional Leadership and how it influences workplace dynamics. **Content:** Conscious Unbossing: Gen Z Vs. Traditional Leadership Did you Know? 45% of businesses with Gen Z employees are investing in specialized training to turn their youngest employees into soft skills experts. Gen Z is skipping out on the traditional corporate ladder, yet they’re one of the generations most motivated by professional development and jobs that feel purposeful. While these statements seem conflicting, they provide great insight into the youngest generation in the workforce and how to make leadership appealing to high-potential Gen Z employees. Gen Z by the Numbers – Gen Z currently makes up 30% of the workforce. – 72% of Gen Z workers would rather be individual contributors than middle managers. – 69% of Gen Z employees perceive middle management roles as being high-stress with minimal reward. – 86% of Gen Z workers believe a sense of purpose is important to their overall job satisfaction. So, why is Gen Z hesitant to lead? Bad First Impressions Management and Gen Z got off on the wrong foot. This generation has grown up in an era heavily influenced by technology and the subsequent increase in visibility for both employees and employers. They’ve watched companies deal with corporate scandals and employees get fired for social media posts. They’ve seen their Millennial peers burn out without proper leadership training and their parents sacrifice work-life balance only to be fired as middle management jobs started to disappear after the pandemic. This means, for much of Gen Z, that pursuing leadership roles poses a higher risk than reward. Many Gen Z workforce members feel that the added stress and responsibility of a management role doesn’t justify the increase in compensation. As a generation that is largely concerned with preserving and improving their mental health, the added strain of constant performance and decision fatigue is simply not worth it. There’s also the question of values. Gen Z is correctly categorized as a generation that sticks to their morals, with 44% having turned down jobs due to conflicts between their values and those of the company. The traditional corporate hierarchy doesn’t align with Gen Z’s interests in autonomy, authenticity, and well-being. Considering the increased paths to making an impact created by technology and companies that disrupt the traditional ladder, it’s no wonder that the youngest generation is opting out of promotions. High-Potential, Low Interest Yet, many Gen Z employees embody traits of strong leaders. They’re tech-savvy, hardworking, and prepared with a fresh perspective. So how can the leaders of today make leadership enticing for the leaders of tomorrow? Invest Early Don’t wait for your youngest employees to demonstrate an interest in leadership. Start providing them with professional and leadership development opportunities early. Demonstrate that your organization is interested in their growth to build loyalty and show that leadership is a journey of growth rather than a sudden transition. Give them Purpose While driving profit can be a motivator, it shouldn’t be the only one. Gen Z leaders want to see how their roles contribute to the… --- ### PuzzleHR Exit Survey: Roadmap to Employee Retention - **URL:** https://puzzlehr.com/puzzlehr-exit-survey-roadmap-to-employee-retention/ - **Published:** 2025-02-11 - **Modified:** 2026-03-26 - **Author:** Cleotia Morrow **Summary:** PuzzleHR Exit Survey: Roadmap to Employee Retention, reveal critical insight into why employees leave their organization. **Content:** DID YOU KNOW? Our 2024 Exit Survey: Roadmap to Retention report showed that 26% of employees say nothing could get them to return to their previous jobs.   PuzzleHR Exit Survey: Roadmap to Employee Retention Overview Last year, PuzzleHR surveyed over 4,000 job seekers, revealing critical insights into why employees leave their organizations. The effects of burnout and dissatisfaction with leadership loom large, with burnout accounting for 21% of departures and leadership dissatisfaction accounting for 11%. Retention must be a top priority for 2025, or leaders risk losing essential members of their teams. Burnout and Well-Being Burnout consistently ranked among the top reasons for employee turnover and burnout rates increased with tenure. This poses a problem for companies, as they are losing senior employees. Having to hire and train new employees to replace those who were at the company for 10+ years is a massive undertaking, and the loss of intangible knowledge and experience is not worth risking. Leaders must be able to identify disengaged, burned-out employees before they leave. Employee well-being must be a top focus, going beyond wellness programs and focusing on workloads, company culture, and work-life balance. Companies continuing to promote excessive working hours or not taking time off are bound to see high turnover at senior tenure levels, inevitably affecting essential operations. Deeper Challenges Tried and true retention tactics aren’t enough anymore. Improved benefits and compensation are cited as potential retention drivers, but overall rank lower than broader cultural changes, like improved leadership or increased work-life balance. The solution? Focus on creating a sustainable work environment prioritizing employee well-being and professional growth. The Leadership Difference Leaders set the tone for company culture, shape the employee experience, and can drive employees away if they are not developed properly. 33% believe that new management could convince them to return to their roles. You don’t need to hire a new fleet of managers to boost retention. Leaders need increased training around developing and nurturing relationships with their direct reports. Take a comprehensive approach to leadership development to assist with cultural issues and make sure to provide leaders with the tools they need to address burnout and maintain a positive culture. Have retention issues? Don’t wait to address them until it’s too late! Contact Us today, from leadership development to employee engagement, we have the resources to help you retain your top talent. Download the PuzzleHR Annual Exit Survey Report 2024 to learn more. --- ### Ring in the New Year: Navigating the First Month Of 2025 - **URL:** https://puzzlehr.com/ring-in-the-new-year-navigating-the-first-moth-of-2025/ - **Published:** 2024-12-27 - **Modified:** 2025-08-20 - **Author:** Cleotia Morrow **Summary:** Get ready for 2025 compliance with this essential early-year checklist. Review your employee handbook and update payroll and tax filings for a successful start to the new year. **Content:** DID YOU KNOW? HR leaders are prioritizing development, culture, strategic planning, change management, and HR technology in 2025. 2025 is right around the corner. You’re on your way to completing your essential end-of-year tasks. Starting your year strong sets you up for success through quarter 4—are you ready for everything after January 1st? Your Essential Early-Year Checklist • Employee Handbook Many laws go into effect on January 1st, making this an ideal time to review and update your employee handbook. You should always treat your handbook as a living document, as it is a foundational communication tool. When 2025 begins, ensure your handbook reflects current compliance requirements, provides clear guidance for employees, and sets expectations surrounding your organization’s culture and goals. • Payroll and Tax Filings The start of a new year brings payroll and tax filings. File your end-of-year payroll tax returns to keep your organization compliant and financially accurate. Distribute 1099s to independent contractors and W-2s to employees so you can file W-2s with the IRS by the January 31st deadline. • ACA and EEO Reporting The EEO-1 reporting process begins on January 1st for employers with over 100 employees and provides the government with a demographic breakdown of an employer’s workforce for enforcement, self-assessment, and research purposes. Employers with over 50 full-time employees must also prepare for ACA reporting. Provide 1095-C forms to employees by March 3rd, and file paper copies of 1094/5-C by February 28th or online by March 31st. • FICA Reporting Employers with Federal Unemployment Tax Act (FUTA) tax liability of more than $500 for the calendar year must deposit at least one payment per quarter. If all taxes were deposited when due, then Form 940 must be filed by February 10th. Otherwise, file form 940 by January 31st. Strategic Recommendations Technology can serve as a compliance ally for 2025. Leverage your HRIS and payroll systems to automate reporting, reduce manual errors, and provide real-time compliance tracking. Use platforms that keep your handbook up to date and make yearly reviews quick and easy. Keep employees in the loop so they remain engaged by clearly communicating deadlines, providing ample resources and support, and explaining the “why” behind reporting requirements to demystify them. Engage employees across departments for comprehensive, accurate data and streamlined reporting. Is your organization ready? Whether you need assistance completing your end-of-year checklist or want help with your 2025 strategy, PuzzleHR has your back. Contact us today to learn how we can help you start 2025 off strong. The clock is ticking. Your 2025 starts now! --- ### The Benefit of Mental Wellness: A New Era in Workplace Wellbeing - **URL:** https://puzzlehr.com/the-benefit-of-mental-wellness-a-new-era-in-workplace-wellbeing/ - **Published:** 2024-12-09 - **Modified:** 2026-03-26 - **Author:** Thirteen05 **Summary:** Learn more about the importance of mental wellness in the workplace. Focusing on the wellbeing of your employees is critical. **Content:** Did You Know? 57% of employees who are unsatisfied with the mental health support provided by their employers are planning to leave their jobs within the next year. Busting the Stigma Mental health has historically been a taboo subject and many workplaces still lack adequate mental health support, meaning those struggling with mental health issues must suffer or seek help in silence. Employees with poor mental health miss four times as much work, are 35% less productive, and struggle 23% more with exercising creativity. Significant strides have been made towards destigmatizing mental health. The 2008 mental health parity law means all insurance companies have to provide mental health coverage, and employees are leading the charge in their workplaces to have open conversations about the effects of stress and burnout. Advocacy, personal stories, and workplace change initiatives help normalize discussing mental wellness in the workplace. Benefits of Embracing Mental Health Initiatives Improved employee well-being leads to increased satisfaction, productivity, retention, and creativity. Over 90% of workers value working at organizations that prioritize and provide support for their overall well-being. Emphasizing the importance of mental health creates a company culture where employees feel safe asking for help. Supporting Employee Mental Health • Work-Life Balance: 95% of employees believe it is important for them to work at organizations that respect their work-life balance. Encourage employees to take breaks, mental health days, vacations, and other necessary time for themselves. Offering these days as part of the employee benefits package and creating a culture that celebrates wellness demonstrates a commitment to employee health. • Access to Services: With EAPs, workshops, partnerships with mental health programs, and a new generation of apps and websites dedicated to mental health, providing employees with accessible mental health resources is easier than ever. Making services readily available allows employees to take mental wellness into their own hands. • Supportive Culture: Start from the ground up and foster a culture that values mental health by training leaders to prioritize their own mental health, recognize the signs of an employee in need, and have open dialogues about employee needs. Encourage leaders to understand what resources are available for employees who may be struggling and let employees lead the conversation about their mental health. Want to provide well-rounded resources for employee well-being? PuzzleHR makes it easy! From benefits pros who can help you select the perfect plan, to Learning and Development experts to teach leaders to handle tough conversations, and partnerships with revolutionary resources like Counslr, we can help integrate mental health into your employee benefits program. Contact us today to learn more!PuzzleHR makes it easy! Contact us today to learn more! --- ### The Future of Leadership Starts Today - **URL:** https://puzzlehr.com/the-future-of-leadership-starts-today/ - **Published:** 2024-12-02 - **Modified:** 2025-08-20 - **Author:** Thirteen05 **Summary:** Learn more about the future of leadership development in this informative blog post. Start developing a new generation of leaders. **Content:** Did You Know? 34% of employees NEVER want to become leaders! Leadership development is only mandatory at 54% of companies, yet many experience leadership gaps as old leaders leave and new leaders are not quite ready to take the reins. Learning to identify and train potential future leaders ensures a robust pipeline of talent prepared to handle any team or challenge. What to Look for in a Leader Communication Skills: Over 40% of workers believe that poor communication causes trust in leadership to erode. Effective leaders are skilled communicators who can use multiple communication channels and styles. Look for team members who deliver clear, concise messages and practice active listening.  Adaptability: These employees are the ones who embrace change. They might be the first to adopt a new company technology or the ones leading the charge on process improvements. 71% of executives say adaptability is the top quality they look for in leaders.  Emotional Intelligence: Emotional intelligence features prominently in 68% of leadership development programs, underscoring its importance. Understanding and managing emotions helps foster better relationships, decision-making, and collaboration.  Development Strategies Mentorship Programs: Mentorship programs that pair emerging leaders with seasoned professionals help train future leaders through personalized guidance and knowledge sharing. Start by identifying potential matches, setting clear objectives, and holding regular meetings.  Training Workshops: Equip potential leaders with essential skills by enrolling them in training workshops. Assess skills gaps and design curriculum around those needs, then identify subject matter experts internally or externally to facilitate learning. Feedback and Evaluation: Checking in with leaders to provide continuous constructive feedback allows leaders to grow as they work and apply new skills as they learn them. Foster a culture of open communication and create regular feedback mechanisms focused on growth, rather than just performance evaluation.  Essential Qualities You’ve identified your future leaders, but what essential skills do they need?  Coaching Skills: Only 10% of employees agree that their leaders effectively coach employees. Coaching skills drive engagement, satisfaction, and retention, as coaching from leaders demonstrates that organizations are invested in developing their employees and supporting their career goals. Change Management: Only 34% of organizational change initiatives succeed, but having well-developed leaders to guide their teams smoothly through change can make the process easier. Leaders should be adept at preparing and supporting teams through change while minimizing resistance.  Delivering Feedback: Just as future leaders must receive feedback to improve in their roles, they must also know how to deliver effective feedback to employees. Robust feedback drives satisfaction, as 80% of employees who receive thoughtful and meaningful feedback are fully engaged. Can you identify which employees are potential leaders? PuzzleHR’s Learning and Development team is ready to help! From our enhanced learning management system to our custom leadership development programs, we have the solution to build your next generation of leadership. Contact us today to learn more!  --- ### Legal Compliance: PuzzleHR's Declassified Open Enrollment Survival Guide - **URL:** https://puzzlehr.com/legal-compliance-puzzlehrs-declassified-open-enrollment-survival-guide/ - **Published:** 2024-11-25 - **Modified:** 2026-03-26 - **Author:** Thirteen05 **Summary:** Learn more about the compliance issues surrounding open enrollment and learn how you can protect your organizations and its employees. **Content:** Did You Know? 50% of employees say that a better understanding of their total rewards would increase their employer loyalty. Open enrollment is around the corner. Employees find themselves tangled among different benefits packages, and employers must manage a variety of compliance considerations. Navigating open enrollment properly helps avoid costly penalties and enhances the overall employee experience. Mandatory Notices and Disclosures With open enrollment comes a set of mandatory notices to disseminate to employees. These may include notices from the company to employees, notices from plan carriers to employees, and federal or state legislative notices. Failure to properly distribute disclosures can lead to legal challenges and employee confusion. A centralized, digital platform can help manage and track notice distribution, ensuring all employees stay informed.  Plan Limits and Thresholds Each year, health and other benefits plans undergo adjustments to their limits and thresholds from the IRS and other agencies. While educating employees on what exactly each plan entails, ensure you discuss limits and thresholds. 401(k)s, HSAs, HDHPs, FSAs, and more are affected. With 79% of Americans worried their workplace benefits will rise in cost, information regarding plan limits is essential for employees looking to make the most of their budget.  Compliance with Key Regulations • ADA, ACA, and ERISA: Benefit plans must be robust with accommodations for disabled employees. Retirement and healthcare plans must remain in compliance with ERISA and ACA standards, respectively. Note that the ACA requires applicable large employers to offer employees an open enrollment period. • FMLA: Employers must clearly outline the leave request process and notify employees of their rights to continued benefits coverage and how to maintain this during leave.  • COBRA: Though not the same as open enrollment, employees must receive timely notice of their right to continue their health care coverage.  • HIPAA: Open enrollment brings a high risk of data theft, as employees are providing personal identifying information and occasionally personal health information. Privacy training and cybersecurity measures ensure data remains protected. Addressing Compliance Issues • Compliance Audits: Conduct comprehensive audits to assess all facets of benefits administration, identify potential vulnerabilities, and rectify them before open enrollment. • Technology Solutions: 70% of employees say online platforms are helpful for open enrollment. Leverage software like AI-based platforms or self-service portals to automate benefits administration while providing analytics to help anticipate future needs.  • Proactive Communication: Clear, comprehensive information must be provided well ahead of the open enrollment period. 8 in 10 workers believe one-on-one conversations help them understand their benefit options. The sooner you start, the easier it will be!  • Staying Informed: Industry newsletters, webinars, and professional HR networks are just some of the ways to stay up-to-date with legislative and trend changes during open enrollment season. Let PuzzleHR guide you through open enrollment to improve your employee retention, satisfaction, and experience! Whether you need an expert to help determine which plan is right for your organization or a pro to support your communication efforts, PuzzleHR’s Managed Benefits Solution solution has you covered!… --- ### Avoiding Pitfalls: PuzzleHR's Declassified Open Enrollment Survival Guide - **URL:** https://puzzlehr.com/avoiding-pitfalls-puzzlehrs-declassified-open-enrollment-survival-guide/ - **Published:** 2024-10-15 - **Modified:** 2026-03-29 - **Author:** Thirteen05 **Summary:** Open Enrollment often highlights how little employees know about the benefits they receive. HRaaS solutions can help simplify this process. **Content:** Did You Know? One in five employees feel they lack a proper understanding of their benefits, yet 44% of employees neglected to consult others before enrolling. Open enrollment season is approaching! Is your organization prepared? This period can significantly impact employee satisfaction and retention. Despite the importance of open enrollment, 90% of organizations experience open enrollment issues that cost them time and money.  Communication Conundrums Employees often feel left in the dark about changes to their benefits offerings or the enrollment process itself. With younger employees entering the workforce, the knowledge gap continues to widen. 30% of Gen Z workers regret the benefit elections they made last year, largely because over half of them report not fully understanding the benefits offered to them. This communication gap often leads to frustration and stress regarding open enrollment. Remedy a lack of communication with a robust, multi-channel strategy. Clearly outline changes and available options, engage employees through a variety of communication channels, and encourage questions using a discussion platform to clarify uncertainties. Speed-Reading Stumbles In opposition to confused Gen Z employees needing clarity on benefits stand seasoned open enrollment veterans. These employees tend to skim through benefits offerings, selecting the same ones each year. On average, employees spend 18 minutes making 17 enrollment decisions, making them likely to miss offerings that better meet their needs or changes that could cause issues with elections.  Encourage employees to take their time during open enrollment. With many employees concerned about inflation causing an increase in the cost of their benefits package, carefully reviewing every option can help employees make the most of the open enrollment season. Tips for Future Success Start Early: Start preparing for open enrollment well in advance, allowing your organization time to address potential issues.  Collect Feedback: Gather feedback from employees and leaders after each open enrollment period to improve processes and strategies. Stay Informed: Keep informed about changes in benefits trends, employee preferences, and healthcare laws. Leverage Technology: Technology, such as self-serve portals and apps, helps streamline the enrollment process. With PuzzleHR’s Managed Benefits Solution, benefits are a breeze! From best practices to communication support and more, our experts help navigate the ins and outs of open enrollment. Contact us today to learn more.    --- ### Just Mail in Your Resume: The Evolution of Job Applications and Attracting Top Talent - **URL:** https://puzzlehr.com/just-mail-in-your-resume-the-evolution-of-job-applications-and-attracting-top-talent/ - **Published:** 2024-10-08 - **Modified:** 2025-08-21 - **Author:** Thirteen05 **Summary:** The process of applying for work has changed drastically over the last thirty years. Partner with PuzzleHR to simplify talent acquisition. **Content:** Did You Know? 45% of employers say their biggest hiring hurdle is attracting enough applicants. Job descriptions serve as the cornerstone of the hiring process, essential tools for attracting top talent. As the application process evolves, adapting your job descriptions to new standards and expectations is crucial for building robust, high-performing teams.  The Evolution of the Job Application Process 30 Years Ago: The Pre-Digital Era From the 1980s to the mid-1990s, job applications predominately lived on paper. Job descriptions lacked detail, requiring brevity due to physical space limitations for newspaper or job board postings.  “Back in the day, if you were looking for a job, you went to the Sunday paper where companies posted Help Wanted ads. The job descriptions were, at most, a sentence or two. Help Wanted: Experienced sales person, base plus commission. Send resume to physical address, attention Personnel department,” says our Gen X correspondent. “Maybe they’d include something like, ‘plus benefits’ or ‘national company.’ If you were lucky, they’d actually put the name of the company. Regardless, you’d type up your resume, take it to a printer to have copies made, write up an envelope, lick a stamp, and hope for the best. Often, you only saw a full job description once you got an interview if the company was legit. In smaller companies, you never got one! Things have changed.” 10 Years Ago: The Rise of Online Applications The internet revolutionized the job application process by the mid-2010s. Resumes and cover letters were submitted via email or through online portals. Job descriptions became more detailed and standardized in the 2000s, emphasizing responsibilities and qualifications, but typically excluding details about salary, benefits, and company culture. “I would say job boards really stated taking off in the early or mid-2000s. I remember submitting my first job applications on Monster Jobs and CareerBuilder. That was the place to apply, but they’re nowhere near as relevant as something like Indeed or LinkedIn today,” says our Millennial correspondent. “Applicant tracking systems also became more popular, probably in the 2010s. That really shaped how people apply for jobs. We started seeing people tailor their resumes to tracking systems with keywords, which people are still doing now. Except they’re putting them in white at the bottom of the page to get around the different AI systems companies use to screen resumes. It’s a similar concept, just evolved.”  Today: The Digital and Mobile Era “Everything is online now. We’re searching for roles on LinkedIn, doing interviews over Zoom, taking AI skills tests, and looking up companies on Glassdoor. The internet forces an emphasis on transparency on both sides,” our Gen Z correspondent reflects.  So, what do the job seekers of 2024 appreciate in their job descriptions? “We see organizations adding information about salaries, benefits, or values, and we like that because it’s honest. Job descriptions are intentional, so when you come across one that’s vague or impersonal, you’re left to draw conclusions about the organization that might discourage you from applying,” notes our… --- ### Great, Not Good: Perspectives on Talent Acquisition and the Hiring Process - **URL:** https://puzzlehr.com/great-not-good-perspectives-on-talent-acquisition-and-the-hiring-process/ - **Published:** 2024-10-01 - **Modified:** 2026-03-30 - **Author:** Thirteen05 **Summary:** Talent acquisition is something that many businesses struggle with. Learn more about hiring best practices in this informative post. **Content:** Did You Know? Of the costs associated with hiring a new employee, about 60% are estimated to be soft costs, the time leaders and managers invest in supporting the HR roles of the hiring costs. The foundation of successful hiring lies in establishing clear, robust requirements. Defining precise needs streamlines the recruitment process and ensures the right candidates are selected, eliminating time wasted sifting through candidates who are good, not great.  Talent Acquisition: The Candidate Perspective 77% of HR professionals report difficulty recruiting for full-time positions over the past year. With 5.2 million Americans seeking jobs in June, understanding the candidate experience is essential for recruitment professionals looking to attract top talent. Lengthy Application Processes: The average hiring process lasts three to six weeks, often consisting of multiple stages of interviews, and sometimes involving a variety of tasks. Candidates may be pursuing multiple time-sensitive opportunities, and long waits can cause candidates and companies alike to miss out on their perfect fit. Finding the ideal candidate takes time, but recruitment software, streamlined processes, and robust requirements shorten the timeline. Lack of Communication: 81% of candidates prefer continuous communication during the hiring process, and 83% of job seekers state that having a clear timeline of the recruitment process would greatly improve their overall experience. While many companies lack the capacity to provide continuous communication with each applicant, setting a clear timeline eases the process on both ends. Establishing Hiring Requirements: Best Practices Establishing robust hiring requirements and practices ensures that talent acquisition professionals can easily find strong candidates and that all applicants have a positive experience with your organization’s TA department, enhancing your reputation with employees and potential talent. Comprehensive Job Analysis: Gather detailed information about the role and identify key responsibilities, necessary qualifications, and expectations. Beyond technical skills, culture fit is key, as 89% of new hires who fail within the first 18 months do so because of culture fit issues. Consider your organization’s values and your team’s personality traits. Skills and Qualifications: Essential vs. Desirable: When hiring, differentiate between skills that are non-negotiable competencies for the job and skills that are additional attributes that enhance a candidate’s potential. 97% of employers value soft skills as much as, or more than, hard skills, so identify essential skills in each subset. Job Descriptions: Comprehensive job descriptions should clearly outline the role’s responsibilities, qualifications, and expectations. Many candidates also appreciate seeing information about the company’s culture, position benefits, or salary ranges to ensure the role they’re applying for matches their needs. Attract top talent with unique job postings—company branding can increase applications between 13 and 21% and postings with videos are viewed 12% more. Training and Resources: 87% of recruiting professionals believe TA has become a more strategic function, meaning updated training may be in order. Talent acquisition professionals also need a robust set of resources, from access to job boards to applicant tracking systems. Though 50% of employers do not use an application tracking software, 78% of companies that use an ATS… --- ### Software Savvy: HR Technology and Its Human Side - **URL:** https://puzzlehr.com/software-savvy-hr-technology-and-its-human-side/ - **Published:** 2024-09-24 - **Modified:** 2026-02-15 - **Author:** Thirteen05 **Summary:** Learn more about the human side of HR tech and how it is vital to driving the success of any HR solution that your organization invests in. **Content:** Did You Know? Only 24% of HR leaders believe they are receiving the full value of the HR technology at their company.  As the role of HR technology evolves from a support function to a critical component in organizational success, HR leaders are tasked with selecting and implementing software that streamlines processes and improves the employee experience. With 48% of organizations set to increase their HR tech budgets in 2024, leaders must ensure that their new technology meets company needs, but also that their company is prepared internally to use new tech to its full capacity.  Considerations when Purchasing HR Tech Step 1: Define your objectives. Decide if you need to improve recruitment, enhance engagement, streamline payroll, all of the above, or something else entirely. Defining objectives helps you select a solution that aligns with strategic goals.  Step 2: Check integration capabilities. New HR software should integrate seamlessly, flow smoothly between platforms, and provide a holistic view of HR operations, working with existing systems to avoid creating data silos and confusion.  Step 3: Discuss scalability needs. Does your organization plan on staying roughly the same size, or will you be growing in the next few years? As your company grows, so will your HR needs, meaning your HR tech must be able to scale with your business, accommodate increased users, and manage increasingly complex processes.  Step 4: Evaluate user-friendliness. With 4 or 5 generations of employees in your workforce, your technology needs to be usable for the most technology-forward and technology-averse employees in your organization. Ease of use significantly impacts technology adoption rates.  Reaping the Benefits of HR Tech Training: Comprehensive training ensures your team is well-versed in new tech. Culture: Encourage a culture that embraces and communicates the benefits of new software. Analytics: Utilize built-in analytic capabilities to gather insights into HR tech usage trends. Improvement: Regularly review your HR software, seek feedback, and identify areas for change. Management: Implementing, optimizing, and managing software may require a dedicated team.  The Human Element Two-thirds of HR leaders believe that their function’s effectiveness will decrease if their organization does not improve HR’s approach to technology. While technology serves as a powerful tool, it requires a human element to drive its success. From training users to requesting feedback for improvements, humans drive HR software.  65% of HR leaders are not confident that their current approach to HR tech helps achieve business objectives. By combining the strengths of software with the unique creative capabilities of humans, organizations create a dynamic and efficient HR environment. Having individuals dedicated to implementing, optimizing, and managing your technology ensures your organization can fully harness any technology you seek to integrate.  Want to make the most out of your HR systems? Whether you need assistance choosing the right software, implementing it within your organization, optimizing it to meet your needs, or managing its internal applications, PuzzleHR has you covered! Our team members are HR tech experts, ready to ensure your transitions are seamless and you have a smooth… --- ### Bridging the Generational Divide: Lessons on Gen Z in the Workplace - **URL:** https://puzzlehr.com/bridging-the-generational-divide-lessons-on-gen-z-in-the-workplace/ - **Published:** 2024-09-17 - **Modified:** 2025-08-21 - **Author:** Thirteen05 **Summary:** Gen Z is becoming a larger part of the workforce. It is important for employers to learn how to manage these new workers. Learn more here. **Content:** Did You Know? The number of Generation Z employees in the workforce is expected to surpass that of Baby Boomers by the end of 2024?  17.1 million members of Generation Z entered the workforce in 2023, a number which keeps rising. Born between 1996 and 2012, Gen Z grew up entirely in the digital age, meaning technology shapes their behaviors, communication styles, and work preferences. With some traits similar to Millennials and some all their own, leaders must navigate the unique characteristics Gen Z brings.  What Makes Gen Z Unique? Tech-Savviness: Due to growing up in a world where technology was accessible and tech skills were often taught in schools, most members of Gen Z are highly digitally fluent. This makes them adept at leveraging technology and adapting to new developments, keeping them on the cutting edge.  Work-Life Balance: With the highest rate of mental health diagnoses or treatment at 55%, it’s no wonder that Gen Z finds work-life balance non-negotiable. 25% of Gen Z employees rank good work-life balance as a top reason they chose their organization. This generation values autonomy and flexibility at work.  Communication Preferences: Stemming from their technology use, specifically texting and online messaging, is Gen Z’s preference for instant, clear, and concise communication. Younger employees may favor email over phone calls or instant messaging over both.  Career Development and Purpose: 86% of Gen Z employees believe a sense of purpose is important to their job satisfaction, yet 70% of Gen Z employees are disengaged at work. This generation seeks meaningful work prioritizing creating change, career development, and continuous learning. Leading Gen Z in the Workplace Flexible Work Environments: Offer flexible work schedules, remote work options, and a high level of autonomy to attract and retain Gen Z talent. Implement policies supporting mental wellness and work-life balance to demonstrate commitment to their well-being.  Feedback and Communication: Engage Gen Z employees by adopting communication platforms that align with their preferences, such as collaborative tools or messaging apps. Provide opportunities for coaching and feedback, like mentorship programs or development plans.    Purpose-Driven Tasks: Highlight your organization’s values and provide opportunities for involvement in social initiatives to resonate with Gen Z employees. Ensure Gen Z employees stay engaged by assigning meaningful tasks rather than busy-work.  Whether your organization needs assistance establishing policies, implementing technology, or creating development plans that best suit the needs of your youngest employees, PuzzleHR has you covered! Contact us today to learn more. --- ### Why Leadership Development is Important in the Workplace - **URL:** https://puzzlehr.com/why-leadership-development-is-important-in-the-workplace/ - **Published:** 2024-09-02 - **Modified:** 2026-03-30 - **Author:** Thirteen05 **Summary:** Discover the importance of leadership development and its impact on overall job performance and organizational outcomes. **Content:** DID YOU KNOW? Leadership training programs can result in a 20% increase in overall job performance and a 25% increase in organizational outcomes? Without leadership development, your organization risks falling victim to a leadership vacuum, decreased engagement, poor decision-making, and stagnation. Leadership development is evolving dynamically into a strategic process that boosts potential leaders’ skills, confidence, and abilities. It’s about fostering and sharpening leadership prowess within an organization’s workforce to drive results. Evolution of Leadership Development 21st Century brought a paradigm shift to leadership development, extending it to employees of all levels and focusing on communication skills, learning, adaptability, and culture development. The speed of technological change, the need for innovation, the rise of remote and diversifying workforces, and the increased importance of emotional intelligence in the workplace drove this shift. The Importance of Leadership Development The importance of leadership development cannot be overstated. It is critical to an organization’s success for several reasons: Succession Planning: 56% of HR professionals say their organization needs a succession plan. Leadership development programs prepare future leaders, ensuring a smooth transition and continuity when senior leaders retire or move on. Employee Engagement and Retention: Employees who trust their organization’s leaders are 4 times more likely to be engaged. Such investments demonstrate that the company values its people and their potential. Enhanced Performance: Good leaders drive performance. They inspire their teams, foster a positive work environment, and effectively manage resources, improving productivity and outcomes. Innovation: Effective leaders foster a culture of innovation, but only 46% of employees believe their organizations promote creative thinking. Leaders must encourage their teams to think creatively, take calculated risks, and continuously improve. The Consequences of Neglecting Leadership Development Neglecting leadership development can have serious consequences: Leadership Vacuum: With a pipeline of developed leaders, organizations may avoid a leadership vacuum when senior leaders leave. Decreased Employee Engagement: Lack of development opportunities can lead to decreased employee engagement and higher turnover rates. Poor Decision Making: Without proper training, leaders may lack the skills necessary to make strategic decisions, manage their teams effectively, and navigate through crises. Stagnation: Organizations can maintain their competitive edge with strong leaders to drive innovation and continuous improvement. Unleash your organization’s full potential with PuzzleHR’s leadership development programs. Our solutions empower your leaders, fostering growth, innovation, and success. Contact us to learn more! --- ### How to Improve Mental Health in the Workplace - **URL:** https://puzzlehr.com/how-to-improve-mental-health-in-the-workplace/ - **Published:** 2024-08-26 - **Modified:** 2025-08-21 - **Author:** Thirteen05 **Summary:** Learn how to improve mental health in the workplace and foster a supportive environment for employees. Break stigmas and prioritize well-being. **Content:** Did you know 73% of workers report that workplace stress affects their relationship with coworkers? As the subject of mental health shifts from whispers to open dialogue, the rise of peer support in the workplace emerges as a powerful catalyst for this transformation. Coworkers gather to break stigmas, foster community, and provide each other with a helping hand.  Mental Health Matters 92% of workers would prefer to work for an organization that values their well-being.  92% of workers believe it is important for employers to provide mental health resources.  55% of workers believe their employer overestimates the wellness of their workplace.  43% of workers worry that discussing mental health concerns with their employer would negatively impact their work experience.  The Power of Peer Support in the Workplace Whether your organization chooses to implement peer support through mentors, support groups, ERGs, or something else, your employees will benefit from connecting.  Empathy Through Shared Experience: Peer support thrives on mutual empathy, allowing employees to receive support in a casual setting from people with similar experiences.  Building a Sense of Community: Knowing your coworkers care about you and understand your experiences fosters a sense of belonging, reduces feelings of isolation, and increases workplace morale. Destigmatizing Mental Health: Open discussions help normalize mental health challenges, allowing employees to seek help without fear of judgment. Facilitating Peer Support to Improve Mental Health in the Workplace Creating a Safe Culture: By cultivating a psychologically safe company culture, organizations make it easier for employees to have tough conversations without worrying about backlash or retaliation. Providing a wide variety of accessible resources shows your organization’s commitment to mental wellness.  Training Leaders: While your leaders don’t need to be trained psychologists, learning about the signs and symptoms of common mental health conditions helps them be more aware of how their team members feel. Awareness is the first step in proactive mental health support.  Encouraging Conversation: Whether it’s doing mental health check-ins during one-on-ones or sending out internal communications about wellness resources, having open conversations about mental health helps bust the stigma.  Aligning with Broader Wellness Programs: Peer support can take many forms. Aligning your peer support initiatives with broader company wellness programs encourages comprehensive well-being. Ensure your team can share, collaborate, and innovate by keeping employees healthy. Learn more about managing employees’ mental health with PuzzleHR. Contact us today. --- ### What to Know About Being an Independent Contractor - **URL:** https://puzzlehr.com/what-to-know-about-being-an-independent-contractor/ - **Published:** 2024-08-19 - **Modified:** 2026-05-01 - **Author:** Thirteen05 **Summary:** Navigating the gig economy? Learn what you need to know about being an independent contractor, including fair pay, benefits, and legal considerations. **Content:** With 36% of Americans participating in the gig economy, your organization is bound to need the services of an independent contractor. As the gig economy transforms the modern workforce, offering unprecedented flexibility and new opportunities, challenges arise regarding fair pay, benefits, and legal considerations. Freelance workers face a variety of concerns that must be addressed by the organizations that hire them. Challenges of the Gig Economy Pay Inconsistencies: Gig workers often face fluctuating income and lack a steady paycheck. Lack of Benefits: Freelancing often means foregoing access or paying for benefits out of pocket. Misclassification: Many workers get classified as independent contractors, reducing protections. Federal and State Legislation Legal frameworks governing gig work vary significantly across different jurisdictions. Federal laws like the FLSA set minimum wage and overtime requirements but do not cover independent contractors, but some states enacted laws to extend benefits and protections to gig workers.  Notable Examples: California’s AB5: Provides guidance to determine whether workers are independent contractors or employees. New York’s Freelance Isn’t Free Act: Defines “freelance worker” and provides protections for independent contractors. Washington’s HB 2076: Provides benefits and protections for rideshare drivers.  Illinois’ Freelance Worker Protection Act: Protects freelance workers with mandatory contracts.  Massachusetts’ and New Jersey’s ABC Tests: Provides guidance for classifying gig workers. Innovations in Providing Benefits to Gig Workers Portable Benefits Some states have enacted legislation to provide independent contractors with portable benefits, giving them access to benefits regardless of their employment status.  Technology-Driven Solutions Tech platforms, like apps designed to help gig workers budget or find insurance plans, are emerging to offer accessible and affordable benefits tailored to freelance workers’ needs.  Collaborative Models Gig workers are also banding together to advocate for their rights and protection, forming guilds and co-ops to ensure they receive benefits and fair treatment. Are you ready to navigate their unique employment situation? PuzzleHR makes it easy, from finding the perfect fit to addressing compliance and benefits. Contact us today to learn more!  --- ### Why Employees Are Quiet Vacationing and How to Fix It - **URL:** https://puzzlehr.com/why-employees-are-quiet-vacationing-and-how-to-fix-it/ - **Published:** 2024-08-12 - **Modified:** 2025-08-21 - **Author:** Thirteen05 **Summary:** Uncover the reasons behind quiet vacationing and the challenges it poses to work-life balance. Find solutions with the help of this blog. **Content:** Did you know that 47% of workers feel guilty if they don’t work on vacation? Quiet vacations, quiet PTO, hushcations, workcations—whatever you call it, employees are struggling to find a healthy work-life balance. 96% of employees prefer to work for companies that prioritize well-being, but an unlimited PTO policy is not enough. Many organizations have noticed an uptick in quiet vacationing or quiet PTO, where employees go on vacation without disconnecting from work. Addressing the underlying issues causing employees to feel unable to disconnect is essential to building a healthy company culture.  Why Quiet Vacationing? Fear of Falling Behind: A primary reason employees resort to quiet PTO is the fear of falling behind in their work. 49% of employees who don’t take their full PTO feel that stepping away from their tasks, even briefly, could result in an unmanageable backlog upon their return. Concerns about Coworkers: 43% of workers who don’t take their full PTO cite concern about their coworkers’ workloads as a reason they feel they can’t take advantage of their time off. Whether they feel that their absence will burden colleagues or that their tasks will be managed inadequately, this lack of trust often stems from poorly designed processes and responsibilities within teams.  Inadequate PTO Culture: With 86% of employees receiving work-related notifications during vacation, it’s no surprise that taking PTO feels challenging. Companies that glorify constant availability, staying connected, and overworking are likely to find themselves with many employees taking quiet PTO.  How to Fix It Promote Clear Policies: Address employees’ fear of falling behind with clear, supportive PTO policies. Communicate the importance of time off and ensure employees are not penalized for taking it. Establish a culture where PTO is viewed as a necessary component of productivity to help employees feel secure in fully disconnecting.  Improve Delegation Practices: Improve delegation and team dynamics by encouraging open communication and clearly defining roles and responsibilities. Provide training on effective delegation and put backup plans into place so employees are assured their workload will be managed. Reinforce PTO Culture: When leaders prioritize their own PTO and demonstrate the benefits of unplugging, it sets a precedent for the organization. Regular reminders, celebrating employees who take time off, and emphasizing the long-term benefits of healthy teams can shift an organization’s mindset.  Don’t let your employees sacrifice their work-life balance! Whether you need a team to manage your payroll so your employees can take time off, want to teach your employees to delegate, or need help instituting PTO policies, PuzzleHR has the solution for you! Contact us today to learn more. --- ### Popular Leadership Styles for the Future of Work - **URL:** https://puzzlehr.com/popular-leadership-styles-for-the-future-of-work/ - **Published:** 2024-08-05 - **Modified:** 2025-08-21 - **Author:** Thirteen05 **Summary:** Discover the power of leadership styles in shaping organizational culture and driving employee engagement. Find your perfect leadership style. **Content:** Did you know only 40% of executives rate the leadership quality in their organization as high? Your leadership impacts everything from employee engagement to workplace culture. Leaders set the tone for an organization and influence team members through their leadership style. Finding the perfect leadership style, or style blend, means identifying what works for you, your team, and your organization.  Transformational Leadership Transformational leaders inspire employees to excel through coaching, motivation, and goal-setting. These leaders focus on facilitating organizational change and collaboration, working closely with their teams to foster an environment that’s innovative, creative, and 50% more efficient. Considerations Risk of Burnout: High expectations and drive for improvement can lead to burnout. Dependency on Leader’s Charisma: Success relies on the leader’s ability to inspire and energize. Implementation Challenges: Rapid innovation can lead to instability and resistance. Transformational leadership is ideal for high-energy, collaboration-forward leaders in dynamic industries like technology or healthcare, where innovation and growth are crucial. Visionary leaders with teams that thrive on challenges and continuous development are well-suited to transformational leadership. Servant Leadership If you put your team before yourself, you might be a servant leader. This leadership style emphasizes the leader’s role as someone there to help and guide employees. Servant leadership prioritizes employees’ needs, focusing on their development and well-being, with employees who feel supported by their leaders being 3.4 times more likely to be engaged at work. Considerations Slower Decision-Making: Consensus-building and prioritizing individual needs can delay decisions. Boundary Issues: Overemphasis on serving can blur professional boundaries. Potential for Exploitation: Teams may take advantage of the leader’s supportive nature. The best servant leaders are humble, high in emotional intelligence, driven to nurture their team’s growth, and can enforce boundaries so as not to get overwhelmed. Organizations that prioritize social responsibility and employee well-being, such as nonprofits and education, benefit from servant leaders.  Adaptive Leadership Adaptive leadership focuses on navigating complex, rapidly changing environments by encouraging flexibility, learning, independence, and responsiveness. Leaders employ this style by facilitating problem-solving and agility on their teams, essential as 89% of executives prioritize adaptability. Considerations Uncertainty Stress: Constant change can create stress and uncertainty among employees. Requires High Skill: Leaders must be highly skilled in change management and strategic thinking. Potential for Disruption: Frequent adjustments can disrupt workflow and stability.  Adaptive leaders must be growth-oriented, persistent, and collected under pressure. In fast-paced, volatile industries like finance or startups, adaptability is essential. Teams that are agile and resilient and leaders who are comfortable with strategic thinking and ambiguity flourish with adaptive leadership. Need to fill skills gaps in your organization’s leadership? PuzzleHR’s Learning and Development solution makes leadership development easier than ever, with our enhanced LMS, live virtual learnings, and custom leadership programs! --- ### How to Successfully Hire Summer Interns - **URL:** https://puzzlehr.com/how-to-successfully-hire-summer-interns/ - **Published:** 2024-07-29 - **Modified:** 2025-08-21 - **Author:** Thirteen05 **Summary:** Discover the benefits of hiring a summer intern. Gain fresh perspectives, foster creativity, and enhance your employer brand. **Content:** Did you know? 80% of employers believe internships are the candidate sourcing strategy with the most return on investment! With summer in full swing, many companies have begun their search for interns to join their ranks. A long-standing staple in the corporate world, internships provide students with hands-on experience in the workplace and give companies help to tackle projects and hear fresh perspectives. Nearly 50% of college students participate in internships, most leading to full-time job offers.  Are Interns Right for Your Organization? Fresh Perspectives: Interns often bring new viewpoints and innovative ideas, fostering creativity.  Skill Development: Mentoring interns helps existing employees develop coaching skills.  Enhanced Employer Brand: A well-run internship program can enhance a company’s reputation.  Time Investment: Onboarding and training require significant time and effort from employees Limited Experience: Interns have less experience, which might result in a learning curve.  Short-Term Commitment: High turnover rates necessitate continuous talent acquisition efforts.  Creating the Ideal Intern Experience Onboarding: Like all employment experiences, effective internship programs begin with comprehensive, structured onboarding processes. Interns should undergo the same robust onboarding process your full-time employees go through.  Expectations: With research finding that between 33 and 38% of internships are low quality, setting clear expectations and goals is essential. Provide regular check-ins for feedback and adjustment to ensure interns remain on track.  Assignments: Interns should receive meaningful, engaging tasks to help them develop relevant skills. Involvement in real projects, rather than busy work, fosters a sense of contribution and belonging.  Development: Training sessions, workshops, and learning resources help interns build their skill sets. Investing in their development shows an interest in their growth and career, bolstering the relationship.  Culture: Over 75% of employees who accepted job offers from their internship are still employed with the company one year later, so ensure that interns feel welcome and included on their teams to increase long-term retention.  Feedback: From mentors to evaluations, providing interns with opportunities to receive feedback and coaching helps them develop their skills, feel connected to the organization, and offer valuable insights into their career potential. Need help finding the perfect summer intern? PuzzleHR’s Talent Acquisition solution can help! From writing job descriptions to screening candidates, we handle it all so your interns can dive in headfirst. Contact us today to learn more!  --- ### Navigating the Digital Frontier: 2024 Cybersecurity Trends & Threats - **URL:** https://puzzlehr.com/2024-cybersecurity-trends-and-threats/ - **Published:** 2024-07-08 - **Modified:** 2025-02-26 - **Author:** Thirteen05 **Summary:** Prepare your organization for the cybersecurity challenges of 2024. Learn about the emerging trends and threats that require proactive defense strategies. **Content:** Did you know organizations lose 1.3 million in the average data breach and 5.13 million in the average ransomware attack? If you were one of the over 500 million Facebook users whose personal information leaked in a 2021 data breach, you understand the importance of cybersecurity. As cyber threats increase in complexity and frequency, leaders must proactively address potential vulnerabilities. Recent Trends in Cybersecurity* Data breaches increased 72% from 2021 to 2023. 35% of malware is delivered via email. 94% of organizations have experienced email security incidents. In 2022, business email compromises accounted for $2.7 billion in losses. On average, it costs an organization $1.58 million to detect and solve a data breach. AI-Driven Security AI and machine learning-powered cybersecurity systems provide proactive defense by analyzing patterns in historical data and current trends to anticipate future threats. Staying proactive allows companies to mitigate potential risks before they escalate. Zero Trust Cyber Security The principle of “never trust, always verify” continues to gain popularity as a foundational aspect of cybersecurity protocols. Ensuring continuous verification of all users within a network minimizes the risk of insider threats and errors. BYOD and Remote Work While Bring Your Own Device and remote work policies enhance flexibility, they also introduce new vulnerabilities into corporate networks. From connecting to public Wi-Fi to data leaks, organizations must prepare for these threats through comprehensive policies and sophisticated security measures. Cybersecurity and Business Strategy Leaders recognize the necessity of integrating cybersecurity into their strategic planning and employee training. Ensuring that cybersecurity measures are aligned with organizational goals promotes resilience and sustainability. Be proactive in addressing your organization’s cybersecurity strategies with PuzzleHR! Our HR and tech experts have the skills to keep you secure! Contact us today to learn more! --- ### HR Technology Trends in 2024 - **URL:** https://puzzlehr.com/hr-technology-trends-2024/ - **Published:** 2024-07-02 - **Modified:** 2025-02-26 - **Author:** Thirteen05 **Summary:** Stay ahead of the game with the latest HR technology trends. See how the latest HR tech can streamline operations and empower decision-making. **Content:** Did you know 89% of HR leaders plan to increase or maintain their technology budgets for 2024? Technology infiltrates every aspect of our lives, and the HR function is no exception. Rapid evolutions in HR technology continue to transform the workplace, offering opportunities to streamline operations, enhance engagement, and drive strategic decision-making. The advantages of HR technology extend beyond task automation. Such systems provide insight into employee performance, retention rates, engagement levels, and more, empowering leaders to make data-driven decisions. HR tech improves the overall employee experience, providing resources, simplifying onboarding, and improving training to boost productivity and satisfaction. 2024 HR Tech Trends Implementing AI: Generative AI moves out of the experimentation phase and AI-powered tools continue to fine-tune their platforms with 61% of CHROs planning to invest in AI in 2024. With this increase in technology comes responsible AI, practices encouraging ethical, compliant use of AI in the workplace. Enhancing Employee Experience: Employee experience proves to be a critical concern in 2024, with 66% of technology decision-makers planning to increase investment in employee experience or HR technologies designed to improve efficiencies. Comprehensive HR: 29% of HR leaders identify integrated HR service management platforms as pieces of software that drive the most impact on their organizations. HR knowledge bases, core HR management software, and virtual assistants serve as essential tools for streamlining day-to-day operations. Employee Analytics: HR leaders increasingly leverage analytic technologies to predict talent trends, identify skills gaps, gain insights into employee performance, and target employee engagement. 65% of employees in organizations with a culture that values people analytics report that their companies outperform competitors. Top 10 Tips for HR Technology Align tools with organizational goals. Prioritize tools that are accessible, easy to use, and mobile-friendly. Develop a change management and implementation strategy for new tools. Establish clear expectations surrounding HR technology use. Ensure data privacy through robust systems and cybersecurity training. Integrate data from all systems for holistic insights. Use HR technology to automate routine tasks and compliance processes. Leverage predictive analytics for strategic planning and data-driven decisions. Use HR technology to personalize the employee experience. Provide employees with self-service HR tech options. Stay on the cutting edge with PuzzleHR! Whether you need assistance determining which tool is right for you or building a robust change management strategy to implement a new resource, PuzzleHR can help your HR tech program thrive! Contact us today to learn more. --- ### How to Create a Successful Mentorship Program at Work - **URL:** https://puzzlehr.com/how-to-create-a-successful-mentorship-program-at-work/ - **Published:** 2024-06-26 - **Modified:** 2026-04-11 - **Author:** Thirteen05 **Summary:** Learn how to create a mentorship program at work that boosts engagement, increases profitability, and improves employee retention. **Content:** Did you know only 40% of employees report having a mentor at their job? Collaboration, guidance, support—the benefits provided by a mentor are invaluable in the workplace. Mentors nurture talent, enhance skill development, foster strong relationships, and provide perspective to their mentees. The Value of Mentorship Employee Retention: 94% of employees report being willing to stay at companies longer if they invest in career development with an emphasis on mentorship. Mentorship programs demonstrate a commitment to employee growth and provide employees with someone to guide them on their career path. Leadership Development: Mentors facilitate the development of essential professional skills and leadership capabilities in their mentees. 75% of executives credit their success to learning and growth from their mentors. Increase Profitability: Mentoring increases engagement, job satisfaction, and productivity. 70% of businesses report increased productivity due to mentorship programs and 50% believe these programs positively impacted their bottom line. Boost Engagement: 90% of employees with mentors are happy at work. Due to the demonstrated investment in employee development, employees in mentorship programs tend to feel more engaged, productive, and satisfied in their roles. Mentor Program Dos and Don’ts DO: Set Clear Objectives: Without specific goals, mentorship programs can lack direction, diminishing their effectiveness for both mentors and mentees. Setting clear, achievable goals gives participants guidelines to work within and objectives to work toward. Provide Sufficient Training: Mentors don’t automatically know how to be mentors. Provide them training on topics such as coaching, providing feedback, effective communication, and other soft skills to ensure they are prepared for their new roles. Pick Experienced Mentors: Mentors should be selected based on their experience in the role, allowing them to pass on the knowledge they’ve learned over their time in the workplace. DON’T: Mismatch Pairings: While opposites may attract, the best mentor-mentee pairings are between individuals who have similar roles and compatible personalities. Mismatches diminish the effectiveness of the program due to a lack of alignment regarding duties and goals. Fail to Monitor Progress: Monitoring the progress of your mentees through check-ins and goal setting ensures that participants receive the tangible positive outcomes of the program. Forget Feedback: Your mentorship program participants can provide first-hand feedback about the program, so be sure to solicit constructive criticism from those best equipped to provide it. Curious about how a mentorship program could benefit your organization? Contact PuzzleHR to learn how we can help guide your current and future leaders to their full potential. --- ### How to Promote Employee Wellness and Work-Life Balance - **URL:** https://puzzlehr.com/how-to-promote-employee-wellness-and-work-life-balance/ - **Published:** 2024-06-19 - **Modified:** 2025-03-21 - **Author:** Thirteen05 **Summary:** Discover the importance of employee wellness and work-life balance in today's workplace. Learn how to find balance in the work place. **Content:** Did you know only 35% of employees report that their organization’s culture encourages taking breaks? Across all generations, work-life balance is the second-most prioritized and committed to company initiative. As the quest for balance between the personal and professional becomes critical, the emphasis on work-life balance shifts from a mere perk to a strategic imperative. Employee Wellness and Work-Life Balance 37% of workers would consider quitting their jobs if their employer asked them to spend more time in the office. 95% of employees would rather work at an organization that respects boundaries between work and personal time. 96% of job seekers prefer companies that clearly prioritize employee wellness. 92% of workers would prefer to work for an organization that values their emotional and psychological well-being. 25% of employees say they are unlikely to stay at companies that do not prioritize well-being. 50% of employees say their motivation would be negatively affected at a company that does not prioritize wellness. Cultivating a Positive PTO Culture PTO, often regarded as the singular solution to work-life balance issues, poses its own unique problems. Many employees fear that using PTO will stunt their career progression, result in an overwhelming amount of work on their return, create the perception that they are not dedicated to their work, or negatively affect the workloads of colleagues. To combat this, shift your organizational culture to openly encourage PTO usage. Leaders should lead by example, praise team members for using PTO, and balance their workload fairly among team members to ensure no one becomes overwhelmed. Flexible Scheduling Options By now, many companies have determined whether remote work is right for them, but remote work is not the only option for a balanced schedule. Employees highly value flexible scheduling, and companies report benefits such as making it easier to attract top talent and increasing employee productivity, loyalty, and retention. Organizations can integrate strategies like flexible hours, compressed workweeks, or core hours to allow employees more autonomy. Setting Clear Boundaries Remote work makes it easy to blur the lines between personal and professional time, and the technology’s ubiquity makes it difficult to truly disconnect, especially from work. Establishing guidelines about email and communication outside of working hours helps employees set boundaries between work and nonwork time. Leaders should serve as role models, exemplifying work-life balance by respecting boundaries and creating their own. Establish a company culture that prioritizes wellness with PuzzleHR’s Managed HR solution! Our experts have the resources to ensure your team can strike the perfect balance between personal and professional. Contact us today to learn more! --- ### HR Learning & Development Landscape In 2024 - **URL:** https://puzzlehr.com/2024-learning-and-development-landscape-in-hr/ - **Published:** 2024-05-31 - **Modified:** 2025-03-21 - **Author:** Thirteen05 **Summary:** Find out how AI, emotional intelligence, and data analytics are transforming training and employee performance. **Content:** The 2024 Learning And Development Landscape In HR The learning and development (L&D) landscape underwent a drastic paradigm shift in the past few years. With new technologies and an increased demand for L&D, organizations are tasked with adapting to meet the needs of a changing workforce. AI and Emotional Intelligence While AI is a valuable tool for streamlining processes and increasing efficiency, emotional intelligence remains essential, with emotionally intelligent workforces experiencing up to 400% higher retention rates. Determine what functions require soft skills and provide training that emphasizes empathy, communication, and collaboration. Data-Driven Learning Strategies As organizations increasingly look to data to assist in decision-making, learning and development teams use data to shift towards a more objective, results-oriented approach. Analytics can help identify areas of strength, skills gaps, and future learning needs. Data insights help inform decisions around career pathing and tailor development programs to meet specific company needs. Personalized Learning 80% of employees predict personalized learning will be more important than ever in 2024. Enhanced learning management systems offer a variety of solutions, like individual learning paths and custom training. Data-driven learning strategies inform personalized learning by identifying learning needs. Holistic Learning Programs Employees’ concerns about wellness continue into 2024, with 68% of employees believing in the importance of training focused on their overall well-being. Supporting employee wellness is essential for preventing burnout, increasing retention, and ensuring productivity. Integrate topics like mental health, mindfulness, professional development, and more into training programs for a holistic approach. Training for Technology As organizations integrate artificial intelligence and other new technologies, they must ensure their workforces are well-trained on the necessary technology. 63% of organizations predict employees will need new skills to work efficiently with AI in their daily roles. Ensure your team has the skills they need with robust technology training programs. Overall, organizations must adapt their learning and development programs to meet the needs of a changing workforce. Data-driven strategies, AI training, personalized learning and holistic learning will all take center stage in the 2024 learning landscape. Want to train your team and make sure it sticks? From our enhanced LMS to our custom learning programs, PuzzleHR has the ideal L&D solution for your organization. Contact us today to learn more! --- ### Mentorship for Women in the Workplace - **URL:** https://puzzlehr.com/mentorship-for-women-in-the-workplace/ - **Published:** 2024-05-23 - **Modified:** 2025-03-21 - **Author:** Thirteen05 **Summary:** Empower women in business through mentorship. Discover the impact of mentorship programs on career advancement and leadership development for women. **Content:** A Good Mentor is Hard to Find: Mentorship for Women in the Workplace While the movement toward advancing women in business continues to progress, women remain underrepresented in leadership. According to Gallup research, 45% of women aspire to a CEO or senior management role, but only account for 23% of senior leadership roles. As a result, women participate less in mentorship programs, as 71% of executives choose to mentor someone of the same gender.  “A mentor can almost feel like a career magician, shaping a path forward in an instant. They boost your confidence, share their expertise, and offer that essential encouragement when you need it most.” —Heidi Hernandez, Facilitator of Learning at PuzzleHR Mentorship is invaluable to future leaders. Among businesswomen who had a mentor, 71% reported that their mentor was influential in their career advancement. Women with mentors are promoted five times more often than women without mentors, and mentorship programs increase promotions and retention between 15 and 38%.  Providing everyone in your organization with equal access to opportunities and cultivating a supportive network through a robust mentorship program paves the way for the women in your organization to thrive in their roles and progress in their careers. Ultimately, this results in increased engagement, collaboration, and innovation.  A robust mentorship program begins with setting clear objectives and goals and identifying the purpose of the mentorship program. This will help in developing a framework, creating a matching process to facilitate strong relationships, and identifying training and resources for the participants.  Of course, mentorship programs need good mentors, those who recognize their mentee’s potential, illustrate the path to leadership, provide emotional support, and share experiences from triumphs to failures. Heidi Hernandez, Facilitator of Learning at PuzzleHR, knows this better than anyone. Her understanding of how powerful a mentor-mentee relationship can be drove the creation of our internal mentorship program, designed to forge strong bonds and create better leaders.  Hernandez says, “Watching our internal Mentor program at PuzzleHR move from an idea into a game-changing program has been an incredible journey. A mentor can almost feel like a career magician, shaping a path forward in an instant. They boost your confidence, share their expertise, and offer that essential encouragement when you need it most.”  “It’s someone standing beside you when you’re at your most insecure moment saying, ‘You got this, I wouldn’t have done it any differently,’” says Hernandez. “It’s wonderful to have such encouragement and wisdom along your professional journey.” Mentors guide their mentees, helping them navigate the complexities of professional growth and development, offering wisdom, empathy, and insight. According to Hernandez, mentorship programs have as much benefit for mentors as their mentees. “Collaborating closely with someone who generously shares their time and talents has such an impact in the eyes of a mentee. For a mentor, there’s no greater joy than dedicating their time and skills to guide others towards success.”  Mentorship programs guide newer employees to fulfill their potential while giving mentors a chance to pass down their… --- ### Improve Employee Engagement with Artificial Intelligence in the Workplace - **URL:** https://puzzlehr.com/improve-employee-engagement-with-workplace-ai/ - **Published:** 2024-05-15 - **Modified:** 2024-05-15 - **Author:** Thirteen05 **Summary:** Discover how to improve employee engagement and boost productivity by leveraging artificial intelligence in the workplace. **Content:** Enhance Engagement with Advanced Automation: AI for the Employee Experience Did you know disengaged employees cost about $1.9 trillion in lost productivity? Two-thirds of your workforce is disengaged. Despite the best efforts of leaders across the country, the employee engagement crisis continues to impact productivity, innovation, collaboration, and profits. Employees cite three major areas in which their organizations are lacking: a sense of purpose, appreciation, and development opportunities. As technology advances, AI poses various solutions.  Instilling Purpose 70% of employees feel their sense of purpose is defined by their work, but many feel they are not living their purpose in their daily work. Workers want to know how their efforts contribute to their organization’s larger mission. Employees at all levels who feel their purpose is fulfilled by their work have higher engagement, retention, and satisfaction. AI-powered tools analyze vast amounts of data, identifying patterns and insights that help leaders understand employees’ passions and skills. These insights allow leaders to assign tasks suited to each employee’s unique skills, linking their interests with the organization’s goals to boost employees’ drive and sense of purpose. A targeted approach shows employees the value of their individual contributions to foster a deeper connection with the organization.  Reimagining Recognition 66% of employees are likely to leave their jobs due to a lack of appreciation as many organizations struggle to move recognition programs beyond simple rewards or shout-outs. Meaningful recognition celebrates each employee for their individuality, accomplishments, and potential, driving both immediate appreciation and future participation.  With AI, companies leverage real-time analysis of employee contributions for immediate acknowledgment, personalized recognition, and real-time rewards. The feedback loop created by these programs is quicker, more personalized, and more efficient, allowing employees to feel celebrated for the individuality of their accomplishments. Fostering Development 91% of workers believe companies should provide continuous learning, but only 47% receive these opportunities. A workplace lacking clear paths for professional growth often encounters high turnover and low engagement, while workplaces high in development opportunities see increased collaboration, innovation, and performance.  AI provides learning and development programs with myriad solutions. From AI-enabled platforms that analyze performance and assign relevant development opportunities to AI tools making learning more accessible through gamification or microlearning, learning technology continues to advance toward enhancing engagement. Start Improving Your Employee Engagement Don’t get caught in the engagement crisis!  From employee development to HR technology, PuzzleHR boosts engagement through our suite of custom HR solutions.  Contact us today to learn more! --- ### The Art of Acknowledgment: Workplace Recognition Dos and Don’ts - **URL:** https://puzzlehr.com/the-art-of-acknowledgment-workplace-recognition-dos-and-donts/ - **Published:** 2024-03-04 - **Modified:** 2024-09-13 - **Author:** Thirteen05 **Summary:** Employee recognition is an important part of talent management and HR efforts. Learn more about how to use recognition in the workplace here. **Content:** The Art of Acknowledgment: Workplace Recognition Dos and Don’ts Thankfulness in the workplace is a year-round endeavor assisted by a robust recognition program. Studies find that employees at organizations with solid rewards programs are more likely to connect with company culture, engage with their work, and know what is expected of them in their roles. Why Focus on Rewards and Recognition in the Workplace? Employees who feel that recognition is essential to their organization are almost 4 times more likely to feel connected to their company culture. Employees who receive recognition are 20 times more likely to be engaged than those who don’t. Employees who believe their organization’s recognition program promotes company values are 4.9 times more likely to believe they know what is expected of them at work. What are the Do’s and Don’t’s of Workplace Recognition? Do Make Recognition Attainable: A successful rewards program makes recognition attainable for all employees. Ensure you set clear and achievable goals that reflect the responsibilities of each role. Doing so creates an environment where everyone can be recognized for their efforts. Don’t Reward Basic Job Fulfillment: While it’s important to acknowledge good work, be cautious about rewarding behavior that’s expected as part of an employee’s job duties. Instead, focus on recognizing exceptional performance and behaviors that go above and beyond. Do Reinforce Core Values: Your rewards program should align with and reinforce your company’s core values. Rewarding those who embody company values strengthens company culture and encourages employees to embody these values daily. Don’t Use One-Size-Fits-All Approach: Some employees appreciate public recognition, while others prefer a private note of thanks. Some might value extra time off, while others prefer a gift card. Get to know your employees and tailor your rewards to their preferences. Do Give Timely Recognition: Recognition is most effective when it’s given promptly. When an employee does something praiseworthy, don’t wait for an annual review to acknowledge it. Immediate recognition reinforces positive behavior and shows employees that their efforts are noticed and appreciated. Don’t Overlook Non-Monetary Rewards: A heartfelt thank you, a handwritten note, or a shout-out in a team meeting can be as meaningful as a bonus. Such gestures may have a more significant impact because they feel more personal and sincere.   Did You Know? Only 14% of employees believe their standard performance reviews help them improve. Motivate your employees, reduce turnover, and boost your bottom line with a robust rewards program! Puzzle’s HR experts have the resources you need to help your team succeed. Motivate your employees, reduce turnover, and boost your bottom line with a robust rewards program! Puzzle’s HR experts have the resources you need to help your team succeed. Contact us today to learn more! --- ### Dynamic Data's Role in Organizational Management - **URL:** https://puzzlehr.com/dynamic-data-and-organizational-management/ - **Published:** 2024-03-04 - **Modified:** 2024-03-04 - **Author:** Thirteen05 **Summary:** Discover what dynamic data is and learn more about its role in organizational management in this guide from the HR experts at PuzzleHR. **Content:** Dynamic Data: Metrics, Surveys, and Benchmarking Executive Summary  Metrics, surveys, and benchmarking all have essential roles in organizational management. It is vital to know when to use which tactic. Leaders should use relevant metrics, conduct regular surveys, and use industry-specific benchmarks. Leaders should avoid collecting too much data, ignoring survey results, and misusing benchmarks. The PuzzleHR team provides expertise in metrics and benchmarking, opportunities to develop your metrics and benchmarking skills with our learning programs, and a proprietary Index survey to evaluate employee engagement. With PuzzleHR, you can avoid data overload, make informed decisions, and create a workplace that values employee feedback. Contact us today to learn more! Leaders are tasked with keeping their finger on the pulse of their organization’s health, considering factors from training costs to employee experience to industry comparisons. Knowing when and how to use metrics, surveys, and benchmarking is crucial. Metrics: A set of quantifiable measures used to assess the efficiency of HR operations, such as turnover rate, training costs, and employee engagement levels. Surveys: Tools used to gather data directly from employees about their work experience, including workplace culture, development opportunities, and job satisfaction. Benchmarking: The process of comparing your organization’s performance metrics to industry standards or best practices to identify gaps, set goals, and measure progress over time. What is Organizational Management? Proper organization management is critical to achieving your business’s goals, but what exactly is it? In short, organizational management is the process of planning, structuring and managing both the resources and the employees of an organization with the overall goal of achieving the organization’s objectives. With proper organizational management, your company can make informed decisions and provide resolutions to issues in an effective and beneficial manner. Do: Use Relevant Metrics: Not all metrics are created equal. Identifying and tracking those that align with your business goals is essential. For example, track turnover rate and exit interview data if talent retention is a priority. Conduct Regular Surveys: Regular employee surveys show that you value feedback. Acting on the feedback you receive is vital for fostering trust and a collaborative work environment.  Use Industry-Specific Benchmarks: While benchmarking, ensure you compare your metrics with companies in the same industry and similar size. Comparing similar organizations provides a more accurate picture of your standing.   Don’t: Collect Too Much Data: While metrics provide valuable insights, you can get overloaded with too much data. Focus on key metrics that align with your strategic goals. Ignore Survey Results: Not acting on survey results can decrease trust and engagement. Ensure you communicate action plans based on survey results to your employees. Misuse Benchmarks: Benchmarks are meant to guide strategy, not dictate it. They should inform decision-making, not replace it. Did You Know… 83% of employees want to share their opinions with their organization, with the need for organizational action on feedback being the most essential element of a feedback program. The PuzzleHR team provides expertise in metrics and benchmarking, opportunities to develop your metrics and benchmarking skills with our… --- ### Bridge the Gap: Essential Skills for 2024 - **URL:** https://puzzlehr.com/bridge-the-gap-essntial-skills-for-2024/ - **Published:** 2024-03-04 - **Modified:** 2024-03-04 - **Author:** Cleotia Morrow **Summary:** Find out how your organization can overcome the skills gap in 2024. **Content:** Bridge the Gap: Essential Skills for 2024 Did you know that 87% of organizations have a skills gap or will have one within the next few years? The business world experienced drastic shifts in the past five years, from AI to remote work and beyond. In this era of technological advancement and work paradigms, previously essential skills are insufficient. A new set of competencies emerged, creating a skills gap that hinders growth and productivity if not addressed. The Rise of Technical and Soft Skills With technological advancement comes a demand for technical prowess. Employers are looking for candidates with skills like data literacy and technological adaptability. Employees must be able to navigate the technologies necessary for their roles, extract meaningful insights from data, and adapt swiftly to new digital tools. Experts identify generative AI, data, cloud computing, machine learning, and cybersecurity as essential skills for 2024. Yet, amidst the digital workplace revolution, soft skills prove essential for the human side of business. Emotional intelligence and communication are crucial with the rise of remote and hybrid work models, as employees must effectively communicate across various platforms and channels. Adaptability is another asset in a workforce marked by constant change. Adaptability, emotional intelligence, and strong communication are essential at all levels, but leaders are tasked with mastering an additional set of skills. Self-awareness, a growth mindset, and empathy are crucial for human-first leadership. With 2024 ramping up to be another year of change and development, 73%of employees report elevated stress levels associated with organizational change. Leaders must excel in change management, guiding their teams through sources of potential stress with analytical skills, cross-functional collaboration, and strategic thinking. Common Skills Gaps: The Challenges Companies Face: Communication: 55%of employers report struggling to find candidates with effective communication skills. Communication continues to become more complex, with companies and individuals balancing digital and face-to-face communication. Critical Thinking: Nearly 2/3%of organizations struggle to find candidates with strong critical thinking skills. Employees must be able to analyze complex issues, make informed decisions, and develop innovative solutions. Data Literacy: 70% of employees are predicted to work heavily with data by 2025, but only 40%of employees are satisfied with the data skills training their organization offers. With organizations using data to drive decision-making, employees must be trained on how to interpret and utilize this data. Technology: 65% of hiring managers report difficulty finding qualified digital talent, and 81%of managing directors believe a lack of digital skills negatively impacts their organization. The pace of technological advancement often outstrips the rate of skills acquisition, meaning employees need additional training to stay ahead. Addressing Gaps in Your Organization Conduct a Skills Audit: Regular audits provide a clear picture of your team’s capabilities and areas for improvement. Assess employee skills and compare them to what your business needs to achieve current and future goals. Invest in Training and Development: Training programs tailored to address your organization’s skills gaps significantly improve workforce competency levels. Training courses and live sessions are essential for helping employees acquire… --- ### Top 5 HR Trends Emerging in 2024 - **URL:** https://puzzlehr.com/top-5-hr-trends-in-2024/ - **Published:** 2024-02-01 - **Modified:** 2024-02-01 - **Author:** Thirteen05 **Summary:** Discover the most popular trends in HR this year and learn how our Managed HR services can help you grow your company quickly and easily. **Content:** HR Horizons: Top 5 HR Trends Emerging in 2024 If you’re reading this, you made it through the first month of 2024! But the question remains—is your Human Resources department keeping pace with the rapid changes unfolding in this transformative era? Staying ahead of the curve by identifying and adapting to emerging trends in HR is not just a survival tactic; it is a strategic move that can catalyze growth and innovation in your organization. Through our custom Managed HR solutions, PuzzleHR’s experts keep your organization on the cutting-edge of human resource management by monitoring and adapting to current trends. AI and HR Automation Technology AI and HR tech platforms continue to evolve, offering new capabilities that improve employee experience, such as automating repetitive tasks and streamlining human resource management processes. These technologies enable HR leaders to make decisions, design strategies, and interact effectively with employees. With new technology comes concerns, as 52% of Americans are more concerned than excited about AI, meaning HR leaders must ensure employees feel capable of using new tools efficiently and safely. Labor Relations The past few years in human resource management have seen increased labor actions, with many calling 2023 the Year of Strikes. Employees are becoming more vocal about their rights, looking for workplaces that prioritize their development and well-being. In 2024, leaders should proactively address employee concerns, improve the employee experience, and foster strong relationships between management and staff. Welcoming the Next Generation The next generation of workers is already here, with Millennials poised to be the dominant generation in the workforce and Gen Z catching up as they begin to outnumber Boomers. As younger generations push HR leaders to rethink traditional processes and leadership styles, organizations will need to create supportive, people-first cultures.  Prioritizing Data Privacy Over 1/3 of U.S. adults report being online nearly constantly, but 72% of Americans express high concern about their online privacy. From AI to human resource management software and beyond, leaders are integrating more technology into their organizations. While technology boosts efficiency and helps leaders leverage data for strategic decision-making, leaders must ensure they protect sensitive employee and organizational information. A Focus on Skills and Learning Employees want jobs to prioritize their growth and development, with 41% willing to leave for another job if their organization does not provide them with training opportunities. Job roles change, technology evolves, and new skills become essential. The HR development of 2024 focuses on development opportunities for employees and fostering a culture of learning. With PuzzleHR’s Learning and Development solution, you can ensure your team members receive essential training while fostering a learning-focused culture.  As we kick off 2024, leaders and employees should prepare for a year of changes and cultural shifts. At PuzzleHR, we stay abreast of current human resource management trends so you can focus on running your business. Contact us today to learn more about how our team of HR experts can keep your organization efficient, compliant, and relevant! --- ### Building a Diverse, Equitable, and Inclusive Leadership Team with Managed HR Companies - **URL:** https://puzzlehr.com/building-a-team-with-managed-hr/ - **Published:** 2024-01-05 - **Modified:** 2026-02-23 - **Author:** Thirteen05 **Summary:** Managed HR services can help your business effectively build a diverse team with differing perspectives and skill sets. **Content:** Fostering Workplace Diversity with PuzzleHR's Expertise Creating a more diverse, equitable and inclusive workplace can result in faster and more efficient problem solving, innovation and improved financial performance that goes directly to your company’s bottom line. By developing and then implementing a strong diversity program within your company, you not only gain access to the different viewpoints, along with the life and work experiences of ethnic minorities, women, seniors, and LGBTQ staff members, but you also add constructive elements to your current company culture, resulting in all your employees feeling positively valued, respected, and heard. Workplace diversity encourages employees to feel loyal to their company. It gives them a sense of belonging, pride, and self-confidence. It impacts their work ethic, their engagement and collaboration with co-workers and peers, and it ultimately decreases costly employee turnover. When employees feel totally comfortable at their job, and when they can fully express who they are, their past accomplishments, their world perspectives and their unique cultural backgrounds are brought to the table and integrated into the daily workplace. When employees who are different from their colleagues are encouraged—and allowed–to flourish, your company can only benefit from their creative solutions, inherent skills and daily engagement Leadership for Change: Cultivating an Inclusive Mindset with PuzzleHR At PuzzleHR, we provide a variety of human resource management services to companies across the country. Our expertise is unparalleled in helping businesses of all sizes harness the power of Human Resources to positively drive results.   From high level strategies to tactical execution, from diversity, equality, and inclusion programs to managed payroll and benefits, our team of professional HR executives has the skillset and experience to identify and then expertly handle each piece of the HR puzzle. Our Managed HR programs fully support diversity, equality and inclusion in the companies we work with.  We understand and believe unequivocally, that a diverse workforce makes a huge difference to the success of a business and we practice what we preach. Management must lead by example. Diversity cannot work if your company leaders are not onboard or if they are not themselves staffed with a diverse group of people. It’s not something that can happen overnight. Cultivating an inclusive mindset in your company’s leadership team is the most important first step to take.  Our experienced PuzzleHR professionals can help your business improve its diversity “footprint” by creating the proper attitude in your management staff and department heads. So, what steps can your company leadership take to create, implement, or revamp and update your company culture and diversity recruitment process? How can you attract more diverse job seekers and keep current employees satisfied? Well, first your company executives must understand the benefits of diversity.  We’ll walk them through program details, and make sure that they are thoroughly schooled in the positive aspects of diversity in the workplace. Our PuzzleHR specialists are experienced in teaching all the various skills necessary to help you implement a diversity, equality, and inclusion program. By training your leaders, we will… --- ### Elevating Employee Experience with Managed Benefits - **URL:** https://puzzlehr.com/elevating-employee-managed-benefits/ - **Published:** 2024-01-05 - **Modified:** 2026-02-15 - **Author:** Thirteen05 **Summary:** Managing employee benefits on your own can be a challenge. HRaaS makes it easier to deliver world-class benefits to your team. **Content:** Maximize Your Workforce Efficiency with PuzzleHR's Managed HR and Benefits Services Effective human resource management has many benefits.  By outsourcing your strategic HR department and the processes and systems within, you can provide a proactive approach to payroll, insurance, health benefits, and other time-consuming employee benefits that may not be in your area of expertise or experience. Or that just takes up too much time. At PuzzleHR, we offer companies in many different industries across the country a wealth of human resource management services.  And because we focus on all aspects of HR, we offer you the ability to outsource just a few or an entire package of services to help you save time and money.  PuzzleHR can build strategies to boost productivity and reduce overhead. We can help you set company goals, track achievements, and show you how to motivate and reward your staff.  Our Managed HR value proposition lies in our ability to create programs that boost morale, increase efficiency, and automate recurring systems as much as possible. Let’s Talk About Benefits How can a Managed Benefits program elevate your employee experience?  By effectively handling your benefits administration program, PuzzleHR can research and secure the best benefits package to offer your employees.  We can set rules for eligibility, determine open enrollment dates, and when necessary, deliver the appropriate data to your insurance carriers.  We can negotiate costs, both for your company and your employees. And we can ensure that your employees fully understand what benefits they have available to them. Your company’s benefits program is the number one driving force when it comes to recruitment and retention of staff.  From executives to department heads, from salespeople to secretarial assistants, benefits play a huge role in motivating your current staff and in enticing qualified candidates to join your company. Here are some traditional benefits you can offer your employees: Health insurance. Life insurance. Dental insurance. Retirement or 401K plans with a company contribution. Flexible Spending Accounts (FSAs) or Health Savings Accounts (HSAs) to help reduce employee medical costs.  Paid medical leave for qualified employees. Paid vacation (PTOs) and paid sick days.  Paid holidays. But what about other non-traditional benefits?  Benefits for your employees should help them thrive as human beings and individuals.  They should help to build a positive company culture and feed on an employee’s need to achieve recognition for a job well done. Employee benefits usually include all the items listed above.  But what about offering some special benefits that set your company apart, and make it stand out, not only to current employees, but also to potential ones.  Any perk for an employee other than a paycheck can be classified as an employee benefit.  It can include many different types of rewards. Here are some non-traditional benefit ideas for you to consider: A company car for salespeople or upper management. Goal-oriented sales incentives. Gym memberships. Availability of wellness programs. Membership in a “President’s Club” with specified goal-oriented rewards. Trips for top performers and their families. Gift… --- ### HR Wrapped 2023 - **URL:** https://puzzlehr.com/hrwrapped2023/ - **Published:** 2023-12-21 - **Modified:** 2026-03-30 - **Author:** Cleotia Morrow **Summary:** Look back on what HR has accomplished in 2023 and what we have in store for 2024! **Content:** HR Wrapped 2023 As 2023 comes to a close, HR leaders have a lot on their plates. Let’s take a minute to see what HR has accomplished and what we have in store for next year! A Look Back at 2023 This year, HR departments across the country navigated the new norms of the working world. Navigating Hybrid and Flexible Working One of the most prominent HR trends in 2023 was the rise of hybrid and flexible working models. 12.7% of full-time employees work from home, and 28.2% use a hybrid model. Tackling Talent Shortages And Upskilling 93% of organizations were concerned about retention during this year’s talent shortages. Upskilling, reskilling, and continuous learning became critical. Enhancing Employee Experience Employee experience took center stage in 2023, with HR focusing on creating engaging and fulfilling employee journeys. 83% of organizations want to build a more people-centric future, and 81% use learning and development to assist. Prioritizing Leader and Manager Effectiveness 60% of HR leaders agreed that developing their management team’s effectiveness was part of their strategy to improve their workplace in 2023, as HR departments recognized leadership’s impact on team performance and engagement. Embracing Organizational Agility In an unpredictable business environment, companies that could quickly adapt to changes had a competitive edge, with 58% of companies reporting that agility increased their productivity. Focusing on Purpose-Driven Work 70% of employees say they derive a sense of purpose from their work. HR strategies included creating a strong employer brand and resonant core values. Wrapping Up 2023 Here’s how you can ensure a strong end to 2023: Update your job descriptions to ensure they reflect any changes to roles. Review and update company policies and handbooks. Conduct performance reviews. Review and ensure compliance with legal guidelines, such as labor law postings, wages, leaves, record retention, overtime, etc. Communicate any changes regarding benefits and payroll to employees before the new year. Gearing Up for 2024 Get ready for the new year! Continue to Adapt to Remote Models By 2025, a predicted 32.6 million Americans will work remotely. Ensure your organization is ready to accommodate remote and hybrid models as necessary. Enhance Your HR Function As business needs shift, the HR department adapts, expanding into talent acquisition, learning and development, benefits, and more. 82% of global leaders believe the HR function is more critical now than ever. Increase Support for Employee Well-Being While 77% of workers are satisfied with the mental health support their workplace provides, 55% believe that their employer views their workplace as healthier than it is. With workplace stress at a high level, employers must tune into their employees’ wellness. Utilize Technology to Your Advantage As employees continue to seek remote jobs and AI enters the workplace, it is essential to keep your technology up-to-date. Something as simple as ensuring job applications are mobile-friendly increases applications by over 10%. Prioritize Leadership Development With the talent shortage and skills gap of 2023, developing strong leaders is crucial. 89% of organizations believe that proactively building… --- ### This Thanksgiving, We're Thankful for HR! - **URL:** https://puzzlehr.com/this-thanksgiving-were-thankful-for-hr/ - **Published:** 2023-11-21 - **Modified:** 2026-03-29 - **Author:** Cleotia Morrow **Summary:** This Thanksgiving, We're Thankful for HR! **Content:** This Thanksgiving, We’re Thankful for HR As we gather around the Thanksgiving table this year, there’s a new guest of honor — the HR department. It’s been a transformative year for HR in 2023, with the focus shifting from traditional administrative duties to strategic initiatives that directly impact the bottom line. Here are the HR trends of 2023 we’re thankful for: Navigating Talent Shortages and Upskilling Between the Great Resignation and the Big Stay, addressing talent and skill shortages has been a priority for HR. Human Resource professionals have risen to the occasion by crafting strategic recruitment and retention plans, integrating skills-based hiring and robust learning and development programs. Cultivating Employee Well-being and Experience Another key trend in 2023 has been prioritizing employee well-being and experience. Employee-centric approaches, from flexible work arrangements to wellness programs, result in reduced absenteeism, greater productivity, and enhanced staff retention. Driving Organizational Agility and Purpose In a rapidly changing business environment, adaptability is a competitive advantage. HR facilitates this by promoting a culture of continuous learning and innovation, enabling companies to stay ahead of market trends and seize new opportunities. HR pros have also been at the forefront of making workplaces purpose-driven. By aligning employees’ roles with the organization’s mission, HR has increased engagement, productivity, and loyalty. Leveraging Technology From HRIS systems for efficient data management to AI tools for predictive analytics, HR has leveraged technology to streamline processes, make informed decisions, and enhance employee experience. By doing so, HR has saved time and resources, contributing to cost savings and revenue generation. Human Leadership As the workplace becomes increasingly digitized, leaders must exhibit emotional intelligence, empathy, authenticity, and vulnerability. HR departments are pivotal in promoting this leadership style, offering training programs to help leaders develop these soft skills. The Rise of Data-Driven HR Decision Making From predictive analytics that forecast hiring needs to people analytics that provide insights into employee engagement and productivity, data is a critical tool in the HR arsenal. It enables HR professionals to make evidence-based decisions, optimize processes, and drive business performance.   Happy Thanksgiving to the modern HR department, transforming the world of business today for the employees and organizations of tomorrow! --- ### Be Prepared, Not Scared, for Open Enrollment! - **URL:** https://puzzlehr.com/open-enrollment/ - **Published:** 2023-10-17 - **Modified:** 2026-03-29 - **Author:** Cleotia Morrow **Summary:** Human Resources' role in navigating benefit trends and open enrollment can be tricky, PuzzleHR can help with our Managed Benefits solution. **Content:** Be Prepared, Not Scared, for Open Enrollment! Are you ready for open enrollment? As November draws closer, employees and employers alike are preparing for health insurance plan adjustments. This year, with inflation rising and benefits providers altering offerings to match the desires of a changing business landscape, employees and their organizations must evaluate their needs to determine which benefits are right for them. 2023 Benefits Trends: Price Increases for Employees: 79% of employed Americans are worried their workplace benefits will increase in price this year. Price Increases for Businesses: The average costs that U.S. employers pay for employee healthcare is predicted to increase between 7 and 8.5% in 2024. Closer Consideration of Options: Though most employees only spend around 15 minutes electing their benefits, 72% of employed Americans say they will spend more time reviewing their benefit elections this year to ensure they get the most from their options. Confusion Surrounding Options: 85% of employees are confused about their benefits packages. Essential Benefits: The most commonly desired benefit offerings are employer-covered healthcare, life insurance, pension and retirement plans, mandatory paid time off, and mental health assistance. Navigating Open Enrollment: Address Price Increase Concerns: With many workers concerned about inflation, transparency around pricing is crucial. Employers should openly communicate any changes in costs and provide clear explanations for these changes. Focus on Value Amid Cost Increases: The predicted increase in healthcare costs that employers will bear in 2024 necessitates a focus on value. Carefully evaluate their benefits offerings to ensure they provide valuable options that justify the cost. Support Informed Decision-Making: Employers should facilitate employees making informed decisions by providing resources like informational sessions, one-on-one consultations, easy-to-understand materials, and access to HR professionals to answer any questions. Align Offerings with Employee Desires: Offering benefits that employees value most increases engagement, satisfaction, and retention. Employers should regularly survey employees to ensure their benefits packages align with their needs and desires. Use Technology to Enhance the Process: Digital platforms can simplify the enrollment process, providing employees with a user-friendly interface to review and compare different plans and make informed decisions. Navigating open enrollment is easiest with PuzzleHR on your side! PuzzleHR’s Managed Benefits solution is your go-to for efficient benefits administration. We support your team in handling all employee benefits tasks, from open enrollment to terminations and beyond. Contact us today for more information! --- ### Staying Put: Introducing the Big Stay - **URL:** https://puzzlehr.com/hr-role-in-the-big-stay/ - **Published:** 2023-09-29 - **Modified:** 2026-03-26 - **Author:** Cleotia Morrow **Summary:** The Great Resignation has officially come to an end. Find out what the role of an HR representative is at an organization. Learn more here. **Content:** Staying Put: Introducing the Big Stay Big news for businesses—the Great Resignation is coming to an end! After seeing employees quit over 50 million jobs in 2022, researchers are noticing trends that point to a new workforce phenomenon: the Big Stay. What is The Big Stay? The Big Stay is a recent trend indicating a slowdown in worker turnover rates. Based on research from ADP, this concept suggests that labor force participation rates are rising, and current employees are primed to stay in their roles. Job postings have dropped from 12 million in 2022 to 9.5 million in 2023. Labor shortages and turnover rates are down 5% from 2023. Pay growth declined from 14% to 13% in one month. With many job opportunities, the Great Resignation was the ideal time for switching jobs or career paths. As inflation rises and the number of open positions falls, employees are opting for the stability of their current roles. Experts note, however, that the Big Stay is likely temporary. Employers must avoid complacency and actively work to recruit and retain top talent if they want to maintain a low turnover rate once the conditions facilitating the Big Stay pass. Leveraging The Big Stay Invest in Employee Development: Employees are more likely to stay if they see opportunities for growth within the company. Invest in training programs, offer mentorship opportunities, and create clear career paths. Streamline the Employee Experience: From onboarding to payroll and everything in between, ensuring your employees have a frictionless experience is essential for retention. Provide easy access to resources, transparency with processes, and assistance whenever possible. Promote a Positive Work Culture: A positive work environment is vital to employee satisfaction and retention. Encourage teamwork, maintain open lines of communication, and foster a culture of recognition and appreciation. Focus on Engagement: Ensuring employees are engaged in their work makes them more likely to stay in their roles. Implement strategies to increase employee engagement, such as mentoring programs, feedback sessions, and rewards initiatives. Offer Competitive Compensation and Benefits: To retain top talent, businesses must offer competitive salaries and comprehensive benefits packages, including health insurance, retirement plans, and paid time off. Maintain Work-Life Balance: Flexible work arrangements, like remote work or flexible hours, can significantly increase employee satisfaction and retention. Ensure that employees feel empowered to take time off as needed. In the era of the Big Stay, retaining your employees is critical, and PuzzleHR is your strategic partner in navigating this shift. Our comprehensive suite of services ensures you have experts managing your HR, benefits, learning, and payroll. Leverage PuzzleHR’s expertise to transform the Big Stay into a strategic advantage, fostering a stable, satisfied, and high-performing workforce. Contact us today to learn more! --- ### Back to School: A+ Learning Strategies - **URL:** https://puzzlehr.com/back-to-school-a-learning-strategies/ - **Published:** 2023-08-29 - **Modified:** 2024-01-22 - **Author:** Cleotia Morrow **Summary:** Human Resources' role is creating a workplace where everyone feels welcomed and supported. PuzzleHR can help with workplace diversity. **Content:** As summer transitions to fall, we’re reminded of back-to-school, classrooms, and education. In the business landscape, development is a lifelong endeavor, and upskilling can mean the difference between staying competitive and being left behind. Organizations must invest in learning and development solutions that cater to their employees’ diverse needs to boost engagement, increase productivity, and drive business results. What Do Employees Want? 32% of employees want training that is more relevant to their actual jobs. 32% of employees want to be sure what they are learning is current. 32% of employees want training to have a social element. 31% of employees want more control over their training programs. What Are My Options? Learning Management Systems (LMS) Learning Management Systems, online platforms that offer centralized locations for training and L&D activities, allow employees to learn at their own pace, track their progress, and attain certifications. From video lectures to quizzes, an LMS is a simple way to cater to various learning styles. Virtual Learning Sessions With remote work becoming more prevalent, virtual learning sessions have gained traction as an alternative to traditional face-to-face learning models. Live, instructor-led sessions mimic a classroom setting and allow real-time interaction between the trainer and learners from anywhere. Customized Learning Programs A one-size-fits-all approach to learning is rarely effective. Employees have unique skills, interests, and goals, and customized learning programs allow organizations to tailor their development programs to specific employee needs. Microlearning Modules Microlearning is excellent for employees who have busy schedules or are often on the go. Ranging from a few seconds to a few minutes, these short learning modules teach specific skills or concepts and may contain videos, slideshows, quizzes, and more. Gamified Learning Experiences Gamification is effective at engaging employees in learning and development through rewards. Adding elements like points and badges increases participation by making learning more fun. Social Learning Platforms Social learning platforms host blogs, wikis, tutorial videos, and more, allowing employees to learn in an informal, communal setting. Due to the collaborative nature of social learning, employees can share knowledge, discuss ideas, and learn from one another. The back-to-school spirit isn’t just for students! Not sure which options would work best for your organization? Contact a PuzzleHR representative today for more information about our Learning and Development solutions! Disability Pride Month is not only about reflection; it’s also about action. Under the Americans with Disabilities Act (ADA), employers are responsible for ensuring that individuals with disabilities are treated fairly and given equal opportunities. Employers with 15 or more employees are prohibited from discriminating against people with disabilities. This responsibility ensures that disabled employees are not subjected to harassment due to their disability and prohibits retaliation against an individual for asserting their rights under the ADA. How can employers ensure their employees are all supported? Embed Accessibility in Recruitment: Make sure your recruitment process is accessible to all potential employees. Ensuring accessibility can include providing job postings in various formats, offering accommodations for interviews, and ensuring your company website is accessible.… --- ### Celebrating Bravery: Disability Pride Month - **URL:** https://puzzlehr.com/celebrating-bravery-disability-pride-month/ - **Published:** 2023-07-25 - **Modified:** 2026-02-28 - **Author:** Cleotia Morrow **Summary:** We discuss strategies to incorporate those with disabilities in the workplace. Regardless of their orientation. Learn more here. **Content:** Each year, July is recognized as Disability Pride Month — a time to celebrate diversity, promote visibility, and strengthen pride among the disability community. Disability Pride Month was established to commemorate the passing of the Americans with Disabilities Act (ADA) in 1990, prohibiting discrimination against disabled individuals. Despite these legal protections, people with disabilities often face physical and attitudinal barriers preventing them from fully participating in society. Disability Pride Month is a reminder to challenge these barriers and promote positive change. Disability Pride Month is not only about reflection; it’s also about action. Under the Americans with Disabilities Act (ADA), employers are responsible for ensuring that individuals with disabilities are treated fairly and given equal opportunities. Employers with 15 or more employees are prohibited from discriminating against people with disabilities. This responsibility ensures that disabled employees are not subjected to harassment due to their disability and prohibits retaliation against an individual for asserting their rights under the ADA. How can employers ensure their employees are all supported? Embed Accessibility in Recruitment: Make sure your recruitment process is accessible to all potential employees. Ensuring accessibility can include providing job postings in various formats, offering accommodations for interviews, and ensuring your company website is accessible. Modify Working Arrangements: Flexible work schedules, remote work options, and modified duties can greatly assist employees with disabilities. It’s essential to converse with the individual to understand their specific needs. Promote Inclusion in Team-Building Activities: Include disabled employees in team-building exercises and social events. Ensure these activities are accessible and inclusive to everyone. Provide Necessary Tools and Equipment: Simple tools such as a braille keyboard or software that reads text aloud can make a huge difference. Providing the necessary equipment for disabled employees to perform their job effectively is not only a legal requirement but also boosts morale, engagement, and productivity. --- ### Building Bridges: Creating a Supportive Workplace - **URL:** https://puzzlehr.com/human-resources-role-in-creating-a-supportive-workplace/ - **Published:** 2023-06-30 - **Modified:** 2026-03-30 - **Author:** Cleotia Morrow **Summary:** "Human Resources' role in creating a workplace where everyone feels welcomed and supported." Visit our page to learn how. **Content:** June is a busy month! As schools let out and the weather gets warmer, we’re reminded of two significant celebrations in the U.S.: Pride Month and Juneteenth. Pride Month commemorates the history and progress of the LGBTQ+ community, while Juneteenth celebrates the emancipation of enslaved African Americans. As we honor these events, we must recognize Human Resources’ role in creating a workplace where everyone feels welcomed and supported. To Create a Supportive Workplace Culture… Implement Open-Door Policies: Encourage open communication by implementing open-door policies that allow employees to share their concerns, ideas, and feedback. Transparency ensures everyone’s voice is heard and valued, promoting trust and reducing turnover. Celebrate All Perspectives: Recognize and celebrate the unique perspectives, skills, and experiences of your team through employee resource groups, mentorship programs, or cross-team projects in which employees are encouraged to connect, build relationships, and collaborate. Provide Mental Health Resources: With over 1 in 5 U.S. adults struggling with mental illness, offering employees mental health resources and support shows that your organization understands the importance of a healthy work-life balance. Encourage Open Dialogue: Encouraging open dialogue between employees is critical to fostering a culture of teamwork and empathy. HR should create spaces for employees to share their experiences and concerns and offer resources as needed. Provide Development Opportunities: 57% of employees pursue training outside of work, citing that company training is lacking. Implementing policies and practices that promote professional growth and advancement opportunities increases retention by ensuring employees feel valued. HR plays an essential role in cultivating a supportive and inclusive workplace culture. Fostering an environment where everyone feels comfortable and valued results in flourishing employee satisfaction and productivity, contributing to a more prosperous and innovative organization. --- ### Mental Health Month: Common Mental Health Issues - **URL:** https://puzzlehr.com/mental-health-month-common-mental-health-issues/ - **Published:** 2023-06-06 - **Modified:** 2026-04-11 - **Author:** Thirteen05 **Summary:** It is important to recognize the signs of mental health issues and offer support for struggling employees. Learn more here. **Content:** May is Mental Health Month! With more than 1 in 5 (or over 57 million) adults in the United States living with a mental illness, everyone in the workplace must know the signs and how to help. Some of the most common mental health issues in the workplace are anxiety, depression, and burnout. With the proper knowledge, you can support your team’s mental health by breaking the stigma! Stress/Anxiety Almost everyone has experienced workplace stress, which can affect our day-to-day functioning and manifest in anxiety. Over 80% of workers report stress in the workplace, and 19% of U.S. adults live with an anxiety disorder. Employers can support their employees by looking for critical signs like restlessness, paranoia, or apprehension. Anxious employees may turn down opportunities, worry about job security, or experience reduced engagement. Offer support to employees experiencing anxiety by demonstrating clear communication and providing extra aid during times of transition or uncertainty. Depression 8.4% of adults in the United States have major depressive disorder, and an estimated 23% of U.S. workers and managers report being diagnosed with depression at some point. The drain of depression on one’s executive function can make even showing up to work difficult. Employers should be flexible about mental health days and check in with employees who take increased time off, isolate themselves, or seem disengaged. As leaders, focusing on positive outcomes and modifying duties as needed can be crucial in supporting employees with depression. Burnout If one of your employees or team members is burnt out, other people on your team may be experiencing the same problem, as the causes of burnout tend to reflect deficiencies in workplace culture. 77% of employees report at least one experience of burnout at work, and even those most passionate are not immune. Out of the 87% of professionals who are passionate about their current job, 64% are frequently stressed. To combat burnout, look to your company culture. Offer plenty of support and recognition, adjust deadlines and expectations to ensure they are realistic, and promote a healthy work-life balance. --- ### 5 Spring Cleaning Tips from PuzzleHR - **URL:** https://puzzlehr.com/5-spring-cleaning-tips-from-puzzlehr/ - **Published:** 2023-05-05 - **Modified:** 2026-03-30 - **Author:** PuzzleHR **Summary:** "HR Spring Cleaning Tips: It's that time of year! Clean up your HR, Streamline Your Workspace and Boost Efficiency" **Content:** Spring is a time of new beginnings – it’s also a good time to breathe a little life into your workspace! Now that spring is officially here, there’s no better opportunity to get busy cleaning and make your HR space brighter. PuzzleHR has compiled some of our favorite HR spring cleaning tips to help you feel energized and efficient moving forward: Switch to Paperless From flyers to memos, paper can pile up fast. Moving your HR data to electronic storage can streamline your processes while cleaning up your space, making it easier to find what you need. Not only will you be saving yourself time, but you’ll be making a difference in the environment, too! Conduct a Benefits Audit While you’re tidying up, take a look at internal benefits. Health insurance renewal season can tend to creep up on employers in what seems like no time at all – take the time to be prepared for it this year! Make sure you match benefit elections with payroll deductions and the benefit carrier. Perform a Policy Check It’s always a good idea to make sure your policies and employee handbook are up to date. Review your manuals and procedures to ensure compliance with current federal and state laws.  You’ll save yourself a lot of time and effort later. Check in on Rewards and Recognition While you’re staying on top of policies, don’t forget to keep track of the fun stuff as well! Supporting the company culture is just as important – so be sure you’re on top of celebratory events like work anniversaries and birthdays. Take the Time to Tidy Up It wouldn’t be spring cleaning without some old-fashioned tidying up! Go ahead and tackle any messes that have been piling up in the office. Sort and clear those stacks of documents, reorganize your filing system and even wipe down your computer and desk. Basic cleanliness goes a long way in keeping a clear, healthy mindset. Spring cleaning can be a great opportunity for HR to get ahead and make sure you’re set for the upcoming months. Putting in the effort now will undoubtedly save you a headache later in the year. Start this spring off right and set yourself up for success! Want to learn more about the best HR practices? Reach out to your PuzzleHR specialist today! References: https://web.archive.org/web/20230530121351/https://matchr.com/hr-resources/talent-management/hr-spring-cleaning/ https://www.yourerc.com/blog/post/10-things-to-add-to-your-hr-spring-cleaning-checklist --- ### Fall in Love with HR - **URL:** https://puzzlehr.com/fall-in-love-with-hr/ - **Published:** 2023-02-13 - **Modified:** 2024-09-13 - **Author:** PuzzleHR **Summary:** Human Resources is an essential part of any workplace, but it is often overlooked. Learn more about the value of HR in this post. **Content:** When people think of what they love about their job, HR rarely comes up. In fact, it’s more likely that employees despise the very term HR and all that it entails, regarding it with passive suspicion or active distrust. Yet HR exists to ensure the well-being of employees and keep the delicate cogs of a business running smoothly. It fosters the vital relationship between leadership and employees, and like any relationship, that takes effort to maintain. Being a month of rather large importance when it comes to relationships, this February we have three tips for how to avoid common pitfalls and, instead, fall in love with HR. Show Your Employees You Care! A big step to maintaining any relationship is showing that you care. When a situation arises, employees often expect leadership to put the company first and disregard their own welfare, which can lead to a lack of trust. Here’s what you do to overcome that impression: Pay attention when employees express concerns. Acknowledge and address their individual interests. Prove them wrong! Look for solutions that benefit both the company and employees. Be Accessible and Communicate The key to a healthy relationship is clear, consistent communication, and that holds true for the relationship between leadership and employees. Try to keep these two Cs in mind: Consistency Absence doesn’t always make the heart grow fonder. Remember to keep up regularly with employees. Clarity Think of the instinctive fear the words “we need to talk” can have on someone. A little extra clarity can save employees needless stress and worry. See the Human, Not the Resource Employees might be a company’s most valuable resource, but that doesn’t mean they want to be seen as nothing more than a means to complete a job. Common practices of cutting costs by cutting employees loose only serve to establish the perception that employees are as easily used and discarded as any other resource. Understandably, this view can fracture a relationship. Focus on demonstrating to employees that their humanity is recognized and appreciated. Listen to them and recognize where they are coming from. Whether someone is asking for time off or bringing a significant issue to light, keeping in mind that they are another person with their own needs and concerns can make a world of difference. Puzzle understands that navigating relationships can be tricky, and we’re here to help. You’ve got the humans, and we’ve got the resources for them to fall in love with HR. For further insight on an HR your employees will love, reach out to your PuzzleHR specialist today. References: https://www.forbes.com/sites/forbescommunicationscouncil/2019/11/12/leaders-stop-holding-your-hr-team-down/?sh=4ebe072c22eb https://www.forbes.com/sites/lizryan/2016/07/27/ten-reasons-everybody-hates-hr/?sh=200dfd095af4 https://www.linkedin.com/pulse/15-reasons-everybody-hates-hr-rajiv-r/ --- ### Top 5 New Year's Resolutions for HR Professionals - **URL:** https://puzzlehr.com/top-5-new-years-resolutions-for-hr-professionals/ - **Published:** 2023-01-11 - **Modified:** 2024-09-13 - **Author:** PuzzleHR **Summary:** HR professionals that are looking for some solid New Year's resolutions should take the time to read through this blog post. **Content:** Now that we’ve jumped right into 2023, it’s a great time for HR professionals to reflect on 2022 and set goals for the future. Whether it’s looking to improve the company’s hiring process, boost employee engagement, or develop your own professional skills, there are plenty of ways to impact the workplace. Here are some ideas to get you started: 1. Improve the Hiring Process One of the most important responsibilities of HR professionals is attracting and hiring top talent. To do this effectively, continually assessing and improving the company’s hiring process is essential. This might involve streamlining the application and interview process, using more advanced screening tools, or increasing the diverse candidates you consider. 2. Increase Employee Engagement High levels of employee engagement correlate with higher productivity, retention, and overall company success. Increase employee engagement by identifying and addressing factors causing low engagement, such as a lack of support or a negative work culture. 3. Invest in Your Team Stay up to date on the latest Learning and Development options, industry trends, and best practices. Commit to continuous learning and improving your skills by attending conferences, taking online courses, or earning additional certifications. This will support your engagement efforts, too! 4. Promote Work-Life Balance Employees with a healthy work-life balance are more likely to be productive and engaged at work. Promote a work-life balance by implementing policies encouraging flexible work arrangements, such as remote workdays or flexible schedules. 5. Enhance Diversity and Inclusion Efforts Diversity and inclusion in the workplace are essential for creating a culture of respect and inclusivity and attracting top talent. Improve diversity and inclusion within the company by implementing diversity training, establishing employee resource groups, and promoting inclusive policies and practices. Working towards resolutions like these throughout the year can lead to a great positive impact for your team. Want more guidance for a New Year, New HR approach to 2023? Reach out to your PuzzleHR specialist today! References: Top 10 New Year’s Resolutions for HR Success https://www.cpshr.us/resources/5-top-new-years-resolutions-for-the-workplace-in-2023 https://hrmhandbook.com/blog/2022/hr-goals-objectives-2023/ https://www.devry.edu/blog/hr-trends.html New Year Resolution For HRs in 2023     --- ### Keeping the Holiday Cheer Alive! - **URL:** https://puzzlehr.com/keeping-the-holiday-cheer-alive/ - **Published:** 2022-12-09 - **Modified:** 2024-09-13 - **Author:** PuzzleHR **Summary:** This holiday season learn how your business can spread cheer instead of stress. Keeping employees engaged and satisfied is vital. **Content:** Holidays can be enjoyable, but it is a very stressful time of year for some. Stress can lower morale and increase absenteeism. Leaders need to learn how to spread cheer, not stress. Here are some tips to help keep your team morale up and the holiday spirit alive. Recognition goes a long way to increasing retention and reducing burnout, especially during the busy holiday season. Review the PTO policies and current employee vacation schedules. Encourage team members to coordinate their time to provide adequate coverage and make the holidays enjoyable. Promote self-care as this is a high-stress time of year. It is also cold, flu, and Covid season. Remind everyone of good health and safety habits and encourage sick team members to stay home, rest, and recover. Holiday parties are a great chance to celebrate with your team. Reminding all to drink responsibly and reinstating the office policies, dress codes, and the need to promote inclusion and harmony is essential. Setting expectations before the party goes a long way to prevent any potential issues. Holiday inclusion is a must. Remember, it is not just one holiday. Have a Holidays From Around the World Party with all the different holidays of the season included. This event encourages everyone to share their traditions and is a great way to celebrate the holidays together. Maintaining a positive, inclusive workplace during the holidays can be incredibly challenging. But with these tips in mind, you and your team can celebrate appropriately. Have questions? Reach out to your PuzzleHR specialist today! And, in the meantime, happy holidays from all of us at PuzzleHR! References: https://www.purelyhr.com/blog/hr-holiday-survival-kit/ https://blog.shrm.org/blog/the-holiday-season-approaches-12-hr-preparation-tips https://www.simpliverified.com/5-hr-preparation-tips-for-the-holiday-season/ https://www.worksmartpeo.com/hr-tips-successful-holiday-season/ https://www.glassdoor.com/employers/blog/tips-for-handling-delicate-situations-at-your-holiday-party/ --- ### Cut Out the Burnout! - **URL:** https://puzzlehr.com/cut-out-the-burnout/ - **Published:** 2022-11-30 - **Modified:** 2024-09-13 - **Author:** PuzzleHR **Summary:** Employee burnout is a significant issue. Your organization can reduce burnout with managed HR services. Learn more here. **Content:** Some amount of stress in the workplace is normal, but too much can cause burnout. With ongoing challenges in the workplace today, it’s imperative that burnout prevention be a high priority within your culture. Not only do you need to model the behavior of a healthy workplace, but you also need to pay attention to the early warning signs that a team member is heading in that direction. Some of the warning signs of burnout include: absenteeism declining performance low energy levels loss of focus and even moodiness So how do you prevent these from happening? Celebrate the wins. Taking the time to celebrate company successes and accomplishments throughout the year provides the opportunity to reduce employee stress and interject some fun into the workplace.   Time off. Encourage employees to take time off. A well-planned three-day weekend or short vacation staggered throughout the year can go a long way in maintaining a work-life balance. Share words of encouragement. Providing honest appreciation throughout the year can go a long way in fighting burnout. These gestures can be big or small from simple posts on the company site highlighting employees’ accomplishments and hard work to hosting a dinner to show appreciation for the past quarter or year. Limit last-minute projects. Evaluate if those last-minute projects need to be assigned and completed by year-end. No one likes last-minute projects, especially projects that are not time sensitive and can be pushed back. Balance your resources. Check-in regularly with employees to determine who needs assistance and if current priorities require shifting resources to balance workloads. Employees experiencing a large workload may be able to get help from another employee with more bandwidth to assist. Model and focus on wellness. Encourage employees to take breaks. Do a quick yoga workout, ride a bike, or walk. Remind employees of the company’s employee assistance program (EAP) and encourage its use. Doing a few simple things consistently over time can go a long way to fighting burnout. By creating a culture that provides the right mindset and tools, you can support a healthy environment that enables employees to be productive throughout the year. For more insight or assistance with burnout, reach out to your PuzzleHR specialist today! References: https://employmenthero.com/blog/end-of-year-burnout/ https://www.adp.com/spark/articles/2022/05/burnout-is-real-and-there-are-ways-to-avoid-it.aspx --- ### Deepfakes and Cybersecurity - **URL:** https://puzzlehr.com/deepfakes-and-cybersecurity/ - **Published:** 2022-10-24 - **Modified:** 2024-09-13 - **Author:** PuzzleHR **Summary:** The explosion of AI technologies has led to an increasingly alarming problem, deep fakes. Learn more about them in this post. **Content:** Do you know whom you are interviewing? As more and more jobs go online and remote workers are needed, the chance of coming across a deepfake candidate increases. What is a deepfake? It is when someone uses an image on a video or manipulates their voice, in conjunction with using stolen personally identifiable information (PII), misrepresenting themselves as someone else—in this case, for remote job interviews. Deepfakes are not new; they are just new to the hiring process. They used to be just for politicians and celebrities. In May of this year, cyber-scammers even posted a deepfake video of Elon on YouTube. It sounds and looks alarmingly realistic. But why are they being used for job interviews? Potential deepfake users are looking for personally identifiable information about customers or employees. PII includes names, addresses, contact information, personal identification numbers, biometric data, and more. These hackers might be attempting to hijack businesses and proprietary company data, like products, domain names, trade secrets, or financial information. Deepfake technology is not perfect, and there are certain things to look for when conducting an interview that you suspect might be a deepfake. Some signs that it may be a deepfake are: The audio and the video (lip movements) don’t seem to sync. It looks just a bit off, like a dubbed movie. The video does not reflect when you hear coughing, sneezing, or other noises. The candidate doesn’t blink. Many deepfake criminals are not advanced enough to master the blink. If the candidate claims to have a glitchy or poor internet connection and is unwilling to reschedule. Listen to your gut; you are probably right to doubt the authenticity if something doesn’t seem quite right. If you feel you might have encountered a scammer, you can do a few things to flush them out. Set up an in-person interview. If they are using a deepfake, they can’t meet face-to-face, so the jig is up. Run detailed background checks on potential candidates before onboarding new hires. Make a note of their social media profiles. Does it match up? Do you know people who can corroborate their stories? Here are some additional resources on dealing with a deepfake: https://detectfakes.media.mit.edu/ https://www.ic3.gov/ https://checkify.com/daily-checklists/deepfake/ For more insight or assistance with Talent Acquisition, reach out to your PuzzleHR Specialist today! References: https://petapixel.com/2022/07/05/fbi-warns-deepfakes-might-be-used-in-remote-job-interviews/#:~:text=The%20deepfake%20videos%20include%20a,that%20can%20be%20performed%20remotely. https://www.darkreading.com/attacks-breaches/criminals-deepfake-video-interview-remote-work https://www.hrdive.com/news/the-fbi-says-fake-job-applicants-are-on-the-prowl-how-can-hr-protect-itsel/627197/ --- ### Quiet Quitting?! There’s Nothing Quiet About It! - **URL:** https://puzzlehr.com/quiet-quitting-theres-nothing-quiet-about-it/ - **Published:** 2022-09-20 - **Modified:** 2024-09-12 - **Author:** PuzzleHR **Summary:** Understanding the quiet quitting phenomenon can help your organization engage employees and foster loyalty. Learn more in this post! **Content:** It’s on TikTok after all. But quiet quitting isn’t truly quitting. While employers are still grappling with the Great Resignation, it’s something entirely different. Quiet quitting is a behavior that has grown in popularity from social media and is essentially defined as logging off on time at the end of the day and not feeling the need to go above and beyond. There is a shift in focus from the “hustle” mentality to boundaries so you can invest time in your family and personal life. It’s yet another symptom of burn out amidst the challenges we’ve faced in the workplace, especially in the last few years because of COVID. Quiet quitters are seeking to re-set on expectations of work and lessen the stress that often comes with a drive to be successful professionally. Rather than raising their hands to volunteer for more projects, rather than working late to deliver an assignment, quiet quitters stick to their job description and work within their normal hours. The honest perspective is that they wouldn’t get paid any more for the additional time so why chase productivity into overtime? While it’s a complex issue that may not necessarily need correcting – boundaries and clear expectation are important! But it may be because the employee is burned out, feels less valued, overworked, potentially underpaid, and for one reason or another is less motivated. You can understand it better by engaging your team, talking honestly about what they need, encouraging them to take their PTO (as well as breaks throughout the day), and leveraging HR. PuzzleHR can help support you with guidance for onboarding, insightful exit interviews, and recommendations on benefits options that can better support your team. Ask your PuzzleHR specialist for more information today. References: https://www.washingtonpost.com/business/2022/08/21/quiet-quitting-what-to-know/ https://www.wsj.com/articles/if-your-gen-z-co-workers-are-quiet-quitting-heres-what-that-means-11660260608 https://www.nytimes.com/2022/08/23/style/quiet-quitting-tiktok.html --- ### Bridging the Generational Gaps in Today’s Workplace - **URL:** https://puzzlehr.com/bridging-the-generational-gaps-in-todays-workplace/ - **Published:** 2022-08-23 - **Modified:** 2024-09-13 - **Author:** PuzzleHR **Summary:** Bridging the generational gap in the workplace is an essential part of building team unity and creating a more inclusive workplace. **Content:** In today’s workplace, embracing variety and understanding that not all solutions fit everyone is a must. Increasingly, managers and leaders need to expand their ways of communicating to and about their team to ensure inclusion and equity. We consider diversity as it applies to race, gender, religion, background, and many other rich layers that make each team member unique. However, we often forget to consider age and generational identity. Generational identity often influences each person’s values, beliefs, and attitudes, in turn impacting their approach to work. And with members of five different generations actively working today, it’s quite a gap to bridge! Friction can arise when team members engage in stereotypes based on generation. But as a leader, if you set a tone of appreciating differences, it will create a culture of inclusion. Consider tailoring the environment to each generation’s needs, strengths, and motivations. For example, older generations can contribute their experience and knowledge by mentoring junior or younger team members. Putting them in a position to mentor others will make them feel valued and engaged. Younger generations often have fresh approaches, so make sure to encourage their contributions. Additionally, your benefits package can be adjusted to deliver upon their needs. Younger generations may appreciate more flexibility with less focus on pay, while older generations expect structure with their work schedule but need a strong retirement benefit. Technology also features prominently when assessing generational gaps. Millennials have a “baked in” technological know-how because they grew up with it, while other generations came of age in eras when it wasn’t so common, certainly not to the extent it is today. This often translates into forms of communication. Older generations engage more successfully with face-to-face interaction, whereas younger generations may prefer a text or chat message. Ultimately, understanding how generational differences can affect your company culture is key. It can be an opportunity to more effectively tap into the motivations of team members and support a positive culture. PuzzleHR’s focus on community, communication, and collaboration can expertly help you navigate these dynamics. Ask your PuzzleHR specialist for more information today. --- ### Navigating Your Business in a Post-Roe V. Wade World - **URL:** https://puzzlehr.com/navigating-your-business-in-a-post-roe-v-wade-world/ - **Published:** 2022-07-18 - **Modified:** 2024-09-12 - **Author:** PuzzleHR **Summary:** Navigating HR issues like employee health care has gotten more complicated in the aftermath of the recent Roe decision. Learn more here. **Content:** On June 24, 2022, the United States Supreme Court overturned the two key precedents that codified abortion access in the U.S. Our top priority as your HR experts is to arm you with facts, compliance regulations, tools, and guidance on how this impacts your workplace. Trigger laws assure that if the Supreme Court overturns the Roe v. Wade ruling, laws restricting abortion will go into effect immediately, or a state official will be triggered to act. Abortion is quickly becoming illegal in states with trigger laws. An estimated 26 states will have laws that restrict, prohibit, or limit abortions. With that landscape in mind, what are we seeing employers do? Employers everywhere are saying, “We have a health insurance plan that covers specific services for all employees, with the intent that all employees will have access to all those services. Oftentimes, abortion is one of those covered services. Yesterday our employees in Arkansas could have an abortion; today, they can’t. How do we get back to a place where everyone has the same level of access to benefits?” Organizations are taking various steps to ensure their employees are still provided with equitable health coverage. Some companies are covering medical costs, travel expenses, and time off, while other organizations are switching to self-funded plans to avoid state restrictions and other issues surrounding coverage in states that are prohibiting abortion. There are other considerations to keep in mind regarding equitable health coverage such as direct coverage, EAP, Telehealth, Employee Assistance Fund, limits on the application of ERISA preemption, HIPAA privacy concerns, and travel services. We ask you to also acknowledge tax considerations, legal risks, criminal laws, multi-state concerns, and other various risks. Whether you want to expand sick time benefits or cover out-of-state travel costs, deciding on a post-Roe healthcare plan for your business involves the employees’ needs, privacy and safety, the workforce size and type, workplace locations and state laws, and benefit costs. Employers need to contemplate a host of factors when it comes to providing, or not providing, a benefit for their employees. These decisions must be made in a measured fashion with professional consultation. PuzzleHR will continue to monitor legislation across the country as case law continues to unfold. Ask your PuzzleHR Specialist to help develop a plan to suit your needs. Read more here about organizational considerations, abortion access laws, and abortion trigger laws. --- ### Supporting Employees' Mental Health - **URL:** https://puzzlehr.com/supporting-employees-mental-health/ - **Published:** 2022-06-15 - **Modified:** 2024-09-12 - **Author:** PuzzleHR **Summary:** Supporting the mental health of your employees is an important part of effective HR. Learn more about how PuzzleHR can help your business. **Content:** Whose responsibility is it to manage mental health in the workplace? Ultimately, it falls into the laps of Human Resource Professionals to support a positive environment that meets each individual employee’s needs. While it may seem like a complicated situation, human resources departments can and should do a few simple things to mitigate the problem. Eliminate Stigma, Increase Awareness It’s important to make sure the entirety of a workforce is educated on mental health and the stigma surrounding it due to misunderstandings, misrepresentation, and misinformation. According to a 2019 APA poll, about half of workers were concerned about discussing mental health at their jobs, with over one in three fearing retaliation or termination if they sought mental health care. Educating employees about the basics of mental health struggles helps create a safer environment for everyone. Almost one in five U.S. adults live with mental illness, but many go undiagnosed and untreated due to a myriad of factors. Stigma contributes to worsening symptoms, reduced likelihood of seeking treatment, and poorer recovery from mental illness, but education is one way the HR department can make a change. Provide Resources While it’s recommended to keep a positive mental health conversation going in the workplace, remember that only experts can treat and diagnose mental health disorders. Human Resource Professionals can provide a variety of resources to employees. Organizations like The Mental Health Coalition and Stamp Out Stigma offer mental health resources, while nonprofits such as This is My Brave and Bring Change to Mind provide education. Be Empathetic When someone who faces mental health problems comes to you about their struggles, it’s important to imagine what it would be like to be in their shoes. It’s best to let the employee know that you can empathize with them and that you want to help, even if you aren’t fully aware of what they are going through. Dr. Brene Brown highlights four steps to practicing empathy that HR professionals can utilize when discussing employee mental health. Perspective taking can enlighten you on what an employee’s daily struggle with mental illness is like. Staying out of judgment will help decrease stigma around seeking help for mental illness. Discussing mental health can be daunting, so try to recognize the emotions the other person is feeling. Finally, to show the employee that you empathize with them, communicate that you understand their emotions. HR Professionals have the ability to lend a helping hand to those in need. Our dedicated HR experts are trained to empower a workforce where employees feel safe discussing their concerns. Contact us today     Read more about HR’s Role in Mental Health Awareness: --- ### HR in the Changing Workforce - **URL:** https://puzzlehr.com/3449-2/ - **Published:** 2022-04-04 - **Modified:** 2024-09-13 - **Author:** PuzzleHR **Summary:** Too many businesses struggle with delivering quality HR services to their employees. HRaaS can help businesses simplify the HR process. **Content:**   The Covid-19 pandemic jolted business leaders into thinking about Human Resources in a whole new light. Unfortunately, most companies didn’t have a solid system in place for any of the unique challenges that came with the virus. As a result, stress responses kicked into overdrive resulting in an extra 200,000 U.S. businesses choosing flight mode and permanently closed their doors within the first year.  It is impossible to be 100% prepared for the future, but employers can lessen negative impact by putting proper systems in place, offering continuous leadership development, and having an adaptable mindset.    Don’t Just Think…Plan! There were a lot of new questions that hit employers when the pandemic first hit. What Do I do with my staff?  How do I lay them off comfortable? How do I bring my staff back? Do I let them work from home, office, or both? People had to change the way they managed technology and employees. At the time, most businesses had never thought about any of these topics.  Not many had any kind of system in place or anybody to consult to meet these kinds of needs. This is one reason having a team of HR experts already outsourced is so important. By having a team in place allows for forward thinking and planning (Hint…contact PuzzleHR today).   Educate the Masses by Educating the Individual Improving one’s education has always been at the top of the list when it comes to improvement, but is it working for companies too? Yes and no. Training sessions, that not many wanted, have shown time after time that they don’t provide the desired amount of overall change. But despite all of the proven research, businesses are still requiring their staff to participate. Instead of wasting time and money on team training, more employers should be investing in their team member’s personal education.  Offering ongoing education in each employee’s area of interests has shown to be effective in both knowledge retention and usage.   Work from…Work? People had to change the way they managed both technology and employees.  Leadership had to change their mindsights and learn to adapt quickly. This has proven to be a valuable skill with the “great resignation” currently happening. In both instances, one of the most challenging topics has been the work environment. Working from home became the normal for a lot of employees, and most are not willing to part ways so easily. It has become the workers world and employers have to upgrade the physical work environment, improve company culture, and increase benefits and salaries to have a chance at keeping their current WFH staff.  Again, this is where an HR team is vital because they can help put these updates into action, but also employ the right staff should the existing chose to leave.   The Take-Away HR needs to be front and center in every business leader’s mind to avoid unnecessary business risks. Don’t leave the success of your business up to fate. Let PuzzleHR show you why we are… --- ### 3 Powerful Concepts Your Business Needs to Smash The Competition - **URL:** https://puzzlehr.com/3-powerful-concepts-your-business-needs-to-smash-the-competition/ - **Published:** 2022-03-01 - **Modified:** 2026-02-28 - **Author:** PuzzleHR **Summary:** Stay ahead of the curve and ensure that your business is prepared for what is coming next. Track these three emerging trends. **Content:** Post-2020, businesses have experienced a substantial change in the workplace. Amid the Great Resignation, employees are resigning in record numbers, and employers struggle to acquire and retain staff. As a result, daily operations cannot run smoothly, and practices used for the past decade are suddenly changing at breakneck speed. If employers want to survive in today’s business climate, they must be flexible and creative enough to reconstruct old ideologies. Thankfully, change is possible and benefits everybody, but not without putting in the hard work first. So, every year, an international team from various departments, including Human Resources, partners together to reflect, evaluate, and predict the most trending topics throughout the industry and formulate how leaders should respond. This year, the three most impactful trends for organizations are: re-inventing company culture, practicing true transparency, and staying ahead of compliance laws.                                                       Re-Inventing Company Culture: Don’t Forget the Gray Collar Should you don the metaphorical blue or white-collar? This question has been a hot topic of debate since the early 1920s. Until recently, society threw every job into one of these two categories. There have always been several separating factors between the two, the most prominent of which is perceived, social class. So, what finally took down this century-old way of thinking? You guessed it, Covid-19. With the onset of the pandemic and the realization that many jobs are more similar than they are drastically different, the term “gray-collar” was born, describing the gray area most jobs fall within. Most gray-collar workers find themselves at a crossroads between the technology and service industries, such as school administrators and non-doctor healthcare professionals. These positions now hold 13 spots on the “Bureau of Labor Statistics‘ top 20 fastest-growing occupations” list. Once deemed “easily replaceable,” people in gray-collar positions are now showing their white-collar employers how challenging it is to hire and retain qualified candidates. Employees know their value, so a consistent paycheck is no longer enticing enough. As a result, the power has passed from employer to employee. With this power shift came a significant change in company culture and its role within an organization. Company culture, when done correctly, simultaneously attracts new talent and keeps current employees happy. To stay relevant in today’s market, leaders need to demonstrate that gray-collar workers are highly skilled, handsomely paid, and exceedingly in-demand to entice young workers from other industries. Leaders must actively change the narrative from “everybody is replaceable” to “everybody wants to stay” by increasing staff retention, showing mutual respect, and recognizing each employee’s hard work and efforts.   Practicing True Transparency: The New Model for Ethical Leadership Previously, employees, future talent, and consumers saw private, more mysterious companies as strong, confident, and attractive. The Age of Transparency has arrived, though, and confidentiality can throw an organization under public scrutiny. People demand honesty. Employee-feedback company TINYpulse surveyed more than 40,000 workers and found that transparency was the top factor contributing to their overall happiness. Similarly, consulting firm Label Insight found that 94% of consumers were more likely… --- ### COVID CHANGED THE WORLD. - **URL:** https://puzzlehr.com/covid-changed-the-world/ - **Published:** 2022-01-26 - **Modified:** 2026-02-15 - **Author:** PuzzleHR **Summary:** Covid-19 changed the world forever and made a lasting impact on the way people think about work, life, and the balance between them. **Content:** And that includes your view on HR. The Covid-19 Pandemic altered the business world’s view of Human Resources and the HR Department. Leaders around the world have come to realize that a well-resourced HR department drives business results. Here three of the top HR trends that started with COVID and will persist well beyond the pandemic. Not Just a Seat at the Table, the Head of the Table In the past Human Resources was often relegated to the “Children’s Table”. When Covid hit, business leaders hit the panic button and Human Resources professionals changed seats. They were tasked with leading the charge in navigating all the complexities of operating a business in unprecedented times. Business leaders gained a new appreciation for HR and their areas of expertise. HR was forced to take charge and rolled out flexible policies and remote work protocols allowing businesses to continue to function while keeping employee safety at the forefront. The Big Quit, Or Not Covid opened the door to remote work, allowing more employees to seek positions outside of their immediate area. Employees became disillusioned with traditional workplaces and unsafe working conditions. People everywhere reevaluated what work should look like, and how important it was to them. Competition amongst employers increased as employees resigned en masse. Human Resources is often tasked with sourcing and onboarding new talent, but attracting employees is a multifaceted problem. In many organizations, the Human Resources department is one person. The role of HR has become to attract, recruit, and retain talent. Those HR professionals are just that, professionals, but they can’t do everything on their own. PuzzleHR understands that attracting and retaining  employees takes a powerful mix of the right benefits, culture, and talent acquisition specialists. Puzzle gives its customers access to our Managed Benefits experts to ensure the best budget-friendly benefits  on the market are yours, HR Program Managers to develop and support your culture, and a Talent Acquisition team to help you attract the next generation of employees to help businesses grow. Social Justice, in the Workplace and Out 2021 brought more than a pandemic and great resignation –  social awakenings prompted employers to examine their workplaces. Consider the rise of the Diversity, Equity, and Inclusion program. Certainly, Human Resources professionals knew the importance of DEI prior to 2021, but growing buzz around diversity forced employers to see the value of these programs. Even for the best HR reps, DEI initiatives can be daunting and delicate subjects to tread. The PuzzleHR DEI program provides an accessible way for companies to implement a robust plan for their business. The Bottom Line Human Resources has emerged as a powerful partner in the success of a business. HR departments must continue to innovate beyond the pandemic. Are you Interested in seeing what outsourced Human Resources can do for your business? Connect the pieces of your HR puzzle – https://puzzlehr.com/services/.   --- ### Mental Health in the Workplace - **URL:** https://puzzlehr.com/mental-health-in-the-workplace/ - **Published:** 2021-04-13 - **Modified:** 2026-03-30 - **Author:** PuzzleHR **Summary:** Mental Health in the workplace s a critical business issue today. What support can employers and HR Professional provide for the employees in their care? **Content:** The last year has been tough for everyone at varying levels. Burnout and employee mental health challenges have increased as work environments were forced to adapt to pandemic-related changes. And the relationship between the workplace and supervisor support has undoubtedly shifted to a new and increasingly important role.  What should employers know about mental health in the workplace if they are to help employees through challenges? We have provided a brief guide. What Is Burnout? Contrary to what you may think, employees do not need to work in high-stress environments to experience burnout. Burnout is a threat to employee mental health across company size, industry, and organizational rank. According to the World Health Organization, burnout is defined as a syndrome resulting from chronic workplace stress that has not been successfully managed, characterized by three dimensions: feelings of energy depletion or exhaustion; increased mental distance or negative feelings towards one’s job; and reduced professional efficacy (WHO, 2019). Common factors that contribute to burnout include overwhelming workload, long working hours, chronic staff shortages, an aggressive administrative environment, and a lack of support from management. Burnout has frequently accompanied lower productivity and quality of work, job dissatisfaction, low organizational commitment, absenteeism, intention to leave the job, and turnover. Nearly 85% of workers said their workplace stress affects their mental health (MHA, 2021). What Is an Employer’s Responsibility Regarding Mental Health in the Workplace? As an employer, you have a responsibility to keep your staff safe. This includes ensuring that they uphold good mental health and avoid burnout. Importantly, note that it is illegal to discriminate against mental health conditions unless there is objective evidence that a diagnosed mental illness poses a safety risk or results in poor performance. Even then, employers must provide reasonable accommodation to mental health condition sufferers, which might include altered work and break schedules, environmental changes, or changes in supervision. Thus, you cannot fire someone because they seem depressed; you must attempt to work with the mental illness and prove that an employee’s condition makes them unfit for employment. Despite the growing awareness of mental health conditions, they remain stigmatized, so many who are struggling may feel uncomfortable admitting their mental trouble and seeking help. Yet, untreated mental illness leads to missed work, demonstrated lower performance, and otherwise less-than-ideal employees. Indeed, untreated mental illness costs U.S. companies over $100 billion every year in lost productivity. How Employee Assistance Programs Can Help An employer-sponsored Employee Assistance Program (EAP) is a work-based intervention designed to identify and assist employees in resolving personal problems that may adversely affect their performance at work. Starting workplace conversations about mental health and available resources is challenging. Such conditions are often seen as a personal failing rather than a medical condition. However, by having an EAP and training employees to be sensitive to signs of mental illness, you open the floor to acceptance, advocation, and a safe environment. PuzzleHR’s EAP goes beyond traditional EAP services and offers your employees a truly holistic approach to wellbeing. With… --- ### Looking at Acquiring Top Talent? Start with Your Company Culture - **URL:** https://puzzlehr.com/acquiring-top-talent-starts-with-your-company-culture/ - **Published:** 2021-02-10 - **Modified:** 2026-03-26 - **Author:** PuzzleHR **Summary:** Acquiring top talent is a top priority. At the same time, equal importance should be placed on retaining these same employees. Culture matters! **Content:** For HR managers and company decision makers, acquiring top talent is a top priority. At the same time, equal importance should be placed on retaining these same employees. That’s because according to the Bureau of Labor Statistics, the average person has 12 jobs throughout their lifetime. Although many business leaders believe that payroll is responsible for the high turnover rate, they are oftentimes surprised to learn that salary alone is not the most important piece of the puzzle. At PuzzleHR, we understand the importance of people firsthand. Whether you’re seeking to recruit high-performing employees or retain the talent you currently have, here are some of the most effective ways to nurture a company culture that talented employees will want to be a part of. Aligning Your Core Values  All too often, company core values are referred to as a “check in the box.” In turn, they seldom receive attention after the onboarding process. Although most leaders would prefer having employees who embody principles like integrity, attention-to-detail, and teamwork, they forego fostering a culture that reflects these values. To change the dynamic, we recommend inspiring high-level management to lead by example. Here’s a three-step approach to implement change: Take an in-depth look at your current company core values, identifying any differences between what matters most and what your current values actually are. Hold a round table with executives and managers to gather feedback, agree on changes, and uphold each value. Seek out ways to integrate and remind employees of your core values at company meetings, events, and daily operations – cultural change is a process and requires consistency, buy-in, and action. With core values in place, organizations promote an atmosphere centered on consistency. This not only encourages the right type of employee to join your organization, but also increases the likelihood that employees with the same core values will stay. Evaluating Managers  According to Gallup, upwards of 75% of turnover is influenced by managers alone. As direct supervisors, these individuals are in a key position to influence the bulk of your workforce. Without managers that reflect your core values, inspire creativity, and keep team members engaged, you may be fighting an uphill battle. Our recommendation is to take a second look at your managers and ask the following questions: How can you train existing managers to help grow and nurture up-and-coming talent? Are you holding onto any managers who may not be a good fit within your organization? Do entry-level employees have a way to provide feedback regarding their manager? By asking these questions, organizations can ensure that their managers are promoting a positive company culture. That keeps high-performers motivated to come to work and perform at their best.  Listen to Feedback Even the highest performing offices and organizations have some degree of office politics. Everyone wants to be heard. But some company cultures may inhibit their employees from speaking out in a productive way. Although many internal problems could be voiced and remedied on a low level, they are oftentimes… --- ### Top Three Talent Imperatives for 2021 - **URL:** https://puzzlehr.com/top-three-talent-imperatives-for-2021/ - **Published:** 2021-01-26 - **Modified:** 2026-02-15 - **Author:** PuzzleHR **Summary:** A robust Talent Acquisition Strategy is critical to business success. The TA team at PuzzleHR would like to share these three talent imperatives for 2021. **Content:** The global pandemic of 2020 has thrown the business community for a loop. Many restaurants had to completely rethink their business models by adding delivery, selling produce, and finding ways to facilitate outdoor dining. Many white-collar firms were forced to allow and facilitate remote work. Business leaders around the globe were forced to think differently in order to survive. Now, we see the light at the end of the tunnel and businesses who took the opportunity to restructure – or just open back up – are beginning to ramp up hiring. We see these as the Top Three Talent Imperatives for 2021. Know the Market Reading beyond the headlines for an understanding of the market is critical to your recruiting success. Of course, on a macroscopic level, unemployment may be higher than normal (at 6.7% in November 2020), but things at the local level may be very different. Business leaders must take the time to understand their specific market. They must know their competition. And they must be tuned in to what the unemployment picture looks like for the candidates they are looking to hire. For example, if you are looking to hire people with hospitality backgrounds in one of the places hard hit by COVID – think New York City and Chicago – your candidate pool is likely to be flush. Whereas the same is not true in many cities in Florida. Knowing the market is key to creating a robust Talent Acquisition Strategy. Become the Employer of Choice Job seekers today, regardless of their current employment status, are looking for more than just a paycheck. Along with a competitive salary and benefits package, employees are seeking a safe work environment, flexibility, Diversity and Equity, rewarding work, a company culture that matches their values, good communication from the company, and the list goes on. None of those things cost money but they may cost the time, effort, and energy of leadership to ensure that employees have an engaging work environment where they can show up as their best selves. The investment in reinventing or strengthening your place in the market pays measurable dividends for years in terms of lower turnover and higher productivity. Avoid Candidate Selection Pitfalls They’re perfect! You knew it the moment you saw the resume and the phone screen confirmed that feeling. This candidate is EXACTLY who you have been looking for to fill that open role. You meet them in person (or via Zoom), they look the part, and every answer to every question confirms your first impression. So why did their performance not meet your expectations? Why did they resign for a “better offer” after only a few months? Confirmation Bias is one of the most common candidate selection pitfalls that can have a dramatic impact on your business. Hiring the wrong person negatively impacts the customer experience, other team members (they must pick up the slack), productivity, and ultimately, profitability. Business leaders must train themselves and their hiring managers on interviewing techniques that… --- ### Managed HR Case Study - **URL:** https://puzzlehr.com/managed-hr-case-study/ - **Published:** 2020-12-11 - **Modified:** 2026-08-28 - **Author:** PuzzleHR **Summary:** How can HR help an international luxury retailer deal with and thrive during a global pandemic? Read this case study and find out for yourself. **Content:** At PuzzleHR, we do so many things for so many companies that we thought it important to share some of our stories with you. This is a Case Study of one of our clients, an international luxury retailer. They came to us with an interesting puzzle for the team to help solve. We were asked to help this company: Continue to grow their business and luxury brand reputation. Remain in compliance. Keep their employees safe and engaged. Maintain the familial culture that they had worked so hard to build and maintain for over 100 years. Certainly a tall order, but the ask was not one we had not seen before. We created a simple three part plan. First We had to address the most immediate obstacle, Covid-19.  How does a business navigate safety and productivity in this environment?  Our client had done a great job managing each Covid-related incident as it arose. But they lacked a comprehensive, proactive approach to dealing with the pandemic in the workplace. We helped them implement CDC-approved policies and procedures so that employees were aware of how to handle even the most complicated of scenarios. As employees took advantage of the company’s very generous PTO offerings while quarantining or taking care of family members, we uncovered a potential windfall. We worked with their payroll provider to recategorize Covid-related leaves to take advantage of tax savings. That helped the company realize $50,000 in savings. When holiday travel became problematic in their area, we provided compliant guidance to help mitigate risk and bring open communication to the forefront so that everyone played a role in making the workplace as safe as possible. Next Talent acquisition is never easy. Talent acquisition in a pandemic is a different level of challenge altogether. Our client needed help staffing open positions.  But how do you lure qualified candidates away from their existing role in such uncertain times?  We worked to create quality job postings, released in a wide variety of platforms to reach the best and broadest audience.  Then, PuzzleHR worked with the hiring managers to ensure timely communication with candidates so that the process was seamless and efficient. Finally We tackled company culture. Candidates, employees and customers want to feel a connection with their organization. They want to see diversity, sustainability, corporate responsibility, or simply their core values displayed in how the business functions. What could PuzzleHR help identify, augment and help communicate about our client? We conducted an in-depth analysis of other brands in the luxury space to determine what qualities this company needs to highlight in their media to fully express their cultural identity.  Our work helped surface those elements and highlighted them for employees and customers alike.  Today, we are working to standardizing their employee onboarding to ensure every employee benefits from a strong start at this great place to work! The Result We saved our client tens of thousands of dollars in taxes. We increased employee engagement. And were able to inform the community just how… --- ### Top Five "Things to Consider" for Business Leaders in 2021 - **URL:** https://puzzlehr.com/top-five-things-to-consider-2021/ - **Published:** 2020-11-29 - **Modified:** 2026-08-28 - **Author:** PuzzleHR **Summary:** Are you prepared to help your business trhive in 2021? Let PuzzleHR help by offering the Top 5 Things for Business Leaders to Consider in 2021. **Content:** Many of us are very excited to confine 2020 to the history books and move on to the promise that is 2021. In an effort to be best prepared to make the most of next year, we’d like to offer the Top Five “Things to Consider” for Business Leaders in 2021. Thing 1: COVID-19 You knew this was coming. Are you prepared to navigate through Covid-19 and what’s to come? What if there are additional restrictions put upon business operations? Have you updated your policy guidebook? Have you set new Work From Home Expectations and know how to communicate and hold affected  employees accountable? Thing 2: Talent Acquisition The US was, effectively, at full employment before being devastated by the global pandemic. Employers struggled to find (and afford) top talent to fill key roles. There is no doubt 2021 will be a very competitive one for employers looking to enhance their workforce. Do candidates consider your company an “Employer of Choice” in your field and geographic area? Do you know who the competitors for talent are in your area? How do your wage and benefit offerings stack up against the competition? Are you prepared to lose your top employee?  Worse: Are you holding on to bad employees? Thing 3: Employee Culture Are you aware of how employee engagement impacts business results and have you implemented a strategy to measure and improve employee engagement in your organization? Have you deployed critical strategies for Diversity and Inclusion? Are you prepared to combat harassment in your workplace? Are all employee policies and procedures lined up with the Mission, Vision and Values of the organization?  Do you have a culture of success? Thing 4: HR and Regulatory Compliance Are you confident in navigating through the ever changing local, state and federal laws including the complex Wage & Hour? In 2019 The Wage and Hour Division (WHD) recovered a record  $322,000,000 in wages owed to workers. Do you have the correct protocols in place to ensure that you are not inadvertently violating the Fair Labor Standards Act? Are you comfortable dealing with Extended Family and Medical Leave (EFMLA) provided by the Families First Coronavirus Relief Act (FFCRA)? Thing 5: Leadership Development Things are different today than they were yesterday. And more now than ever, front line supervision is key to business success. Is your management team built of Managers or Leaders?  Have you incorporated leadership training and development for your leadership team?  Do you have a structured performance management system in place? Have you developed a succession plan for every key position in your organization? Last Thing: Human Resources Most HR departments range from being woefully under-resourced to (at best) dramatically under-resourced and struggle to do more than execute tactical functions like payroll and employee onboarding. How do you view your HR department? Do you see HR as a “Necessary Evil” or does HR hold a key “Seat at the Table” helping to develop and deploy growth strategies? What if you could provide your HR… --- ### 5 Mistakes to Avoid When Switching Payroll Services - **URL:** https://puzzlehr.com/5-mistakes-to-avoid-when-switching-payroll-services/ - **Published:** 2020-10-18 - **Modified:** 2026-08-28 - **Author:** PuzzleHR **Summary:** Thinking about switching payroll services? These are the 5 mistakes people make when switching payroll services and what you can do to avoid them. **Content:** Millions of businesses outsource their payroll processing to a third party. Never have there been so many vendors to choose from each with a different “value proposition”. Choices range from Software as a Service companies for the Do-it-Yourselfer crowd to payroll service bureaus who will do it for you. Each year tens of thousands of companies decide to change their payroll vendor. Each year thousands of them regret their decision. These are the 5 mistakes to avoid when switching payroll services and what you can do to avoid them. Mistake Number 1: Buying on Price “How much is it per check?” is a common question that buyers will ask. And Salespeople are often eager to compete on price. Now I’m not saying you should pay more that you need to (no one likes a deal more than me!). What I am saying is that the per check cost is the least relevant metric for you to consider. The result of this mistake is the buyer ends up feeling “nickel and dimed”. Worse, they realize that they eliminated something that they really needed once they go to run their first payroll on the new system. To avoid this dilemma buyers must pay close attention to the features that are (and are not) included in the quote. One company will give you a very low cost per check and then charge you extras for things that the other company is probably throwing in for free. Mistake Number 2: Buying a “Brand” Payroll is not a handbag. There’s no cache’ in using “big red” or “big blue” but, for some reason people will pay a premium to use one of the big two. What’s worse, they won’t even look at smaller, regional or local providers. Bigger is not necessarily better. Give local or regional providers a second look. There are also some lesser known national providers that have excellent systems and reputations. Many use the same tax platforms and ACH providers as the big guys. They are SOX compliant and insured against fraud to give you peace of mind while providing a first rate system and exceptional customer service.  Mistake Number 3: Not Taking Implementation Time into Account “We’ll make the change in January.” Too often companies don’t give themselves (or their new provider) enough time to do a really good implementation. The result is late nights, weekend overtime, dissatisfaction with the new program and even more time spent fixing critical errors after the first run. When you are scheduling an implementation, remember to take holidays, vacations, benefits open enrollment, annual reviews, etc. into account. You will also want to remember that you are not the only one making the switch so vendor resources will be stretched as well. Oh! don’t forget your “day job” those responsibilities don’t just go away so plan accordingly. Mistake Number 4: Being Married to “How we do it Today” Let’s face it, change can be difficult. And changing payroll systems is enough to keep you up at… --- ### Cybersecurity and Privacy: 7 Best Practices When Employees Work Remotely - **URL:** https://puzzlehr.com/employees-work-remotely-cybersecurity-privacy-tips/ - **Published:** 2020-08-07 - **Modified:** 2026-08-28 - **Author:** PuzzleHR **Summary:** Remote work is great and offers a ton of flexibility, but it also comes with security risks. Learn more about how to address them here. **Content:** With the rise of employees now working remotely, it is more crucial than ever to ensure everyone’s personal information and hardware is protected from identity theft, stolen information, and phishing. Those who have had their email, Zoom meetings or Facebook hacked know how difficult it can be to resolve the problem after it has occurred. Hackers are targeting remote workers to ultimately gain access and disable company systems holding them for ransom. Ensuring your employees practice good Cyber Hygiene while working remotely can be simple. Here are seven best practices to get you started. 1. Start by Educating Employees About Authorization and Security Companies have a wide range of individuals with varying skill levels. Some employees are younger and don’t understand the importance of protecting information. Older individuals may not have enough technical background to understand how to protect themselves. Some employees may not care. The first step in creating cybersecurity from home to protect both the employees and the company is to educate employees. Management should take an active role in the development of company-wide policies that include the following security tips, along with educating employees about the costs (both personal and economical) that come from ignoring such policies. Sending out written, company-wide memos that employees must sign, along with an informational webinar or presentation, will at least combat the plea of ignorance. The next step that companies should take to protect themselves and their staff, is to only allow authorized individuals to utilize particular hardware, software, and webpages. Many companies will create a block on specific servers so that employees cannot access or download from certain sites that phishing is common. This includes apps and games. Utilizing authorization software puts a wall between employees and potential threats, which in turn protects a company’s assets for an inexpensive price. 2. Make Sure that the Equipment is Secure Employees who are working remotely may have to share their computers and other hardware with children who are engaged in distant online learning. Therefore, each employee should have their work computer secured, so that other individuals in the house cannot inadvertently breach security measures that the company has enforced. If a shared computer is necessary, each user should have a separate account on the computer that other individuals cannot access. Other than the computer, WiFi routers should be updated if employees are beginning to work from home. Employees should be discouraged from using any type of public WiFi connection. Passwords on WiFi accounts should be changed regularly. 3. Passwords and Verifications An individual can take proper precautions and work with the companies on maintaining unique passwords and changing them often. Employees should never utilize common passwords- names of children or pets; birthdays or anniversaries; or any other common information. Passwords should be different on all platforms and never reused across applications. They should also be changed regularly to prevent phishing. Two-step authorizations can be useful as well. If a hacker is trying to get into an account, a two-step verification method would… --- ### 5 Best Practices for Diversity and Inclusion in the Workplace - **URL:** https://puzzlehr.com/5-best-practices-diversity-inclusion/ - **Published:** 2020-08-02 - **Modified:** 2026-08-28 - **Author:** PuzzleHR **Summary:** Are you looking for tips on diversity inclusion? Read this article here to get more insight on improving workplace diversity. Learn more here **Content:** Diversity and Inclusion in the workforce is not a new concept, but it is one that can be difficult to incorporate without proper guidance. Diversity is not just about ethnicity or color. It includes taking into consideration different genders, ages, abilities and disabilities, cultures, and more. Although some organizations have leaders that are of a generation that may not respect the idea of inclusion and diversity in the workplace, the decision should be company-wide and widely supported to help each employee thrive. If leadership demonstrates the importance of creating an atmosphere that positively incorporates a mission of diversity and inclusion, employee hiring processes and retention will exemplify that. 1. Establish a Clear Mission The mission of the company is what concisely outlines the vision. It is the fundamental idea of which the company bases its practices and creates its strategic outcomes. Companies can begin the diversity and inclusion practices by first naming that in the mission. Therefore, all future decisions that the company makes will have to match this important factor outlined in the mission statement. If the company is looking to implement different Human Resources practices, wants to grow, reach out to a bigger audience of consumers, etc., the company must ask itself, how can I include perspectives and decisions that will include as many different individuals as possible. The mission statement guides the actions of a company in every aspect. By including diversity and inclusion, this will impact every department from the top down. Although it is impossible to ensure that all groups of individuals are represented, those that are should be represented fairly. Those who may not be impacted by an individual department’s process should have some input on it that can be more inclusive. Those who are in leadership may not have the same perspective as the employees and clients they serve do. Therefore, it is important to have diverse leadership and to incorporate the perspectives on those they serve as much as possible.   2. Commitment from the Leadership Circle Employee diversity and inclusion must start from the top down. When forming a board of directors (or in time electing new members to replace those who have resigned) it must be diverse so that decisions that impact employees can have a varying opinion. Although it is not appropriate to only hire a person who demonstrates a particular niche of individuals on the basis alone, it is important to emphasize the company’s strategy of inclusion and diversity and to gain perspective of what the potential board member brings to the table or how they feel about it. The same goes for management. If the leadership does not reflect a diverse pool of individuals, it will be difficult for employees to relate to them. Employees will recognize the qualities that a leadership team will possess. If an employee does not feel as though they are appreciated at work, there is a higher chance that they will blame the lack of diversity in management. It will potentially lead to… --- ### PuzzleHR Has Been Named to HRTech Outlook's Top 10 - **URL:** https://puzzlehr.com/top-ten-hr-tech-outlook/ - **Published:** 2020-06-01 - **Modified:** 2026-08-28 - **Author:** PuzzleHR **Summary:** PuzzleHR has been named to the HR Tech Outlook List Top 10 HR compliance Companies. Find out why and find out how PuzzleHR drives business results **Content:** When we launched PuzzleHR we had one goal in mind, to be the force that disrupts the old, tired perceptions people have about “Human Resources”. Our team is tirelessly dedicated to helping business leaders from all industries realize how the effective mobilization of Human Resources helps companies drive business results. That is why today we are filled with pride as we announce that our company, PuzzleHR, has been named to HRTech Outlook Magazine’s list of the Top Ten HR Compliance Companies for 2020. Your HR Department should be a force. PuzzleHR makes HR a Force Multiplier.   Frequently Asked Questions Has PuzzleHR received third-party industry recognition? That is why today we are filled with pride as we announce that our company, PuzzleHR, has been named to HRTech Outlook Magazine’s list of the Top Ten HR Compliance Companies for 2020. What was PuzzleHR founded to do? When we launched PuzzleHR we had one goal in mind, to be the force that disrupts the old, tired perceptions people have about “Human Resources”. Our team is tirelessly dedicated to helping business leaders from all industries realize how the effective mobilization of Human Resources helps companies drive business results. --- ### 10 Best Practices to Help Manage a Newly Remote Workforce - **URL:** https://puzzlehr.com/10-best-practices-to-help-manage-a-newly-remote-workforce/ - **Published:** 2020-03-27 - **Modified:** 2026-08-28 - **Author:** PuzzleHR **Summary:** How do you keep your team productive and engaged from a distance? Here are 10 best practices we think can help you manage a newly remote workforce. **Content:** The pandemic caused by COVID-19 has put us in an unprecedented situation. Many who normally commute to work are now suddenly being thrust into unexpected remote work situations, and managers are no exception. Where before monitoring your team and staying engaged was as simple as yelling down the hall or calling a quick team huddle, now your team is spread half way across town and meetings can quickly become a game of phone tag to get everyone organized. How do you keep your team productive and engaged from a distance? Here are 10 best practices we think can help you manage a newly remote workforce. 1. Technology is your friend Adjusting your normal ways of communication will probably be one of your biggest challenges. Email isn’t likely to cut it as your sole source of contact. Your best solution will be to identify the technology that can help you stay in touch and keep communication flowing. Productivity tools you can use include messaging, video conferencing, collaboration and project management applications. Beyond communication, consider how best to share files and documents smoothly and with as much real time collaboration as possible. Define which tools you want to use for different purposes (this may take some experimenting at first!) to find your happy medium. 2. Establish a virtual open door Remote work often feels lonely for people, especially when they’re used to gathering around the proverbial water cooler and attending regular meetings. Statistics suggest 19% of remote workers find that loneliness is their biggest challenge when working remotely. Try to alleviate these feelings by creating a virtual open-door policy. Use chat tools, such as Slack, and make yourself available to your team. Encourage them to stay in contact with each other, too. 3. Schedule regular meetings Routine video conferences are also helpful. Applications you can use to accomplish this include Zoom, Skype and Google Hangouts, to name a few. We’ve found that touching base as a team regularly helps everyone remain cohesive and provides a sense of normalcy. 4. Set expectations One of the best things you can do for your team is to outline your expectations from the get-go. If team members aren’t used to working remotely, they probably won’t intuitively understand how to succeed. Be sure to prioritize tasks, outline quality standards and set deadlines. Explain which tools should be used for different types of communication and when to use them. Expectations are a great guideline and employees with no remote work experience will appreciate receiving direction. 5. Monitor metrics To meet your organization’s goals, you’ll need metrics. Establish key performance indicators (KPIs) so you can quantify the work being done remotely. But be careful: You’ll want to avoid metric overload. Too many metrics can turn out to be counterproductive. Essentially, monitor your KPIs as you normally would, but don’t focus on the number of hours your employees log in. Instead, look at what they’re producing. 6. Provide feedback While you’re isolating, be sure you’re still available as a coach… --- ### Top 10 Employee Engagement Survey Questions - **URL:** https://puzzlehr.com/top-10-employee-engagement-survey-questions/ - **Published:** 2020-03-09 - **Modified:** 2026-08-28 - **Author:** PuzzleHR **Summary:** Employee engagement measures how employees feel about their job and their workplace. Survey results help create strategies to optimize business results. **Content:** 3 MIN. READ – Employee Engagement Employee Engagement is a measure of how employees feel about their job and their workplace. Employees who are engaged and happy with their workplace are more productive – according to some studies, up to 20% more productive. But how can you find out if your employees are happy or not? When we work with our clients to help transform their company into an employer of choice, we always do one thing first… We ask! Employee Engagement surveys are a great way to find out how your staff feels about the company. Surveys let employees be heard, especially those who believe their voices don’t matter. Because they can be made completely anonymous, employees are often very honest and forthcoming on surveys. That’s why it’s important to avoid asking for any identifying information on the surveys if you want to find out how your employees really feel. When we help companies design surveys, we suggest they ask questions that people probably wouldn’t want to answer with management in the room. This leads to a mix of quantitative and qualitative questions. There’s no limit to the number of questions, but keep in mind that an excessively long survey might be left unfinished, or worse yet, completely ignored. We normally stick to 25 questions or less. Some of the questions give employees a way to rate how strongly they agree with certain statements, such as “My career has a clear path with this company.” Other questions are in short essay format, such as “What could the company do to improve your feelings of inclusivity in company decisions?” A mistake we often see is surveys that mix up the answer structure. They end up with an essay when they intended to get a multiple-choice answer, so attention to detail is important. Avoid loaded questions When writing surveys, we take care not to load the question in order to get a certain answer. For example, asking “Isn’t this the best job you’ve ever had?” nudges the employee toward a positive answer. Instead, we use a ranking question like “Where does this job rank in terms of satisfaction compared with other employment you’ve had?” It’s a lot wordier, but it’s less suggestive and avoids any presupposition. You can have the survey results compiled into useful charts and graphs to share with the entire staff, or use them as an impetus for change. Instead of letting problems spread in silence, companies can give their employees a voice to help correct the course. Surveys can act as a reality check for the health of the company. Here are some questions that can show you how your employees truly view the company. Do you believe your company is tapping into and using your unique talents? Do you believe your managers listen to your ideas openly? On a scale of 1 to 10, how likely are you to remain with this company for another year? Another 5 years? Longer than 5 years? On a scale… --- ### Announcing the PuzzleHR Webinar Series - **URL:** https://puzzlehr.com/webinar-series/ - **Published:** 2019-12-19 - **Modified:** 2026-08-28 - **Author:** PuzzleHR **Summary:** Join the experts at PuzzleHR as we discuss a range of hot human resource topics impacting businesses today. Topics vary and space is limited. Sign up today! **Content:** Effective Human Resource Strategies are the key to a maintaining vibrant, thriving work environment. Keeping on top of industry trends and regulatory changes are a vital part of  creating and deploying those strategies. That’s why we are pleased to announce the PuzzleHR Webinar Series. Each month, the experts at PuzzleHR will explore and discuss a different topic facing business owners, managers and Human Resource professionals. The webinar’s are free to attend and we encourage you to share this with your peers and invite then to join us. At PuzzleHR we work to help companies stay in compliance, win the war for talent and maximize their human potential. Webinar Series Schedule Non Harassment  – January 16, 2019 Are you doing everything you can to ensure your employees and managers understand their roles when it comes to Harassment in the Workplace? Employee Engagement – February 20, 2020 What is “Employee Engagement” and how does it affect your business? Ideas to measure engagement and results. Top 10 Human Resource Myths – March 19, 2020 Are you leading your business based on outdated or incorrect practices and assumptions? What are they and what are the risks? Webinar 2: Navigating HR and Financial Aspects of COVID -19 Legislation – April 2, 2020 We will review the Financial and Hr impacts of the new CARES legislation. Webinar 3: Navigating HR and Financial Aspects of COVID -19 Legislation – April 9, 2020 We will review updates to the FFCRA, the CARES Act and State Trends. Cannabis Legislation and Your Business – April 20, 2020 The impact of recent legislative changes on businesses and what you can do to protect your company. Performance Management – May 21, 2020 A well defined and executed process will help you reward star performers and get more from your employees. Candidate Selection Pitfalls – June 18, 2020 Hiring the right person for the right position is critical to business success.   We look forward to meeting you in one or all of the events in our Webinar Series! Frequently Asked Questions What is the PuzzleHR Webinar Series? Each month, the experts at PuzzleHR will explore and discuss a different topic facing business owners, managers and Human Resource professionals. Are the PuzzleHR webinars free? The webinar’s are free to attend and we encourage you to share this with your peers and invite then to join us. Why does an HR strategy matter to a growing business? Effective Human Resource Strategies are the key to a maintaining vibrant, thriving work environment. Keeping on top of industry trends and regulatory changes are a vital part of creating and deploying those strategies. What does PuzzleHR help companies do? At PuzzleHR we work to help companies stay in compliance, win the war for talent and maximize their human potential. --- ## Pages ### Home - **URL:** https://puzzlehr.com/ - **Published:** 2026-08-23 - **Modified:** 2026-08-24 - **Author:** Thirteen05 **Summary:** PuzzleHR provides Human Resources as a Service (HRaaS). Grow your business with our fractional HR services. Contact us for a free quote. **Content:** HR Services Human Resources is a uniquely complex puzzle. And most businesses lack the time and resources to solve it effectively.  As a leading name in the HR solutions space, PuzzleHR is your ally in decoding the complexities of Human Resources. Our team of HR specialists provides industry leading HR as a Service (HRaaS) to companies of all sizes and is equipped with the all the varied skills and expertise necessary to help your business overcome HR challenges, enabling you to focus on what you do best. Don’t let the HR puzzle confuse you.  Reach out to us today and find out how HR as a Service can solve your Human Resources puzzle. Book a Free HR Assessment Our HR Services Managed Human Resources Many, if not most, business owners find human resources puzzling. At PuzzleHR, we combine your existing technology with our “high human” interface to ensure your organization can accomplish its goals. Puzzle isn’t an HR consultant firm. We’re a fractional HR department, providing the pieces you’re missing. Managed Human Resources Managed Payroll Payroll and HCM providers lack the ability to provide the support their customers need to effectively leverage the software they purchased. Customers find these programs confusing and frustrating, unable to navigate technology that falls short of its promise. Where the HCM system stops is where PuzzleHR starts. Managed Payroll Managed Benefits From open enrollment and selecting providers to retirement planning and pre-tax savings, benefits are a complicated HR function for employers and employees alike. PuzzleHR Benefits Specialists collaborate with employees, brokers, and insurance carriers to assist you in selecting, managing, and communicating your ideal benefits plan. Managed Benefits Talent Acquisition Your company wants to acquire top talent but lacks the time. Advertising roles, sourcing candidates, and conducting interviews can cost countless hours. Leaders settle for candidates that are good, not great, resulting in increased turnover. The PuzzleHR Talent Acquisition team takes the burden off your team, ensuring you can attract and retain top talent. Talent Acquisition Learning & Development Companies with cultures that encourage continuous learning and development produce the best leaders, providing them with environments where they can build their skills and get the support they need to grow. These leaders transform their businesses by engaging employees, inspiring their teams, and achieving their goals. PuzzleHR’s Learning and Development solutions provide leaders with the skills they need to excel. Learning & Development More HR Solutions HR support needs can pop up anytime, from questions about payroll to employee conflicts and beyond. Focusing your efforts on handling HR concerns takes time from your critical tasks, but delays in addressing issues could prolong an issue. With PuzzleHR Direct Connect, employees and leaders can connect with our experienced HR team for everyday support. More HR Solutions Solving Your Human Resources Puzzle The industry experts that comprise PuzzleHR realized there was no real solution in the marketplace to provide scalable HR services to growing companies. We developed PuzzleHR and our HR as a Service (HRaaS) model to provide every… --- ### Fractional HR Services - **URL:** https://puzzlehr.com/services/fractional-hr/ - **Published:** 2026-08-23 - **Modified:** 2026-08-25 - **Author:** Thirteen05 **Summary:** Maximize your company's growth with our Fractional HR Services. Contact us today for a free quote tailored to your business needs. **Content:** Streamline Your HR With Our Fractional HR Services Our fractional HR services are trusted by businesses across the country. Simplify human resources with our fractional HR solutions and allow us to help drive results for your business by providing the experience and expertise that you need to thrive. Book a Free HR Assessment Receive A Fractional HR Quote Name Company Email How did you hear about us? Service Needed Describe your problem Submit Request Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Fractional Human Resources A smart, successful company recognizes that its employees are the most valuable resource and that HR can be leveraged to improve growth. At PuzzleHR, we provide fractional HR solutions that deliver the HR professionals that you need to streamline your HR and leverage it to grow your company. We provide the experience and expertise your company needs to nurture your existing employees, improve your strategies, and grow your company to its full potential. HR is easy - until it's not. PuzzleHR provides businesses with a variety of shared service solutions that do more than just help companies survive today’s highly regulated, rapidly changing, and litigious environment. We provide the resources, strategies and tools that businesses need to thrive. Shared Service Models for Unmatched Flexibility We offer the following distinct shared service models for organizations to choose from.  Combined with our custom service packages, these provide solutions that meet your company’s needs, whether you’re a small businesses with only a few employees or a large company with an HR department and hundreds or thousands of employees. HR Evolved! HR Evolved! HR Evolved! is PuzzleHR’s most comprehensive HR solution, designed for businesses ready to evolve their HR strategy. With HR Evolved!, you’re paired with your own dedicated HR professional, backed by full access to our technology. We keep your business compliant with real-time regulatory updates, and we help you plan ahead with a strategic HR roadmap built around your organizational goals.   HR Evolved! goes beyond core HR support to cover the full employee lifecycle. From onboarding to recruiting to leave of absence management, we manage the details so you can trust that your business is in good hands. With HR Evolved’s expansive service offerings, you get everything you need to grow your business while we manage HR from every angle. HR Solved! HR Solved! Solved! Clients are paired with a team of HR professionals experienced in multiple disciplines. That team analyzes your organization, provides feedback and works with you to create and drive the initiatives that move your company forward.  Solved! is a “Virtual First” service approach designed to maximize value and results. HR Foundations! HR Foundations! A proactive user experience where your team of HR generalists make recommendations and provide basic HR support “One initiative at… --- ### Outsourced HR Services - **URL:** https://puzzlehr.com/services/outsourced-hr/ - **Published:** 2026-08-22 - **Modified:** 2026-08-25 - **Author:** Thirteen05 **Summary:** Maximize your company's growth with outsourced HR services. We deliver outsourced HR solutions tailored to your needs. Get a free quote! **Content:** Streamline Your HR With Our Outsourced HR Services Our outsourced human resources services are trusted by businesses nationwide. Remove the complications of HR administration by partnering with PuzzleHR. We can help your HR department drive results with our custom solutions tailored to fit your business. Book a Free HR Assessment Receive An Outsourced HR Quote Name Company Email How did you hear about us? Service Needed Describe your problem Submit Request Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Outsourced Human Resources A smart, successful company recognizes that its employees are the most valuable resource and that HR can be leveraged to help your company grow. PuzzleHR, a complete HR outsourcing services provider, delivers the expertise and experience to nurture your existing employees and strategies to help your company grow to its fullest potential. Human Resources is easy - until it's not. PuzzleHR offers a variety of shared service solutions to help companies do more than just survive today’s rapidly changing, litigious, and highly regulated environment. Puzzle gives your business the resources, strategies, and tools that help businesses thrive. Shared Service Models for Unmatched Flexibility We offer the following distinct shared service models for organizations to choose from.  Combined with our custom service packages, these provide solutions that meet your company’s needs, whether you’re a small businesses with only a few employees or a large company with hundreds or thousands of employees. HR Evolved! HR Evolved! HR Evolved! is PuzzleHR’s most comprehensive HR solution, designed for businesses ready to evolve their HR strategy. With HR Evolved!, you’re paired with your own dedicated HR professional, backed by full access to our technology. We keep your business compliant with real-time regulatory updates, and we help you plan ahead with a strategic HR roadmap built around your organizational goals.   HR Evolved! goes beyond core HR support to cover the full employee lifecycle. From onboarding to recruiting to leave of absence management, we manage the details so you can trust that your business is in good hands. With HR Evolved’s expansive service offerings, you get everything you need to grow your business while we manage HR from every angle. HR Solved! HR Solved! Solved! Clients are paired with a team of HR professionals experienced in multiple disciplines. That team analyzes your organization, provides feedback, and works with you to create and drive the initiatives that move your company forward.  Solved! is a “Virtual First” service approach designed to maximize value and drive results. HR Foundations! HR Foundations! A proactive user experience where our team of HR outsourcing generalists make recommendations and provide basic support “One initiative at a time.” This is one of the best HR outsourcing services for businesses that are looking for some extra HR management help. HR Comply! HR Comply! Reactive… --- ### Human Resources Management - **URL:** https://puzzlehr.com/services/managed-human-resources/ - **Published:** 2026-08-18 - **Modified:** 2026-08-26 - **Author:** PuzzleHR **Summary:** Maximize your company's growth with dedicated human resources management. Contact us today for a free quote and get started! **Content:** Human Resources Management Our Human Resource Management Services are trusted by many businesses nationwide. Eliminate the complications of Human Resources using our Human Resources Management Services. Book a Free HR Assessment Receive A Managed HR Quote Name Company Email How did you hear about us? Service Needed Describe your problem Submit Request Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Human Resource Management Smart businesses understand that their employees are their greatest resource, and leveraging effective human resource management is crucial for growth. PuzzleHR, a full-service outsourced human resources provider, offers the expertise and strategic insight to not only support your workforce but also to drive your company’s long-term success. With PuzzleHR, you gain access to a team of seasoned, HR managers and professionals who handle everything from compliance management and employee relations to HR strategy and leadership development. Our managed HR services are designed to streamline your human resources department, reduce risk, and ensure your business stays compliant with ever-changing regulations. This allows you to focus on your core business goals while we manage the complexities of human resource management. The PuzzleHR Advantage: We don’t just help you manage human resources—we provide human resources management! By partnering with PuzzleHR, you can reduce administrative burdens, improve employee satisfaction, and implement the HR processes and strategies that directly contribute to your company’s growth. Whether you’re scaling your business, navigating regulatory challenges, or looking to build a stronger company culture, and improve employee management, our comprehensive approach provides the resources and insights you need to succeed. Human Resources is Easy, Until it's Not. Navigating today’s complex and ever-changing regulatory landscape can make human resource management challenging. PuzzleHR provides tailored HR solutions that help businesses not just survive, but thrive. As a top HR managed service provider, PuzzleHR delivers the strategies, resources, and tools needed to handle compliance, mitigate risk, and empower your business for sustained growth. Shared Service Models for Unmatched Flexibility We offer the following distinct shared service models for organizations to choose from.  Combined with our custom service packages, these provide solutions that meet your company’s needs, whether you’re a small businesses with only a few employees or a large company with hundreds or thousands of employees. HR Evolved! HR Evolved! HR Evolved! is PuzzleHR’s most comprehensive HR solution, designed for businesses ready to evolve their HR strategy. With HR Evolved!, you’re paired with your own dedicated HR professional, backed by full access to our technology. We keep your business compliant with real-time regulatory updates, and we help you plan ahead with a strategic HR roadmap built around your organizational goals.   HR Evolved! goes beyond core HR support to cover the full employee lifecycle. From onboarding to recruiting to leave of absence management, we manage the details so you can… --- ### PuzzleVision - **URL:** https://puzzlehr.com/puzzlevision/ - **Published:** 2026-08-06 - **Modified:** 2026-09-04 - **Author:** Growl Agency **Summary:** Your HR Command Center, all in one place: PuzzleVision is PuzzleHR’s new client platform, a single, transparent home for tracking HR progress, messaging your team, and managing everything without digging through emails or juggling logins. **Content:** Introducing PuzzleVision Your HR Command Center, all in one place. PuzzleVision is PuzzleHR’s new client platform, a single, transparent home for tracking HR progress, messaging your team, and managing everything without digging through emails or juggling logins. Talk to PuzzleHR See What’s Inside Now available to PuzzleHR clients. No new systems to learn. HR Command Center Track the real-time progress of every PuzzleHR initiative in one dashboard. Frictionless Requests Submit support requests and share evolving needs in a couple of clicks. Clear Communication Built-in direct messaging keeps conversations with your team documented. Easy Access Intuitive navigation makes accounts, dashboards, and projects simple to manage. Resource Hub Browse the full range of PuzzleHR services and solutions in one library. Built around your workflow An intuitive, consumer-grade experience with the professional features clients need to succeed. PuzzleVision eliminates the guesswork of working with an HR partner. No more digging through email threads or bouncing between platforms. Just one transparent, responsive home base for your HR function. HR Command Center See exactly where every initiative stands, in real time. A single, unified dashboard replaces status-check emails and guesswork. Watch open enrollment, handbook updates, and every active project move forward, the moment it happens. Live progress tracking on every HR initiative No more digging through email for status updates One dashboard for HR, managed payroll, and managed benefits Frictionless Support Requests Submit a request in seconds. Track it until it’s done. Share evolving needs with your dedicated PuzzleHR support team without a single email thread. Every request is logged, assigned, and visible from submission to resolution. Submit requests directly from your dashboard Always know what’s open, in progress, or resolved Nothing gets lost in someone’s inbox Business Dashboard See the measurable impact of your HR partnership, Cost savings, goals achieved, process efficiency, and client satisfaction, summarized alongside performance against target for every service.  Why it’s different Built for how clients actually work with their HR team. PuzzleVision replaces the scattered, reactive way most companies experience outsourced HR with one connected, proactive system. The old way With PuzzleVision The old wayStatus updates buried in email threads With PuzzleVisionReal-time progress on every initiative The old wayRequests sent and hoped for the best With PuzzleVisionRequests logged, tracked, and resolved in view The old wayConversations scattered across calls and inboxes With PuzzleVisionDirect, documented messaging in one place The old wayUnsure what services are even available With PuzzleVisionA full Resource Hub, always a click away Multiple reports and dashboards With PuzzleVisionOne account, one dashboard, everything connected “ PuzzleVision reflects how we want every client to experience PuzzleHR: transparent and responsive. Our goal is to simplify the HR function and reduce the administrative burden for our clients, so we’ve built in easy communication features, real-time updates, and accessible resources. Lonny Ostrander CEO, PuzzleHR PuzzleVision is available now to PuzzleHR clients. Reach out to your PuzzleHR team to get set up, or talk to us about PuzzleHR’s full suite of HR-as-a-Service solutions. Talk to PuzzleHR --- ### Leave of Absence Service - **URL:** https://puzzlehr.com/services/leave-of-absence-service/ - **Published:** 2026-07-08 - **Modified:** 2026-08-24 - **Author:** Thirteen05 **Summary:** Take the headache out of LOA with the PuzzleHR Leave of Absence Management solution. Learn more about how to handle leaves for your business. **Content:** Leave of Absence Service Take the headache out of LOA with the PuzzleHR Leave of Absence Management solution.  Get Your Quote Now Receive A Leave of Absence Quote Name Company Email How did you hear about us? Service Needed Describe your problem Submit Request Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Leave of Absence Service Navigating employee leave of absence (LOA) can be like finding your way through a maze. Let PuzzleHR help!  The PuzzleHR LOA service minimizes employer involvement and ensures a smooth process for the employee. We streamline communication, guide employees, ensure compliance, and even handle return-to-work accommodations. Our solution is powered by cutting-edge project management tools and backed by HR experts. Our Leave Management service handles the entire process from beginning to end so you don’t have to. Our Service PuzzleHR’s leave of absence management solution provides expert compliance knowledge for a seamless process. From FMLA to ADA, PuzzleHR’s experts handle the paperwork, tracking, and communication, allowing your team to focus on their primary responsibilites. Click to Download our complete Leave of Absence Service Information Sheet Case Study Want to see how PuzzleHR’s Leave of Absence service performs with other companies like yours? Explore our case studies to see how we helped companies with LOA.  Click below to read their stories. Blog Ready to make your LOA processes seamless? Dive into the full post for best practices and a step-by-step guide.  Read the full article. You've Got the Humans, We've Got the Resources. Let's Talk. Name Company Email How did you hear about us? Service Needed Describe your problem Submit Request Have questions? We've got you covered. Below you’ll find answers to common questions about our leave of absence service. How does PuzzleHR simplify managing employee leaves of absence? PuzzleHR assigns a dedicated LOA Case Manager who oversees the entire leave process—from documentation collection to employee communications—reducing administrative burden and ensuring nothing falls through the cracks. What types of compliance support does PuzzleHR provide during LOA? We provide expert guidance on federal and state leave laws, assist with documentation for short-term disability and state benefits, and help ensure full compliance across every stage of the leave. Does PuzzleHR help calculate employee pay during leave? Yes. PuzzleHR calculates gap pay and supplemental pay amounts for your review and approval, ensuring accuracy and alignment with both company policy and legal requirements. Can PuzzleHR integrate with our existing systems and workflows? Absolutely. We standardize and incorporate your LOA process into PuzzleHR’s systems and coordinate with payroll and benefits contacts for seamless execution. How does PuzzleHR keep employers informed during active leaves? We offer real-time visibility into leave status, hold monthly update meetings, and provide consistent service-level agreements so you’re always in the loop—without having to manage day-to-day tasks. How… --- ### Nonprofit - **URL:** https://puzzlehr.com/nonprofit/ - **Published:** 2026-06-27 - **Modified:** 2026-08-29 - **Author:** Cleotia Morrow **Summary:** Unlock the potential of your non-profit with PuzzleHR's HR solutions. Optimize your HR department for efficiency and effectiveness to deliver more mission. **Content:** Nonprofit HR More Margin= More Mission! PuzzleHR is dedicated to assisting nonprofits in transforming their HR departments from entities that consume resources to ones that generate margin. And with more margin, nonprofits can deliver more mission! At PuzzleHR, we help reduce administrative burdens so your team can focus on making a difference. From payroll to benefits management and compliance, we utilize our proprietary diagnostic system to optimize your HR department for greater efficiency and effectiveness.  Managed Human Resources Human Resources is a puzzle for many – probably most – business owners today. We leverage the technology you already have, along with our ‘high human’ interface, to make sure you can accomplish exactly what you want. We aren’t HR consultants. We are more like a “fractional HR department” that supplies the pieces you don’t have in place. Managed Human Resources Managed Payroll Today’s payroll or “HCM” companies struggle to provide the level of support necessary to help their customers more efficiently leverage the tools they’ve purchased. Those customers are confused and frustrated. They can’t understand why their payroll provider’s technology doesn’t live up to its promises. Managed Payroll Managed Benefits Employee benefits can be very complicated, ranging from retirement planning and pre-tax savings all the way to health and long-term disability coverage. Your PuzzleHR Benefits Specialist works closely with your brokers and insurance carriers to help you choose, manage and communicate to your employees the best possible products for your organization. Managed Benefits Talent Acquisition Acquiring the absolute best talent for your company is a critical but time-consuming function. Job marketing, candidate sourcing and screening can cost countless hours. In fact, the job can be so tedious that managers will often settle for a candidate that is “good enough.” That creates turnover and ultimately negatively impacts the business. Let the PuzzleHR Talent Team do the heavy lifting and never settle for “good enough” again. Talent Acquisition Learning & Development Leaders at all levels must improve their skills capabilities. Creating a culture of learning and development at your organization is critical to give those leaders the support they need to grow. When managers at all levels improve their capabilities, they are better able to inspire their teams and achieve outstanding business results. Effective leaders transform organizations by more effectively engaging their employees to deliver better results. Learning & Development More HR Solutions Your employees and their managers need everyday support. Taking time out of your day impacts your ability to deliver on critical tasks. Not taking the time will, at best, pull your employees’ focus away from getting their jobs done or worse, exacerbate a time sensitive issue. PuzzleHR Direct Connect is the service that connects your employees and managers to our dedicated and knowledgeable HR team when it matters most. More HR Solutions Protecting Your Most Important Resource A company’s employees – its humans – are its most important resource. And Human Resources is more than just a department. HR embodies your company’s need to contribute to and exchange with your… --- ### Restaurant - **URL:** https://puzzlehr.com/restaurant/ - **Published:** 2026-06-04 - **Modified:** 2026-08-29 - **Author:** Cleotia Morrow **Summary:** HR services for restaurants. Streamline your restaurant's HR with PuzzleHR. From hiring and onboarding to payroll, compliance, and employee retention, we handle the people side so you can focus on service. **Content:** HR for Restaurants You've got the Humans We've got the Resources At PuzzleHR, we know that running a restaurant takes more than great food and service, it takes great people. That’s why we specialize in delivering Human Resources solutions tailored for the fast-paced world of hospitality. From compliance to hiring, training, and retention, our experts work behind the scenes to reduce risk, improve culture, and boost performance. With PuzzleHR as your partner, you gain a scalable HR infrastructure that grows with you-keeping your team aligned, engaged, and ready to serve. You take care of your customers, we’ll take care of your people! Managed Human Resources Human Resources is a puzzle for many – probably most – business owners today. We leverage the technology you already have, along with our ‘high human’ interface, to make sure you can accomplish exactly what you want. We aren’t HR consultants. We are more like a “fractional HR department” that supplies the pieces you don’t have in place. Discover More Managed Payroll Today’s payroll or “HCM” companies struggle to provide the level of support necessary to help their customers more efficiently leverage the tools they’ve purchased. Those customers are confused and frustrated. They can’t understand why their payroll provider’s technology doesn’t live up to its promises. Discover More Managed Benefits Employee benefits can be very complicated, ranging from retirement planning and pre-tax savings all the way to health and long-term disability coverage. Your PuzzleHR Benefits Specialist works closely with your brokers and insurance carriers to help you choose, manage and communicate to your employees the best possible products for your organization. Discover More Talent Acquisition Acquiring the absolute best talent for your company is a critical but time-consuming function. Job marketing, candidate sourcing and screening can cost countless hours. In fact, the job can be so tedious that managers will often settle for a candidate that is “good enough.” That creates turnover and ultimately negatively impacts the business. Let the PuzzleHR Talent Team do the heavy lifting and never settle for “good enough” again. Discover More Learning & Development Leaders at all levels must improve their skills capabilities. Creating a culture of learning and development at your organization is critical to give those leaders the support they need to grow. When managers at all levels improve their capabilities, they are better able to inspire their teams and achieve outstanding business results. Effective leaders transform organizations by more effectively engaging their employees to deliver better results. Discover More More HR Solutions Your employees and their managers need everyday support. Taking time out of your day impacts your ability to deliver on critical tasks. Not taking the time will, at best, pull your employees’ focus away from getting their jobs done or worse, exacerbate a time sensitive issue. PuzzleHR Direct Connect is the service that connects your employees and managers to our dedicated and knowledgeable HR team when it matters most. Discover More Protecting Your Most Important Resource A company’s employees – its humans – are its… --- ### Glossary - **URL:** https://puzzlehr.com/glossary/ - **Published:** 2026-03-17 - **Modified:** 2026-07-07 - **Author:** Growl Agency **Summary:** Whether you’re a business owner, HR professional, or people manager, fluency in HR terminology is essential to building compliant, effective, and people-first workplaces. This glossary covers the core vocabulary of human resources—from foundational employment law to modern HR strategy—so you can navigate conversations, contracts, and compliance with confidence. **Content:** HR Glossary Essential Terms for Today’s Workplace Brought to you by PuzzleHR Whether you’re a business owner, HR professional, or people manager, fluency in HR terminology is essential to building compliant, effective, and people-first workplaces. This glossary covers the core vocabulary of human resources—from foundational employment law to modern HR strategy—so you can navigate conversations, contracts, and compliance with confidence. A Absence Management Absence management is the set of policies, procedures, and systems an organization uses to track, administer, and reduce unplanned employee absences. A well-designed absence management program balances legal compliance with employee well-being by clearly defining reporting requirements, establishing consistent enforcement, and addressing patterns of absenteeism before they impact productivity. Employers typically integrate absence management with leave administration software to ensure accurate recordkeeping and payroll alignment. ADA (Americans with Disabilities Act) The Americans with Disabilities Act (ADA) is a federal civil rights law that prohibits discrimination against qualified individuals with disabilities in all aspects of employment, including hiring, compensation, training, promotion, and termination. The ADA applies to employers with 15 or more employees and requires covered employers to provide reasonable accommodations to employees with disabilities unless doing so would cause undue hardship. A disability under the ADA is defined as a physical or mental impairment that substantially limits one or more major life activities. Add-On Acquisition An add-on acquisition is the purchase of a smaller company that a private equity firm merges into an existing portfolio company, called the platform. The strategy builds scale and value by combining businesses under one roof. Add-ons are central to the buy-and-build model. Each acquisition brings its own HR practices, payroll systems, handbooks, and compliance posture. Integrating them onto a common standard is one of the harder parts of the merge. HR does not integrate on its own. Two companies with different classification practices, benefit plans, and payroll platforms create real integration work. Left undone, it produces inconsistent risk across the combined business. Inconsistent HR practices across add-ons compound liability. A misclassification habit at one acquired company becomes the platform’s problem once the businesses combine. PuzzleHR standardizes HR across add-ons while keeping each company on its existing platform. ADEA (Age Discrimination in Employment Act) The Age Discrimination in Employment Act (ADEA) is a federal law that prohibits employment discrimination against individuals who are 40 years of age or older. The ADEA applies to employers with 20 or more employees and covers all terms and conditions of employment, including hiring, pay, promotion, job assignments, layoffs, and benefits. Employers may not use age as a factor in employment decisions, and waivers of ADEA claims included in severance agreements must meet specific statutory requirements to be enforceable. Affirmative Action Affirmative action refers to proactive policies and practices designed to increase the representation of historically underrepresented groups—including women, racial minorities, veterans, and individuals with disabilities—in employment, promotion, and contracting. Federal contractors and subcontractors with 50 or more employees and contracts of $50,000 or more are required by Executive Order 11246 to maintain written Affirmative Action Plans… --- ### UKG Managed Services - **URL:** https://puzzlehr.com/ukg/ - **Published:** 2026-01-27 - **Modified:** 2026-08-13 - **Author:** Cleotia Morrow **Summary:** Maximize the ROI with UKG Managed Services. At PuzzleHR, we understand managing UKG can be complex. Our comprehensive suite of UKG Managed Services are designed to help simplify your HR processes, from open enrollment to HRIS administration, all while ensuring full compliance with federal regulations. **Content:** UKG Managed Services Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing UKG Managed Services Maximize the ROI with UKG Managed Services At PuzzleHR, we understand managing UKG can be complex. Our comprehensive suite of UKG Managed Services are designed to help simplify your HR processes—from open enrollment to HRIS administration—all while ensuring full compliance with federal regulations. As a proud UKG partner, our expert team streamlines your implementation, optimizes system performance, and manages ongoing HRIS tasks, saving you time and money.  Application Management Services Application Management Service (AMS) Unlock the full potential of your UKG HCM system with our Application Management Services (AMS). Our team will handle the more complex applications for you, proactively optimize your platform, and simplify payroll, benefits, and compliance management—boosting efficiency and employee satisfaction. Let our experienced AMS team help you empower your workforce and maximize your investment in UKG. UKG Implementation Support UKG Implementation Support Our team members are certified in UKG Ready and provide client-side implementation support services to ensure your implementation project is completed on time and your payroll department doesn’t miss a beat. UKG System Optimization UKG System Optimization Optimize your UKG instance by leveraging PuzzleHR’s expert-driven system assessments and tailored enhancements. Our comprehensive audits pinpoint inefficiencies, aligning the UKG platform with your business goals. Continuous optimization boosts productivity, efficiency, and ensures long-term success. BPO - Fully Managed Services BPO - Fully Managed Services Transform your operations with our comprehensive managed services suite. PuzzleHR delivers Managed HR, Leave Management, and even offers dedicated Employee Call Center solutions that drive efficiency while reducing costs. When UKG managed Payroll and Benefits aren’t the right fit for your organization, our flexible, customizable alternatives provide the perfect solution for businesses of all sizes. Managed Tax Managed Tax PuzzleHR’s Managed Tax Service closes the gap with proactive, year-round audits of tax codes, rates, registrations, and W 2 mappings. Our experts eliminate payroll tax errors before they happen, protecting your business, empowering your employees, and ensuring compliance with confidence. Have questions? We've got you covered. What is UKG Managed Service and how can it benefit my business? Our UKG Managed Service Suite offers end-to-end support—from open enrollment to HRIS administration—ensuring that your instance of UKG Ready is configured, optimized, and managed for maximum efficiency. By partnering with us, you can streamline payroll processes, maintain compliance with federal regulations, and reduce the administrative burden on your internal team. What UKG implementation and optimization services do you provide? Implementing your new HCM system correctly, the first time, is critical to the long-term success and satisfaction with the new system. Our team of UKG experts offers client-side implementation support for the UKG Ready and Pro platform to ensure a smooth rollout and timely project completion. We also provide ongoing optimization services,… --- ### Non-Profit e Book - **URL:** https://puzzlehr.com/resources/ebooks/non-profit-e-book/ - **Published:** 2025-09-29 - **Modified:** 2026-03-20 - **Author:** Tony Bumanglang **Summary:** Running a nonprofit means doing more with less. Your people are the bridge between good intentions and real change, but managing them while running your organization and staying ahead of compliance requires a different approach than corporate HR. **Content:** Complete the Form to Download Get Your eBOOK AP Automation share The Mission Driven HR Handbook People Management for Nonprofits Guide July 22, 2025 IRunning a nonprofit means doing more with less. Your people are the bridge between good intentions and real change, but managing them while running your organization and staying ahead of compliance requires a different approach than corporate HR. With a robust HR function, you can build a people-first organization that attracts and retains top talent, maximizes a limited budget, and amplifies your mission’s impact. Key Takeaways:  Do more with less: Nonprofits must maximize limited resources while staying mission-focused. People power change: Staff are the bridge between good intentions and real impact. Nonprofits ≠ corporate HR: Mission-driven work requires tailored HR strategies to succeed. Strong HR, stronger mission: Effective HR helps attract and retain the talent that fuels growth. Amplify your impact: Optimized HR practices stretch budgets further and boost organizational reach. --- ### HR Problems and Solutions - **URL:** https://puzzlehr.com/hr-problems-and-solutions/ - **Published:** 2025-09-16 - **Modified:** 2026-08-13 - **Author:** Thirteen05 **Summary:** Explore common HR problems and solutions to these issues with informative text content and dedicated videos for each set. **Content:** HR Problems and Solutions Problem: We just received an EEOC complaint. What do we do now? Solution: Immediately notify your legal counsel and internal HR while restricting access to only a small, necessary group of people. Avoid any actual or perceived retaliation against the employee who filed the complaint to prevent additional legal risks. Decide whether to pursue mediation through the EEOC or conduct an internal investigation. Internal investigations must be thorough and impartial. Interview witnesses and gather all relevant documentation. The EEOC will review your findings and either deny the complaint, issue a “right to sue” letter allowing the employee to pursue private legal action, or proceed with their own process. Consider engaging legal counsel to ensure you’re handling the situation appropriately and minimizing legal risks. Problem: We're not sure if we're classifying employees correctly. What if we're wrong? Solution: All employees can be classified as hourly, non-exempt workers as a safe default, but if they pass certain federal and state-level tests, they can be classified as an exempt, salaried employee. State requirements typically supersede federal ones, so many employers focus on meeting their state’s DOL criteria, often called ABC or 123 tests. Immediate remediation is essential upon discovery of misclassified employees. This involves reclassifying the employees, updating their offer letters and other documentation, notifying them of the change, and calculating any back overtime pay owed. Salary employees don’t typically track overtime hours, so you’ll need to work directly with affected employees to reconstruct hours during the misclassified period.  Conduct annual or bi-annual classification audits to catch potential issues. Taking swift corrective action if errors are discovered demonstrates a good-faith effort, which can minimize penalties during future DOL audits.  Problem: There are so many HR laws, rules, and regulations. Which ones do we even need to follow? Solution: Use a funnel strategy, starting with broad federal requirements and narrowing down to specific applications. Begin with the four core federal laws that apply to most businesses: EEO laws, FMLA for eligible employers (companies with 50+ employees), FLSA for wage and hour compliance, and OSHA for workplace safety. Examine state-specific requirements, as some states have extensive additional laws that change often, while others largely mirror federal requirements. Identify any industry-specific regulations that apply to your business. Industries such as healthcare, construction, and warehousing often have specialized requirements administered through federal agencies. Consider hiring an HR consultant or attorney with expertise across all 50 states to ensure ongoing compliance and help you navigate the combination of laws that apply to your company. Problem: An employee just asked for medical leave. Is this FMLA, or ADA, or both? Solution: Determine FMLA eligibility, which has specific requirements for employers and employees. Employers must have 50 or more employees within a 75-mile radius of each other or the main office, including remote workers. If your company qualifies for FMLA coverage, evaluate whether the individual employee meets the criteria of having performed 12 consecutive months of service with at least 1,250 hours worked during that period.… --- ### Summer Virtual HR Symposium - **URL:** https://puzzlehr.com/summer-virtual-hr-symposium/ - **Published:** 2025-09-02 - **Modified:** 2026-08-14 - **Author:** Thirteen05 **Summary:** Are your teams operating as disconnected individuals or as high-performing units? In today's collaborative work environment, effective team development is the cornerstone of organizational success. The team at PuzzleHR has decades of HR experience to help companies optimize their Human Resources functions. Contact us today. **Content:** Summer Virtual HR Symposium Team Development in the Workplace Are your teams operating as disconnected individuals or as high-performing units? In today’s collaborative work environment, effective team development is the cornerstone of organizational success. Strong teams drive innovation, improve productivity, and enhance employee satisfaction. Join PuzzleHR and John Estafanous of RallyBright as we explore proven strategies for building cohesive, high-performing teams that deliver exceptional results. Learning Objectives The Team Development Imperative Team Dynamics Assessment Building High-Performance Teams Communication and Conflict Resolution Sustainable Team Growth  Transform your teams from good to great and unlock their full potential.  AI in HR Artificial Intelligence is transforming HR, but are you prepared for both its promise and its pitfalls? From recruitment automation to performance analytics, AI offers unprecedented opportunities along with significant considerations. Join PuzzleHR as we explore the practical realities of implementing AI in HR functions. Learning Objectives AI Landscape Overview Risk Assessment Effective Implementation Ethical Considerations Future-Proofing  Harness the power of AI while mitigating the risks. Multi-Generational Workforce: Purpose vs. Paycheck What truly motivates today’s workforce? Join us for a dynamic intergenerational discussion as representatives from Gen Z, Millennials, Gen X, and Baby Boomers share their perspectives on workplace motivation. Explore the age-old question: does passion or a paycheck drive better performance and satisfaction? Learning Objectives Generational Motivations Purpose-Driven Work Compensation Realities Finding Balance Management Strategies  Bridge the generational divide and unlock the secrets to motivating your entire workforce.  Enroll with Ease: Open Enrollment Best Practices Open enrollment often causes stress for leaders, HR, and employees. Want to turn open enrollment into an opportunity for employee engagement? Join PuzzleHR and Jake Bowman of The Baldwin Group as we discuss the strategies and preparations that make open enrollment less overwhelming. Learning Objectives Strategic Planning Employee Communication Compliance Considerations  Measuring Success Transform your open enrollment from a dreaded annual task into a strategic advantage. Mental Wellness Is a Business Strategy: Human-Centered Leadership for Measurable Results Supporting employee mental wellness isn’t just good for morale, it’s essential for business performance. Join PuzzleHR and expert Kate Burns to explore how organizations can reduce burnout, improve engagement, and build high-performing teams by leading with empathy and clarity. Learn to identify early signs of team fatigue, create psychologically safe environments, and integrate wellness into everyday operations to drive sustainable results. Learning Objectives Wellness as Strategy Recognizing Burnout Early Psychological Safety at Work Using EQ to Retain Talent Invest in your team’s well-being and help them thrive! 2025 Big Beautiful Compliance Updates The regulatory landscape never sleeps, and 2025 has brought significant changes that HR professionals must navigate. PuzzleHR and compliance expert Dee Anna Hays will help you stay ahead of the curve with updates as we break down the essential regulatory changes impacting your organization this year. Learning Objectives Key Regulatory Changes Implementation Strategies Risk Assessment Partner Insights  Don’t let compliance changes catch you off guard, stay compliant and confident in 2025! --- ### Workplace Wellness and Mental Health - **URL:** https://puzzlehr.com/resources/ebooks/workplace-wellness-mental-health-ebook/ - **Published:** 2025-08-19 - **Modified:** 2026-03-20 - **Author:** Tony Bumanglang **Summary:** Wellness at work isn’t optional, it’s essential. From navigating economic anxiety to offering access to mental health resources, today’s businesses are rethinking what it means to support the whole person. Dive into the silent drivers of stress and burnout and discover accessible, data-backed solutions that resonate across your workforce. Learn how to move beyond traditional programs and build a workplace culture rooted in empathy, resilience, and genuine care. **Content:** Complete the Form to Download Get Your eBOOK Get Your eBook Wellness share Workplace Wellness & Mental Health Supporting the Whole Employee eBook August 25, 2025 Wellness at work isn’t optional, it’s essential. From navigating economic anxiety to offering access to mental health resources, today’s businesses are rethinking what it means to support the whole person. Dive into the silent drivers of stress and burnout and discover accessible, data-backed solutions that resonate across your workforce. Learn how to move beyond traditional programs and build a workplace culture rooted in empathy, resilience, and genuine care. Key Takeaways:  Wellness at work is no longer optional — it’s essential for performance and retention. Balancing work and life is critical to preventing burnout and fostering resilience. Breaking the stigma around mental health empowers employees to seek and receive support. Peer support programs make care more accessible and human inside the workplace. Leaders who recognize silent struggles can build a culture of empathy, care, and long-term impact. --- ### ebooks - **URL:** https://puzzlehr.com/resources/ebooks/ - **Published:** 2025-08-18 - **Modified:** 2026-08-25 - **Author:** Tony Bumanglang **Summary:** HR can be complex—we make it simple. Download PuzzleHR’s latest research and best-practice ebooks to help you foster a modern, engaging, and productive workplace. **Content:** E-Books HR can be complex—we make it simple. Download PuzzleHR’s latest research and best-practice ebooks to help you foster a modern, engaging, and productive workplace. Workplace Wellness & Mental Health Wellness at work isn’t optional—it’s essential. From addressing economic anxiety to expanding access to mental health resources, businesses are rethinking how to support the whole person. Explore the hidden drivers of stress and burnout and discover data-backed solutions to build a culture of empathy, resilience, and genuine care. Learn More The Mission Driven Handbook Running a nonprofit means doing more with less, and your people are the bridge between good intentions and real change. Unlike corporate HR, nonprofits require a tailored approach to manage staff, stay compliant, and maximize limited resources. With a strong HR function, you can attract and retain top talent while amplifying your mission’s impact. Learn More --- ### Document Transfer Service - **URL:** https://puzzlehr.com/services/document-transfer-service/ - **Published:** 2025-06-18 - **Modified:** 2026-06-26 - **Author:** Thirteen05 **Summary:** Is your business transitioning between HCM software? Don't underestimate the value of secure document transfer service. Get a free quote! **Content:** Document Transfer Service Our streamlined document transfer service converts a complex, risky manual process into a secure, seamless, and compliant transition for your business.  Get Your Quote Now Receive A Document Transfer Quote Name Company Email How did you hear about us? Service Needed Describe your problem Submit Request Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Document Transfer Service Businesses often underestimate the complexity of transferring historical documents such as payroll records, performance reviews, contracts, and training certificates during HCM system transitions. Doing so manually, especially at scale, can be extremely time-consuming and error-prone. PuzzleHR makes document transfer easy by offering a secure, efficient, and precise method for moving employee documents  Tailored Transfer Plans: Customized to your specific compliance needs and operational requirements.  Secure Data Handling: Utilizing advanced security measures to protect sensitive employee information.  Validation and Integration: Carefully transferring, verifying, and accurately integrating each document into your new system.  Our Service We deploy our proprietary automation technology that integrates directly with both legacy and next-gen HCM systems. We start with a detailed data mapping and classification phase, ensuring every document is categorized by type, retention policy, and user access level. From there, our system executes a high-throughput transfer process—with built-in encryption, access controls, and validation checkpoints at every stage. The result: a fast, accurate, and secure document migration that meets enterprise IT and HR compliance requirements. Whether you’re moving 1,000 or 300,000 files, PuzzleHR helps protect sensitive data, and delivers clean, ready-to-use employee records into your new environment. Click to Download our complete Document Transfer Service Information Sheet Case Study Want to see how PuzzleHR’s Document Transfer Service performs in the real world? Our clients span industries and sizes—from enterprise growers to tech startups—and they all faced the same challenge: massive document migrations with no room for error. Explore our case studies to see how we helped them cut project time by over 90%, stay fully compliant, and achieve smooth HCM transitions without disrupting daily operations. Click here to read how PuzzleHR helped our clients save time and money with our document transfer services Blog Ready to make your HCM switch seamless? Dive into the full post for best practices and a step-by-step guide to ensure your data is migration-ready.  Read the full article, Why proper employee file maintenance matters when switching HCM systems You've Got the Humans, We've Got the Resources. Let's Talk. Name Company Email How did you hear about us? Service Needed Describe your problem Submit Request Have questions? We've got you covered. Below you’ll find answers to common questions about our document transfer service. What is a document transfer service and why is it important during an HCM system migration? A document transfer service automates the secure migration of employee documents from one Human… --- ### Dayforce Managed Services - **URL:** https://puzzlehr.com/dayforce/ - **Published:** 2025-03-04 - **Modified:** 2026-08-26 - **Author:** Thirteen05 **Summary:** Streamline your HR processes with Dayforce Managed Services. Enjoy full compliance and optimized system performance with PuzzleHR. **Content:** Dayforce Managed Services Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Dayforce Managed Services Maximize HR Efficiency with Expert Dayforce Managed Services At PuzzleHR, we understand managing Dayforce can be complex. That’s why our comprehensive Dayforce Managed Services simplify your HR processes—from open enrollment to HRIS administration—all while ensuring full compliance with federal regulations. As a proud, award winning, Dayforce Emerging Partner, our expert team streamlines your implementation, optimizes system performance, and manages ongoing HRIS tasks, empowering you to focus on your core mission. Application Management Services Application Management System Unlock the full potential of your Dayforce HCM system with our Application Management Services (AMS). Our partners at Nextday streamline implementation, proactively optimize your platform, and simplify payroll, benefits, and compliance management—boosting efficiency and employee satisfaction. Let our experienced AMS partner help you empower your workforce and maximize your Dayforce investment. Dayforce Implementation Dayforce Implementation Our partner’s team members are Dayforce experts, providing client-side implementation support services to ensure your implementation project is completed on time and your payroll department doesn’t miss a beat. Dayforce System Optimization Dayforce System Optimization Optimize your Dayforce HCM system with PuzzleHR’s expert-driven system assessments and tailored enhancements. Our comprehensive audits pinpoint inefficiencies, aligning the Dayforce platform seamlessly with your business goals. Leverage continuous optimization to boost productivity, efficiency, and ensure long-term success. BPO - Fully Managed Services BPO - Fully Managed Services Transform your operations with our comprehensive managed services suite. Our expert teams deliver Managed HR, Managed LOA, and dedicated Employee Call Center solutions that drive efficiency while reducing costs. When Dayforce managed Payroll and Benefits aren’t the right fit for your organization, our flexible, customizable alternatives provide the perfect solution for businesses of all sizes. Open Enrollment Open Enrollment Open enrollment is a challenge every year, but PuzzleHR makes it easy. From managing communications so employees have all the information they need to ensuring your company remains compliant with federal regulations, open enrollment is a breeze with our HR professionals. Have questions? We've got you covered. What is Dayforce Managed Service and how can it benefit my business? Our Dayforce Managed Service offers end-to-end support—from open enrollment to HRIS administration—ensuring that your Dayforce system is configured, optimized, and managed for maximum efficiency. By partnering with us, you can streamline payroll processes, maintain compliance with federal regulations, and reduce the administrative burden on your internal team. How does PuzzleHR simplify the open enrollment process with Dayforce? PuzzleHR leverages its Dayforce expertise to fully manage all aspects of open enrollment. Our team handles the complete system configuration process, from building enrollment events to setting up eligibility rules and creating benefit plans within Dayforce. We execute the entire enrollment cycle, including updating all data feeds, managing carrier connections, and implementing required system changes. Beyond technical… --- ### Recruitment Process Outsourcing - **URL:** https://puzzlehr.com/services/recruitment-process-outsourcing/ - **Published:** 2024-12-02 - **Modified:** 2026-06-26 - **Author:** Thirteen05 **Summary:** Choose PuzzleHR's recruitment process outsourcing services to get help finding and hiring the best talent for your organization. Get a quote! **Content:** Recruitment Process Outsourcing Let PuzzleHR Streamline Your Hiring Process PuzzleHR can help your organization optimize its recruitment process with a flexible suite of talent acquisition services designed to give you more control over the level of support you need to meet your company’s hiring needs. Get Your Quote Now Receive A Recruitment Process Outsourcing Quote Name Company Email How did you hear about us? Service Needed Describe your problem Submit Request Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Outsourcing Recruitment With PuzzleHR We Help You Find and Hire The Industry's Top Talent Talent acquisition is a vital part of modern business. Hiring managers in every industry are looking to hire and retain the top talent for their companies. However, the hiring process is a lot more involved than simply choosing the best candidates. A talent acquisition team must also forecast organizational talent needs, develop a talent pipeline, assess the effectiveness of the acquisition process, and develop effective strategies. Partnering with an experienced RPO provider like PuzzleHR not only simplifies the entire process, from hiring to retention, but it also ensures that your company is utilizing the latest recruitment technology and strategies to win the war for talent and get the best possible candidates. At PuzzleHR, we understand that you have a business to run. We have developed our recruitment process outsourcing services to empower business leaders to minimize the amount of time and energy they need to invest in directly managing the hiring process so they can spend more time focusing on their organization’s core competencies. PuzzleHR is not your typical RPO company. We are proud to offer a suite of solutions that give your business the flexibility to choose the RPO services that best fit its employment and talent management requirements. From comprehensive recruitment process outsourcing to administrative and technical support for internal hiring managers to customized hiring and workforce planning solutions, PuzzleHR is unlike other RPO providers. See what makes our recruitment process outsourcing services different and move forward with confidence knowing that our services are flexible and can be adjusted as your talent acquisition needs change. Human Resources is easy - until it's not. Navigating today’s complex and ever-changing regulatory landscape can make human resource management challenging. PuzzleHR provides tailored HR solutions that help businesses not just survive, but thrive. As a top HR managed service provider, PuzzleHR delivers the strategies, resources, and tools needed to handle compliance, mitigate risk, and empower your business for sustained growth. Managed Recruitment Managed Recruitment This is our most comprehensive recruitment process outsourcing service tier. This RPO solution is best suited for organizations looking to outsource the recruitment processes of up to 16 simultaneous job requisitions. This service tier is for organizations that want to fully outsource their recruitment function… --- ### Benefits Administration - **URL:** https://puzzlehr.com/services/managed-benefits/ - **Published:** 2024-11-07 - **Modified:** 2026-09-09 - **Author:** Thirteen05 **Summary:** Let PuzzleHR streamline your benefits administration process with our managed benefits service. Contact us today to receive a free quote. **Content:** Streamline Your HR With Our Benefits Administration Services Managing a benefits program for your employees can be a long and arduous process. Take the stress off your hands with our Benefits Administration Services. Get Your Free Benefits Quote Now Receive A Managed Benefits Quote Name Company Email How did you hear about us? Service Needed Describe your problem Submit Request Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Managed Employee Benefits Human Resources is easy - until it's not. The PuzzleHR Managed Benefits service is the ultimate solution for any business looking to streamline its benefits administration process. Our service provides your benefits team with the support they need to manage all aspects of employee benefits, from enrollments to terminations, and everything in between. Our comprehensive offering includes eligibility tracking, EDI feed integration with payroll and HCM systems, and monthly plan audits to ensure compliance and cost control. With PuzzleHR, you’ll benefit from our expertise in handling all your benefits-related needs, freeing up your team to focus on other important tasks. We take care of employee new hire enrollments, manage qualifying life events, and terminate employees from benefits programs with ease. Our team also provides EDI feed troubleshooting and vendor resolution support, ensuring smooth operation and maximizing benefits for your employees. And with open enrollment services (available for those who sign up 60 days prior to renewal), you’ll have everything you need to ensure your benefits program runs smoothly. The Value of Employee Benefits Administration Handling the complexities of employee benefits management can get overwhelming for even the largest companies. Employee benefits administration is not something your business can afford to ignore as most organizations are required by law to provide certain employee benefits to eligible workers. The laws governing employee benefits vary from state to state so if your organization is employing workers in several states and jurisdictions employee benefits administration gets more complicated. This complexity requires a skilled benefits administrator to manage your organization’s employee benefits program. There are several reasons why companies choose to partner with an experienced benefits administration company. Learn more about how outsourcing could impact your business. The Value of Employee Benefits Administration Handling the complexities of employee benefits management can get overwhelming for even the largest companies. Benefits administration is not something your business can afford to ignore as most organizations are required by law to provide certain employee benefits to eligible workers. The laws governing employee benefits vary from state to state so if your organization is employing workers in several states and jurisdictions employee benefits administration gets more complicated. This complexity requires a skilled benefits administrator to manage your organization’s employee benefits program. There are several reasons why companies choose to partner with an experienced benefits administration company. Learn more about… --- ### Application Management Services - **URL:** https://puzzlehr.com/services/application-management-services/ - **Published:** 2024-09-26 - **Modified:** 2026-06-26 - **Author:** Thirteen05 **Summary:** You can trust our Application Management Service to help your company get the most out of your HCM system of choice. Get a free quote today! **Content:** Simplify Your HRIS With Our Application Management Services Our application management services can help your business eliminate the frustrations of HRIS complications. With our managed application services, your business can focus on its people while we become your organization’s autopilot, expertly navigating and managing your chosen software. Get Your Quote Now Receive An AMS Services Quote Name Company Email How did you hear about us? Service Needed Describe your problem Submit Request Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Application Management Services Complications with your organization’s HRIS can cause issues that hold your business back and prevent growth. At PuzzleHR, we deliver application managed services that enable your company to realize the full value of its HRIS and spend more time focusing on delivering results. We deliver the experience and the expertise required to navigate and thoroughly utilize the HR software solutions your business has employed.  When you choose PuzzleHR as your managed application services partner, you can count on: Expert HRIS Administration The administrative tasks associated with HRIS can quickly overwhelm your organization. PuzzleHR is here to expertly handle and manage all of these tasks so that your business can focus on its core competencies. We handle all system configurations and updates, user management and permissions, data security and integrity, and reporting and analytics support. On-Demand Support When you partner with PuzzleHR for application management, you get help when you need it. When issues arise that require troubleshooting, we are here to ensure that they get resolved in a timely manner so you can get back to work. We provide guidance on all of your chosen system’s features and share best operational practices with your team. In addition, every quarter we do a health check on your HRIS and provide optimization recommendations. Knowledge Base and Training At PuzzleHR, we aim to empower your business and its employees to effectively use its HRIS to maximize its value to your organization. We offer your business access to a comprehensive knowledge base and additional resources. We deliver customized training to your organization’s administrators and end-users. There are also ongoing learning opportunities that are offered to your company and its team. Our Application Management Solutions Every application management services client benefits from a personalized approach to application management and a dedicated account manager. We offer three general application management solutions that can be customized to meet the specific needs of your organization. Single Module Management This application management service focuses on a single HRIS module, core HR, payroll, benefits, etc. We find this approach to AMS services works best for smaller companies or organizations that have very specific requirements. Full HRIS Management This approach offers comprehensive management of all HRIS modules and end-to-end support for your company’s HR processes. This AMS solution… --- ### HR Compliance Services - **URL:** https://puzzlehr.com/services/hr-compliance/ - **Published:** 2024-08-09 - **Modified:** 2026-08-21 - **Author:** Thirteen05 **Summary:** Our HR Compliance Services will keep your business compliant with ever-changing labor laws. Focus on growth, we'll handle the compliance. **Content:** HR Compliance Services Let PuzzleHR Keep Your Business in Compliance with Ever-Changing Laws Our HR Compliance Services are trusted by many businesses nationwide. Our compliance specialists maintain your company’s legal compliance with federal, state and local labor laws that affect your business. Get Your Quote Now Receive A HR Compliance Quote Name Company Email How did you hear about us? Service Needed Describe your problem Submit Request Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Our HR Compliance Services We Help You Stay in Compliance With Proactive HR Support At PuzzleHR, we stay up-to-date with the latest changes to labor laws that affect businesses and provide reactive support to help businesses stay in compliance with federal, state and local labor regulations. With our team of specialists in your corner, you can focus on growing your business while our team’s HR expertise ensures that your company maintains compliance with all of the federal, state, and local labor laws that affect your business.   We provide peace of mind to businesses of all sizes—startups, large corporations, mid-sized companies, and small businesses. As a trusted leader in HR compliance solutions, we bring the experience and expertise you need to stay compliant and succeed in today’s fast-paced, highly regulated, and litigious environment. Simplify Compliance Efforts with Our HR Solutions It takes a skilled HR professional to navigate today’s regulatory landscape. Without HR compliance experts on staff, human resource management can pose a significant challenge for your organization. PuzzleHR does more than just streamline your HR processes. We will deliver strategies, resources, and the tools your business needs to handle compliance and mitigate risk so you can focus on your core business objectives. Our HR solutions simplify your efforts by: Monitoring the Regulatory Landscape Monitoring the Regulatory Landscape The regulatory landscape can shift with little notice. Keeping up with the latest regulations and employment law in your jurisdiction can quickly overwhelm your HR manager. PuzzleHR takes the stress out of compliance by actively monitoring the regulations and laws that apply to your business. When changes to regulations or employment law occur, PuzzleHR keeps your organization informed and compliant. Delivering Real-Time Compliance Updates Delivering Real-Time Compliance Updates Managing HR is complicated enough without worrying about regulatory issues too. As part of our HR service Comply!, PuzzleHR will deliver real-time updates so that your organization can move forward with confidence knowing that it is compliant with the current regulatory landscape. Offering Dedicated Support Offering Dedicated Support PuzzleHR is more than an HR solutions provider, we are your HR partner. When you have questions about employee benefits, your learning management system, benefits administration, or other HR tools, we are there to offer dedicated support and guidance to your organization whether it is a routine question about employee handbooks or… --- ### Direct Connect - **URL:** https://puzzlehr.com/direct-connect/ - **Published:** 2024-07-17 - **Modified:** 2026-08-14 - **Author:** Thirteen05 **Summary:** Streamline your HR management with PuzzleHR Direct Connect. Our HR app connects your employees and managers to a dedicated HR team for seamless support. **Content:** HR Management Mobile App​ Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing App For Employees HR Direct ConnectPLUS! The PuzzleHR Direct ConnectPLUS! App is available exclusively to PuzzleHR customers. Get your Team the help they need when they need it and keep your business running full steam ahead With Our Direct ConnectPLUS! HR App. Your employees and their managers require consistent, everyday support without sacrificing productivity. Introducing HARLEY, our new HR AI Attendant within the PuzzleHR Direct Connect service and ConnectPLUS! mobile app. HARLEY, along with our dedicated and knowledgeable HR team, ensures timely and efficient resolution of issues, keeping your team focused and effective. Connect instantly when it matters most and ensure no critical task is delayed or employee focus lost due to unresolved HR concerns. You've Got the Humans, We've Got the Resources. Let's Talk. Name Company Email How did you hear about us? Service Needed Describe your problem Submit Request Employees & Managers can go online or download the Direct ConnectPLUS! Mobile App to communicate with our team to answer questions Benefits Payroll Paid Time Off Handling “Sticky Situations” Policies And More --- ### Managed Payroll Services - **URL:** https://puzzlehr.com/managed-payroll/ - **Published:** 2024-07-16 - **Modified:** 2026-09-09 - **Author:** Thirteen05 **Summary:** Unlock the benefits of stress-free payroll with our managed payroll services. Contact us today for a free managed payroll quote. **Content:** Streamline Your Payroll With Our Managed Payroll Services Payroll can be complex & time consuming if you do it by yourself. Release the stress of payroll by utilizing our Managed Payroll Services. Book Your Free Payroll Audit Now! Receive A Managed Payroll Quote Name Company Email How did you hear about us? Service Needed Describe your problem Submit Request Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Managed Payroll & HCM Accurate, Timely and Consultative Payroll and HCM Support PuzzleHR is here to help with our Payroll Management Service. Managed Payroll Services through PuzzleHR seamlessly integrates all the tasks associated with processing payroll to avoid critical errors and keep things running smoothly. With our Managed Payroll solution you increase confidentiality, decrease risk, ensure accuracy, and control costs. Our Payroll Engineers manage your payroll, regardless of the platform. PuzzleHR Payroll Engineers have experience with every payroll platform, payroll process, and payroll vendor in the market. Whether you use Dayforce, ADP, Paycor, Paylocity, UKG or any other payroll provider we have the expertise to help you navigate and master the features of the technology you’ve chosen. If you need to make a change, we can help choose a new platform, and then coordinate the implementation of your new solution. Managed Payroll Managed Payroll Processing payroll is a chore that no one wants to do but has to be done. Your payroll processes might be unique, but our managed payroll professionals have seen it all before. Let Puzzle be your payroll department and you’ll never have to worry about replacing your payroll person (or finding someone to cover the process over vacation or a holiday) ever again. Payroll Admin Payroll Admin Keeping your systems data up to date is key to ensuring compliance with federal and state labor laws. It also increases employee satisfaction by decreasing the questions that get to the payroll department. HCM Optimization HCM Optimization Ensuring that your HCM system of choice works for your business is critical to the success of your back office. And that starts with a thorough review of your payroll processes. A refresh of your instance to ensure that the system you are using meets your needs often makes sense. Our team of HCM experts can help. HCM Implementation HCM Implementation Switching HCM providers is no easy task. We provide client-side implementation support services for all major HCM systems that ensure your implementation project gets done on time and your payroll department doesn’t miss a beat. Timecard Services Timecard Services Managing timecards can pose a great administrative burden. Missed punches, incomplete entries, and timecard errors create extra work for your payroll team and can lead to delays, compliance issues, and employee dissatisfaction. PuzzleHR’s Timecard Services solution transforms timecard management into a streamlined, automated process that… --- ### Home - Podcast - **URL:** https://puzzlehr.com/podcast/ - **Published:** 2023-09-12 - **Modified:** 2026-08-14 - **Author:** Cleotia Morrow **Summary:** Human capital management, employee engagement, performance management, payroll, cost controls, ROI, benefits, insurance, workers comp & more. **Content:** Human Resources Solved Human Resources is a uniquely complex puzzle. And most businesses lack the time and resources to solve it effectively.   As a leading name in the HR solutions space, PuzzleHR is your ally in decoding the complexities of Human Resources. Our team of HR specialists is equipped with the all the varied skills and expertise necessary to help your business overcome HR challenges, enabling you to focus on what you do best. Don’t let the HR puzzle confuse you.  Reach out to us today and find out how we can solve your Human Resources puzzle! Book a Meeting Our Service Suite Managed Human Resources Managed Human Resources Managed Payroll Managed Payroll Managed Benefits Managed Benefits Talent Acquisition Talent Acquisition Learning & Development Learning & Development More HR Solutions More HR Solutions Solving Your Human Resources Puzzle The industry experts that comprise PuzzleHR realized there was no real solution in the marketplace to provide scalable HR services to growing companies. We developed PuzzleHR to provide every company with the support they need. Our team does more than help your company piece together the issues—we solve the puzzle. Get in Touch You've Got the Humans, We've Got the Resources. Let's Talk. Submit Request --- ### Cost of Employee Turnover Calculator - **URL:** https://puzzlehr.com/calculator/ - **Published:** 2023-02-01 - **Modified:** 2026-08-14 - **Author:** PuzzleHR **Summary:** Use our Cost of Employee Turnover Calculator to find out how much turnover is costing your company! **Content:** Cost of Employee Turnover Calculator Employee turnover can be costly for businesses, with the cost of replacing an employee ranging from 10-30% of their annual salary. The process of transitioning employees, finding and hiring new ones, and onboarding them can be time-consuming and costly, impacting productivity and the quality of products and services. An adequately resourced HR department can help by focusing on employee retention and engagement strategies that decrease turnover, build stronger, more productive teams, improve the quality of your business, and drive bottom-line results. Reduce Turnover Costs Enter your information Number of employees Turnover Rate Cost Per Employee What data is needed to accurately calculate cost of employee turnover? Daily rate of departed employee's salary plus benefits Number of days the position will remain open before you can fill it Daily rate of manager's salary who is responsible for recruiting and screening applicants Estimated cost of advertising for the open position Estimated hours spent on screening resumes Estimated hours spent interviewing, including phone screens and think of all people involved Cost to conduct background check Daily rate of hiring manager or trainer's annual salary Total days hiring manager or trainer will spend with new employee Number of working days in the new hire's first 3 months (the onboarding and ramp-up period) *estimate 10-30% of employee salary Calculate Projected savings with PuzzleHR Your Current Annual Cost of Turnover Projected Reduction in Turnover with PuzzleHR 27%* New Adjusted Cost of Turnover Projected Savings with PuzzleHR *Projected Annual Savings with PuzzleHR. Your results may vary. Want to learn how PuzzleHR can lower your turnover cost? Fill out the information below to find out more!​ Name Company Email How did you hear about us? Service Needed Describe your problem Submit Request Submit Thank You! --- ### HR Tech - **URL:** https://puzzlehr.com/partners/hr-tech/ - **Published:** 2022-12-13 - **Modified:** 2026-05-22 - **Author:** PuzzleHR **Summary:** HR tech companies that are looking for a better way to leverage their solutions for their clients can find dedicated solutions at PuzzleHR. **Content:** HR Tech HR Tech We Help Drive Successful Outcomes Increase Product Utilization We give your clients the resources they need to get the most out of your products and services. Our team of experts can take over the tasks that get in the way of your customer’s ability to truly leverage your toolset or we can work with you and the customer to make sure that your solution is properly configured for your client’s use case. either way, your customer will get the most out of your products.   Drive Client Value Working with Puzzle, will enable your clients to see an immediate increase in value derived from your solution. Our experts will decrease support calls, find new use cases and drive new initiatives all supported by your software tool set. When users perceive value, not only are they are more likely to expand services, but they stay longer as well. Win More Customers How often does your sales team meet with companies who they know would truly benefit from your product, but don’t close the sale? When you bring Puzzle in as your impartial, third-party partner our experts help those decision makers understand just how your technology solution will help them solve their challenges and drive business results. Why partner with PuzzleHR? The PuzzleHR suite of services is the most robust offering on the market today. We leverage decades of HR experience to showing your clients the best way to leverage your platform to grow their business. Business leaders are overwhelmed with new HR technologies and often do not have the resources to get the most out of the technologies they deploy in their organizations. Our HR professionals provide your team, and your clients, the resources they need to get the most value from your offering enhancing the customer experience and helps you retain customers. Overall, partnering with PuzzleHR can provide valuable expertise, help your firm expand its reach, and improve its customer support. Which, in the end, helps your firm grow and succeed in the competitive HR tech industry. You've Got the Humans, We've Got the Resources. Let's Talk. Submit Request --- ### HCM Software - **URL:** https://puzzlehr.com/partners/hcm-software/ - **Published:** 2022-12-13 - **Modified:** 2026-03-31 - **Author:** PuzzleHR **Summary:** Is your organization looking for a better way to leverage its HCM software? PuzzleHR has dedicated solutions tailored to meet your needs. **Content:** HCM Software HCM Software See how partnering with PuzzleHR can help take your Payroll or HCM offering to the next level. Win More Sales We all know the competition is fierce in the payroll space. We provide our partners’ clients with everything from HCM implementation and Optimization support to Managed Payroll Services. A partnership with PuzzleHR will help you close more sales and get your clients up and running on schedule. Decrease Losses Companies will often switch payroll providers to gain a feature that they already have but aren’t using. Your clients’ PuzzleHR specialist won’t let that happen. Increase Profitability You will close more sales and keep your clients longer. And we offer generous, recurring compensation programs to qualifying partners. Why partner with PuzzleHR? The PuzzleHR Solution is more robust than anything available in the marketplace today, and we want to work with you to bring that solution to your customers. Competition in the payroll software space is fierce and grows more so every day. A partnership with Puzzle will give your sales and operations teams a definitive strategic and service advantage over the competition. Imagine offering your clients a world class Human Resources department at a fraction of the cost of building their own. Now think about what it would mean to your business to have a second set of hands helping to service your clients and providing feedback to your operations team. You will close more sales, keep your clients longer and your profits will soar! Partnership opportunities are limited. So contact us today! You've Got the Humans, We've Got the Resources. Let's Talk. Submit Request Frequently Asked Questions What is the PuzzleHR HCM Software partnership? The PuzzleHR HCM Software partnership a program for payroll and HCM software providers. Partnering with PuzzleHR helps take your payroll or HCM offering to the next level by providing your clients with services ranging from HCM implementation and optimization support to Managed Payroll Services. How does partnering with PuzzleHR help me win more sales? In the highly competitive payroll space, a PuzzleHR partnership gives your sales team an advantage by supporting clients with implementation, optimization, and managed payroll, helping you close more deals and get clients up and running on schedule. How does PuzzleHR help reduce client churn? Companies often switch payroll providers to gain a feature they already have but aren’t using. A dedicated PuzzleHR specialist works with your clients to make sure that doesn’t happen, helping you retain accounts longer. Does PuzzleHR offer compensation to partners? Yes. PuzzleHR offers generous, recurring compensation programs to qualifying partners. What services can PuzzleHR provide to my clients? PuzzleHR provides everything from HCM implementation and optimization support to Managed Payroll Services, effectively giving clients access to a full HR department at a fraction of the cost of building their own. Is PuzzleHR tied to a specific payroll or HCM platform? No. PuzzleHR is technology agnostic and can support your HR infrastructure needs regardless of the payroll platform, and can even manage payroll regardless of… --- ### Private Equity - **URL:** https://puzzlehr.com/partners/private-equity/ - **Published:** 2022-12-06 - **Modified:** 2026-07-27 - **Author:** PuzzleHR **Summary:** Learn about the fractional HR solutions that we can deliver for private equity companies. Contact us for a free quote and get started! **Content:** Private Equity Private Equity Work with the industry leader in Managed Human Resources and maximize your results. Due Diligence Go beyond financial statements and gain critical understanding of the culture and leadership make up of acquisition targets. Puzzle provides a full comprehensive review and analysis of the target company’s HR infrastructure, leadership competencies, historical compliance, and succession plans. Risk Mitigation HR-related business risk comes in many forms: Talent, Policy, Compliance, Culture, and Organizational Vitality. Lack of compliance with Federal, State and Local labor laws can be a tedious on business results. Our output identifies HR related business risk and necessary mitigation steps. Add-on Acquisition Transition Support  Merging entities can be a real challenge. The combination of benefits, policies, procedures, compensation and bonus structures requires research, planning, and a robust communication strategy, and our team will do all the work to ease the transition. Partner with PuzzleHR to Maximize Investment Returns You’ve done your diligence and invested. You made that investment because you believe that the people will produce the result upon which you based your thesis. What if you could deploy a solution across your portfolio investments that would help ensure that company managers have the necessary resources to create and maintain a motivating environment where people want to do the work required to deliver the expected results? What if you had full dashboard level visibility into the HR function and results across your portfolio of companies? We leverage our proprietary diagnostic system to provide you with the intelligence necessary to de-risk your investment, decrease costs and increase profitability at the target company.    Contact us today and let us help you protect your investment and boost your returns! You've Got the Humans, We've Got the Resources. Let's Talk. Submit Request Need help? We've got you covered. Below you’ll find answers to the questions we get asked the most about our services and products. Why Private Equity Firms Put Portfolio Companies on Outsourced HR Private equity firms outsource HR across portfolio companies to standardize the HR function, remove compliance liability, and protect EBITDA without adding headcount at every portco. A fractional HR model gives each company in the portfolio a full HR department on a subscription, run to one standard the operating partner can see. This page covers what unmanaged HR costs a portfolio, how outsourced HR works across multiple companies, and what it does to exit value. What HR problems do PE firms face across a portfolio? Every portfolio company carries HR risk, and most of it stays invisible until diligence. Worker misclassification, unpaid overtime, missing handbooks, mishandled leave, and expired compliance postings sit on the books as unrecorded liabilities. One company's exposure is a nuisance. Fifteen companies' exposure is a pattern that shows up in every exit. The second problem is inconsistency. Each portco runs HR its own way, on its own platform, with its own gaps. The operating partner has no single view of risk, cost, or quality across the portfolio. How do private equity firms manage HR… --- ### Consultants - **URL:** https://puzzlehr.com/consultants/ - **Published:** 2022-12-06 - **Modified:** 2026-08-29 - **Author:** PuzzleHR **Summary:** Enhance your consulting services with PuzzleHR's world-class HR Management. Drive growth and increase profitability. Get a free quote today! **Content:** Consultants Tailored Programs for Consultants We understand the value that you bring to your clients. Let us help you increase that value by offering world-class HR Management. Add Value  Deepen your relationship with your clients by bringing PuzzleHR in beside you to create customized Human Resource Strategies to drive growth. Business Growth  No business can grow to its full potential without having great relationships with great employees. Let PuzzleHR bring your clients the Human Capital Management strategies that accelerate growth. Increased Profitability  We offer generous revenue sharing programs to firms that qualify. Why Partner with PuzzleHR? As a business consultant, you bring your experience and vast knowledge of market dynamics to your client’s businesses to help them grow faster than they could without your help. More than ever, growing businesses rely on industry experts to help navigate areas where they lack expertise or capacity. Your employees are your most important asset. At PuzzleHR, we help businesses create and execute strategies to maximize their return on their human capital. A partnership with the Human Resource Experts at PuzzleHR will cement your role as a trusted advisor, increase the value that you bring to your clients, and deepen already strong relationships. Let’s talk about how we can work together to grow your business! You've Got the Humans, We've Got the Resources. Let's Talk. Submit Request Frequently Asked Questions What is the PuzzleHR consultant partner program? The PuzzleHR consultant partner program allows business consultants to bring world-class HR management to their clients. By partnering with PuzzleHR, you can offer customized human resource strategies that drive growth while deepening your client relationships. How does partnering with PuzzleHR add value for my clients? PuzzleHR works alongside you to create customized HR strategies tailored to each client’s business. This gives your clients access to expert HR management they may lack in-house, helping them maximize the return on their human capital and grow faster. How does PuzzleHR help my consulting business grow? Partnering with PuzzleHR cements your role as a trusted advisor and increases the value you deliver. No business reaches its full potential without strong employee relationships, and offering Human Capital Management strategies through PuzzleHR helps your clients accelerate growth — strengthening your relationships in the process. Does PuzzleHR offer revenue sharing for consultant partners? Yes. PuzzleHR offers generous revenue sharing programs to consulting firms that qualify, creating an additional profit stream for your business. Why should consultants outsource HR for their clients instead of advising on HR themselves? Growing businesses increasingly rely on industry experts to navigate areas where they lack expertise or capacity. PuzzleHR’s HR experts handle the creation and execution of human capital strategies, so you can focus on your core consulting strengths while still delivering complete solutions. What HR services can PuzzleHR provide to my clients? PuzzleHR provides managed human resources, outsourced HR, and Human Capital Management (HCM) software strategies — covering both the strategic and day-to-day HR needs of growing businesses. How do I become a PuzzleHR consultant partner? Simply reach… --- ### Insurance Brokers - **URL:** https://puzzlehr.com/insurance-brokers/ - **Published:** 2022-12-01 - **Modified:** 2026-08-14 - **Author:** PuzzleHR **Summary:** Looking for HR services tailored to insurance brokers? PuzzleHR has programs tailored to insurance brokers. Get a free quote! **Content:** Insurance Brokers Tailored Programs for Insurance Brokers At PuzzleHR, we understand just how important your clients are to your firm. We have developed insurance specific partnership programs designed to help you maintain and enhance your role as a trusted advisor and maximize your relationship with your customer. Remember, we are Payroll Agnostic and will work with whatever payroll or HCM technology you decide is right for your clients. Protect Your Book You’ll never have to worry about getting blindsided by losing one of your valued clients to one of your “partners”. Your clients are your clients. Period. We exist to make you stickier with them, not to replace you. Increase Client Satisfaction Benefits are complicated. Allow our specialists to field basic employee questions and coordinate deductions and adjustments when appropriate. Generate More Revenue Not only do we offer generous recurring revenue sharing programs to qualified partners. Our experts help clients to make sure that benefits they offer are the most competitive in their market. Why Partner with PuzzleHR? Your book of business is under attack. PEOs want to absorb your clients. Benefits tech platforms are building HR tools. Every vendor your client talks to is a potential threat to your relationship. PuzzleHR is your moat. We made a deliberate choice to never prospect your book. Your clients stay your clients. We put that in writing. When your clients have a compliance fire, a payroll question, or an HR situation that needs handling yesterday, PuzzleHR shows up as an extension of your team. Every touchpoint reinforces one thing: their broker brought them this. No technology agenda. No selling against you. Just HR complexity handled and you as the hero for solving it. The deeper we get embedded in your client’s operations, the harder it becomes for anyone to touch your book. Partnership opportunities are limited. So contact us today. You've Got the Humans, We've Got the Resources. Let's Talk. Submit Request --- ### CPA - **URL:** https://puzzlehr.com/cpa-partnership-program/ - **Published:** 2022-11-29 - **Modified:** 2026-08-29 - **Author:** PuzzleHR **Summary:** Discover how PuzzleHR's CPA Partnership Program enhances your firm's offerings with innovative HR solutions. **Content:** CPAs Tailored Programs for CPAs At PuzzleHR, we understand just how important your clients are to your firm. We have developed CPA Specific partnership programs designed to help you maintain and enhance your role as a trusted advisor and maximize your relationship with your customer. Remember, we are Payroll Agnostic and will work with whatever payroll or HCM technology you decide is right for your clients. Provide Protection Compliance with Federal and State labor laws grow more complex everyday. When you partner with PuzzleHR you can rest assured that your clients protect themselves against running afoul of government regulations. Business Growth  No business can grow to its full potential without having great relationships with great employees. Let PuzzleHR bring your clients the proven Human Capital Management strategies that accelerate growth. Increased Profitability  We offer generous revenue sharing programs to firms that qualify. Why Partner with PuzzleHR? As an Accountant and Trusted Advisor, your clients rely on you to bring your experience and vast knowledge of government regulations to bear helping to grow their respective businesses. Though Labor Law is not Tax Law, the ramifications of non-compliance can be just as severe.  Employees are the most important part of every business. Without solid human capital management strategies those same employees can hamper business growth. On the other hand, the right strategies with the right execution make businesses thrive. At PuzzleHR, we have the depth and breadth of experience necessary to keep your clients on the right side of  all applicable labor laws while creating and driving employee relation strategies necessary to generate business growth.   You've Got the Humans, We've Got the Resources. Let's Talk. Submit Request Frequently Asked Questions What is the PuzzleHR CPA partnership program? PuzzleHR offers partnership programs designed specifically for CPA firms, helping accountants maintain and enhance their role as a trusted advisor while maximizing their client relationships. Do my clients have to switch payroll providers to work with PuzzleHR? No. PuzzleHR is payroll agnostic and will work with whatever payroll or HCM technology you decide is right for your clients. How does PuzzleHR help protect my clients? Federal and state labor law compliance grows more complex every day. PuzzleHR helps ensure your clients stay on the right side of all applicable labor laws and avoid running afoul of government regulations. Why should CPAs care about labor law compliance? Although labor law is not tax law, the ramifications of non-compliance can be just as severe for your clients’ businesses. How does partnering with PuzzleHR help my clients grow? No business can reach its full potential without strong employee relationships. PuzzleHR brings proven Human Capital Management strategies that drive employee relations and accelerate business growth. Is there a financial benefit for my firm? Yes. PuzzleHR offers generous revenue sharing programs to firms that qualify. Will partnering with PuzzleHR affect my role as my clients' trusted advisor? No. The CPA partnership program is built to help you maintain and strengthen your position as a trusted advisor, not replace it. What… --- ### Leadership Development Training - **URL:** https://puzzlehr.com/services/learning-and-development/ - **Published:** 2022-08-23 - **Modified:** 2026-06-26 - **Author:** PuzzleHR **Summary:** Elevate your organization's learning experience with our innovative leadership development training programs. Get a free quote today! **Content:** Streamline Your Training with our Leadership Development Training Services Our Human Resource Management Services are trusted by many businesses nationwide. Eliminate the complications of Human Resources using our Human Resources Management Services. Get Your Quote Now Receive A Learning Development Quote Name Company Email How did you hear about us? Service Needed Describe your problem Submit Request Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Learning and Development Your Solution for Learning, Leadership Development & Growth Elevate your organization’s learning experience with “University of Puzzle” (UP!). Our team has expertly crafted a diverse range of Learning Solutions tailor-made for our clients. Whether you’re seeking leadership development training programs or enriched Learning Management Systems, we’ve got you covered. Our solutions are specifically designed to empower your leadership teams, facilitating your organization’s growth to new heights. From introducing new leaders to leadership training programs to giving senior leaders a refresher on interpersonal skills, coaching skills, performance management, and more, PuzzleHR has the leadership development program for your organization. Discover how PuzzleHR can catalyze your progress and take your team to the next LVL UP! today! Let’s UPskill, UPlift, and UPgrade your team’s learning journey with PuzzleHR. Reach out today to learn more about how our personalized learning solutions can transform your organization. Custom Learning Solutions Custom Learning Solutions Experience the power of effective leadership training with our UP team of skilled professionals who specialize in crafting customized leadership development training programs tailored to your organization’s unique needs. We offer a flexible blend of on-site facilitation and remote learning opportunities to optimize the learning experience. Our team collaborates closely with you to ensure the course content and teaching methodologies align with your company’s specific goals, imparting vital leadership qualities and fostering a learning environment that directly contributes to desired business outcomes. With our customized leadership development training programs, watch your organization thrive and reach new heights of success. Leadership development training is a strategic investment to empower leaders with vital practical skills. Effective leaders have a significant impact on their organization, encouraging team communication, team collaboration, problem solving, and more. PuzzleHR’s custom leadership programs equip leaders with the skills to expertly navigate their roles and set your company up for long-term success. Next LVL! Next LVL! Introducing PuzzleHR’s Next LVL! – the year-long “Live, Virtual, Learning” leadership development training program designed to increase the effectiveness of your leadership team by teaching essential leadership skills and allowing team leaders to take their leadership training into their own hands. This comprehensive leadership program offers a combination of Live Virtual Sessions, personalized development plans, and tools for targeted training and support. Next LVL! includes: Personality Profiling and Debrief Individual Development Plan (IDP) Eight (8) Leadership Development Courses chosen from our Course Catalogue Learning Aides & Materials… --- ### More HR Solutions - **URL:** https://puzzlehr.com/more-hr-solutions/ - **Published:** 2022-08-23 - **Modified:** 2026-08-14 - **Author:** PuzzleHR **Summary:** HR solutions designed to streamline your operations, from HR compliance to payroll, and employee training programs. Get a free quote! **Content:** Our Services Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development More HR Solutions All Services Managed HR Managed Payroll Talent Acquisition Managed Benefits Direct Connect Learning & Development More HR Solutions HR is always evolving and so is our service offering. Human Resources is constantly evolving, and that evolution is a constant challenge for businesses. The team at Puzzle is on the cutting edge of HR, modifying our service offerings to meet our customers’ needs. Manager Direct Connect Sticky Situation Resolution Company specific policy questions answered Handbook support Support on dealing with front line Federal, state and local regulations Performance management support Employee Direct Connect Problem Resolution Company specific policy questions answered Handbook Questions and Answer support General HR Hotline questions answered Leave of Absence (LOA) Management LOA management is tricky, time consuming and, if not done right, poses a risk to the business. The Puzzle LOA Management service takes the headache out of leave management. We handle it, so you don’t have to. Employee Onboarding First impressions are everything and a seamless onboarding process sets your new employees (and all the departments that support them) up for success. Special Projects “Special Projects” can mean anything, and it often does. We handle projects as basic as I-9 and policy audits to more complex projects, Merger and Acquisition, Due Diligence, and ERTC. Our Additional Service Offerings Include: Employee Direct Connect Manager Direct Connect Employee Onboarding Leave Management Employee Retention Tax Credit (ERTC) HR Audits Mergers and Acquisitions Due Diligence You've Got the Humans, We've Got the Resources. Let's Talk. Name Company Email How did you hear about us? Service Needed Describe your problem Submit Request Submit Request --- ### Talent Acquisition Services - **URL:** https://puzzlehr.com/services/talent-acquisition/ - **Published:** 2022-08-23 - **Modified:** 2026-08-25 - **Author:** PuzzleHR **Summary:** Choose PuzzleHR's talent acquisition services for flexible support that aligns with your hiring needs. Contact us for a free quote! **Content:** Talent Acquisition Services Let PuzzleHR Help You Win the War for Talent To Win the War for Talent, PuzzleHR presents a flexible suite of talent acquisition services, designed to give you the power of choice in selecting the level of support that best aligns with your company’s hiring needs. Get Your Free HR Quote Now Receive A Talent Acquisition Quote Name Company Email How did you hear about us? Service Needed Describe your problem Submit Request Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Managed HR Managed Payroll Managed Benefits Talent Acquisition Learning & Development Direct Connect Fractional HR Application Management Outsourced HR HR Compliance Recruitment Process Outsourcing Our Talent Acquisition Services We Help You Attract and Retain Quality Employees As a critical strategic component of an organization, talent acquisition management involves talent procurement, forecasting, pipelining, assessment, and development. It’s also important to leverage technology, software, tools, and strategic outsourcing partners to ensure your talent acquisition strategy is optimized to fill open positions quickly, effectively, and efficiently. At PuzzleHR, we understand that you need to run your business. So, we have developed processes and programs that help business owners minimize the time they must spend on this crucial task so they can focus on leading their companies. Each level within our suite offers a distinct set of talent acquisition services, allowing you to choose the one that best fits your company’s talent acquisition strategy, whether you’re looking for comprehensive outsourcing, administrative support for internal hiring managers, or a personalized recruitment approach. PuzzleHR empowers you to select the service level that meets the needs of your talent acquisition process today, with the flexibility to adjust as those talent management needs evolve. Managed Talent Acquisition Managed Talent Acquisition Our most comprehensive solution, ideal for businesses looking to outsource the management of up to 16 job requisitions at a time. It offers a full spectrum of services, from strategic recruitment planning and engaging job postings to thorough candidate screenings and interviews, aimed at attracting and securing top talent with minimal operational effort on your part. Let PuzzleHR take the stress out of the recruitment process for your organization. Dedicated Recruiter Service Dedicated Recruiter Service Tailored for organizations seeking a personalized recruitment approach, this service assigns a designated talent specialist to manage your entire recruitment cycle. From job posting creation and compensation analysis to candidate screening and conducting interviews, including the final offer or declination letters, this option offers a hands-on approach to meet your specific hiring objectives. Talent Coordinator Talent Coordinator For those needing dedicated support in managing the intricacies of talent acquisition administration, this service provides a specialist focused on tasks such as coordination of updates and meetings, job ad creation and posting, resume review, and detailed metric reporting. It’s perfect for ensuring a smooth and efficient recruitment process. Have questions? We've got you covered. Below you’ll find answers to common questions about HR management and… --- ### Resources - **URL:** https://puzzlehr.com/resources/ - **Published:** 2021-01-18 - **Modified:** 2026-09-04 - **Author:** PuzzleHR **Summary:** Explore our all-encompassing resource center which includes the most recent news, helpful blogs, and case studies. **Content:** Resources Explore our all-encompassing resource center which includes the most recent news, helpful blogs, informational videos, expert-level webinars, and complex publications. This archive can help you to solve the confusing puzzle that is Human Resources, and we hope our collection of resources continues to help you put the pieces together.  News PuzzleHR Achieves SOC-2 Type II Compliance October 22, 2025 Tampa, FL — PuzzleHR, leading HR-as-a-service provider, successfully achieved its Service Organization Control (SOC) 2 Type II certification. Following shortly after achieving their SOC-2 Type Read More PuzzleHR Ranks No. 1095 on the 2025 Inc. 5000 List of America’s Fastest-Growing Private Companies August 12, 2025 NEW YORK, August 12, 2025 – Inc., the leading media brand and playbook for the entrepreneurs and business leaders shaping our future, today announced that Read More View More News Recent Blog Posts Your Health Insurance Costs More Than It Did Last Year. Here’s Why the Usual Fix Isn’t Working! September 4, 2026 By Chris Timol, President & COO, PuzzleHR A few weeks ago, I found myself in back-to-back conversations with business owners, HR leaders, insurance agents, and Read More How AI is Reshaping Hiring: 3 Takeaways from the Newest Equifax Survey September 4, 2026 AI is making waves in the hiring process, and according to new data, it’s changing HR faster than organizations can adapt. The second annual Equifax Read More 10 Warning Signs You Need to Outsource Your HR August 23, 2026 Outsourcing human resources can help your business reduce costs, manage risks, ensure regulatory compliance, and promote growth. While all of this is a given, you Read More « Page1 Page2 Page3 Page4 Page5 » View All Posts Video Library Watch More Videos Case Studies Case Study – UKG Three Systems, One Solution Case Study – UKG Implementation Success Story Read More Product Overview Podcasts Check out "The Founders" Podcast brought to you by PuzzleHR on Spotify! Click the Link to Listen Now! Listen Now Newsletters Don’t miss out on our Monthly Jigsaw, click the link to subscribe! Subscribe You've Got the Humans, We've Got the Resources. Let's Talk. Name Company Email How did you hear about us? Service Needed Describe your problem Submit Request Submit Request --- ### COVID Webinar Q&A - **URL:** https://puzzlehr.com/covid-webinar-qa/ - **Published:** 2020-04-05 - **Modified:** 2026-07-27 - **Author:** PuzzleHR **Summary:** Looking for the answers to questions not answered in our recent Covid webinar? We have the answers to those questions here. **Content:** COVID-19 Follow Up Questions from 4/2/2020 Webinar April 3, 2020 Thank you for attending our second webinar in our series: Navigating HR and Financial Aspects of COVID-19. You can find a recording of the webinar on our COVID-19 Resource Page. Below are the questions we received during the from the webinar and our answers. CARES Act Provisions (Unemployment, Tax Credits SBA/PPP Loans and Checks for Individuals) Unemployment Q: Does the unemployment increase of $600 week also apply to Work Share programs? Is everyone eligible for the additional $600 unemployment benefits?  Part time employees?  People that make less than that? A: The CARES Act encourages states to adopt workshare programs as a complement to unemployment programs. Pandemic unemployment compensation is a flat amount to those on UI, including those who are receiving a partial unemployment benefit check. Q: How do you apply for Federal Unemployment only? A: Affected employees apply for SUI and, it seems, the Fed is coming in over the top with the $600 benefit. No separate filing is required. Q: If someone is employed at 2 jobs, and loses one of them, but still retains the second job.  Could the person apply for unemployment as a result of loss wages for 1 of the jobs if their weekly salary exceeds the state unemployment benefits? A: Yes. Q: Don’t you lose unemployment benefits though, if your employer lets unemployment know your job is available again? A: Yes, when the state requires you to look for another job. At this point there is nothing from the Fed to verify you have a job available. More to come. Q: Don’t you lose unemployment benefits though, if your employer lets unemployment know your job is available again? A: Yes, when the state requires you to look for another job. At this point there is nothing from the Fed to verify you have a job available. More to come. Q: If someone is employed at 2 jobs, and loses one of them, but still retains the second job.  Could the person apply for unemployment as a result of loss wages for 1 of the jobs if their weekly salary exceeds the state unemployment benefits? A: Yes. Q: 1099 subcontractors are not eligible for state unemployment but are eligible for the Federal $600/week.  Would they apply the same as a W-2 employee? A: No, there is a separate application for 1099/Contract workers. Q: What happens to business UI rates with furloughs/layoffs? A: Historically rates have increased. States then needed to borrow money from the Federal government which was required to be paid back through an increased Federal unemployment tax rate (reference 2008 recession). Tax Credits Q: What is the down-in-the-weeds mechanism for getting the credit? If we use a payroll service or something like Quickbooks that does our payroll and tax payments, will we need to work with them?  Is there separate paperwork? A: For tax credit, you reduce tax payments after April 1st by the total credit you calculate made up of wages… --- ### Privacy Policy - **URL:** https://puzzlehr.com/privacy-policy/ - **Published:** 2019-11-22 - **Modified:** 2026-09-05 - **Author:** PuzzleHR **Summary:** Learn about our comprehensive privacy policy and how it safeguards your data when using our website and products. Your trust and privacy are our priority. **Content:** Privacy Policy Application of This Privacy Policy: This Privacy Policy applies to your use of (regardless of means of access) any of the current set of products from Company, collectively referred to as “Company Products”, such as our website (www.puzzlehr.com). The Company Products are owned and provided by Company.   You can access through applications on Devices. A “Device” is any computer used to access the Company Products, including without limitation a desktop, laptop, mobile phone, tablet, or other consumer electronic Device.   Company Products can enable you to use applications developed by third parties, individually and collectively referred to as “Third Party Apps” on a Device, such as an Android app on a Device running either the Microsoft Windows, Apple OS X or Linux operating systems.   General Information We believe that you have the right to understand how your information is stored and used. We are not responsible for the privacy practices of any third parties or the content of linked sites although we do encourage you to read the applicable privacy policies and terms and conditions of such parties or web sites.   Information You Provide Us In general, you can visit www.puzzlehr.com without telling us who you are or revealing any information about yourself. If you wish to obtain information about our products or services you can contact us. We may collect your name, company name, email address, and street address along with other information you may choose to submit, as part of the inquiry process (“Personally Identifiable Information” or “PII”). When you register for a Company account, we collect some PII, which may include your name, company name, email address, telephone number, street address, taxpayer and immigration information, payroll, insurance and banking information. You may be asked to choose log-in Information, such as your email address and a password which will be used to access your account.   By providing your PII to us, you explicitly agree to our collection and use of such information as described in this Privacy Policy.   Information Automatically Collected We (or our service providers acting on our behalf) may collect Information about the Company Products that you use and how you use them. This information includes information that may identify you as well as statistical information (“Analytics”) that does not identify you. Some Analytics may be correlated with your PII. Usage Information may include: A. DEVICE INFORMATION We may collect Device-specific Information (such as your hardware model, operating system version, unique Device identifiers and mobile network Information including phone number). We may associate your Device identifiers or phone number with your Company Account. B. LOG INFORMATION When you use Company Products, we may automatically record or log Information from your Device, its software, and your activity using the Company Products. This may include:   The Device’s Internet Protocol (“IP”) address; Identification numbers associated with your Devices; Device event Information such as crashes, system activity and hardware settings; Locale preferences; Application activity such as app upload, app download, app installation, app uninstallation, app start, app play duration,… --- ### Blog - **URL:** https://puzzlehr.com/blog/ - **Published:** 2019-10-01 - **Modified:** 2024-07-16 - **Author:** PuzzleHR **Summary:** Stay informed with the latest HR insights from the human resources experts at PuzzleHR. Bookmark our HR blog to stay up to date. **Content:** Human Resources FAQs Review the FAQs below to easily find answers! Don’t see your question below? Contact us today! What is an Administrative Service Organization (ASO)? An ASO is a services firm dedicated to providing both proactive and reactive administrative services for its clients. Most ASO focus on the reactive part of the business (solving immediate challenges like employee relations or non-compliance with regulations). At PuzzleHR, we believe that the Proactive, Strategic Administrative Service must be combined with the reactive needs to create a positive experience for our clients and their employees. I don’t think we need everything that you do at PuzzleHR. Is there a way we can have just a few of your services? Our consultants would never try and sell you more than you need or can handle. Every company is unique and so is our client discovery process. Our Consultants and HR Project Managers work with our customers to develop a customized “Living Statement of Work” that works for your business and your timeframe. Do I have to change payroll companies? The saying goes, “If it ain’t broke, don’t fix it.” And that’s our approach to payroll. We can handle your Human Resource Infrastructure needs regardless of your payroll platform. What industries do you specialize in? We serve companies in every industry. From Manufacturing, to Golf Courses, to Non Profits, Municipalities, CannaBiz to Software and Services companies we have the professionals and experience to handle it all. I think I’m too small for HR? Well, HR is not too small (or Large) for you! Our organizational structure allows us to design and deliver the service that works for Your Company. Unlike our competitors, Our consultants and Project managers work WITH you to design a completely custom “Living Statement of Work” that delivers the value that works for you. How do we get started? That’s a great question! Click Here and one of our Consultants will be in touch as quickly as possible to design your “Living Statement of Work”. My employees are happy. Why do I need your service? Let’s face it, your employees are happy until they’re not. Top performing companies work proactively to treat employee engagement as a success strategy. Your PuzzleHR team will help you do exactly that We already have an HR Department. How can PuzzleHR help my company? Whether you have a full HR Department or “Someone who is in charge of HR” PuzzleHR can help. Our expert HR Project Managers are solely focused on developing and implementing transformational HR strategies for your growing company. We don’t have an HR Department. How can PuzzleHR help my company? If you don’t have an HR department then you probably have 4 or 5 people who handle Human Resources on an Ad Hoc basis. The HR Account Managers and Project Managers at PuzzleHR can help you move from REACTIVE responses to HR needs to PROACTIVE processes and procedures to support your company as you grow. Get Started Today! Get In Touch (813) 123-4567 or… --- ### Our Services - **URL:** https://puzzlehr.com/services/ - **Published:** 2019-09-30 - **Modified:** 2026-08-26 - **Author:** PuzzleHR **Summary:** We provide custom fractional HR solutions to fit your operational needs. Contact us today for a free quote! **Content:** Custom HR Solutions PuzzleHR solves the Human Resources Puzzle We utilize our proprietary diagnostic system to customize our solution to fit your company’s specific needs. Our strategic HR service offering is not ‘one size fits all.’ We customize our service offering to fit your company’s specific needs. PuzzleHR is a Managed Human Resources Organization dedicated to helping our clients make the most out of their investments, maximize their Human Resources, remain in compliance, and operate as efficiently as possible. Managed Human Resources Human Resources is a puzzle for many – probably most – business owners today. We leverage the technology you already have, along with our ‘high human’ interface, to make sure you can accomplish exactly what you want. We aren’t HR consultants. We are more like a “fractional HR department” that supplies the pieces you don’t have in place. Managed Human Resources Managed Payroll Today’s payroll or “HCM” companies struggle to provide the level of support necessary to help their customers more efficiently leverage the tools they’ve purchased. Those customers are confused and frustrated. They can’t understand why their payroll provider’s technology doesn’t live up to its promises. Managed Payroll Managed Benefits Employee benefits can be very complicated, ranging from retirement planning and pre-tax savings all the way to health and long-term disability coverage. Your PuzzleHR Benefits Specialist works closely with your brokers and insurance carriers to help you choose, manage and communicate to your employees the best possible products for your organization. Managed Benefits Talent Acquisition Acquiring the absolute best talent for your company is a critical but time-consuming function. Job marketing, candidate sourcing and screening can cost countless hours. In fact, the job can be so tedious that managers will often settle for a candidate that is “good enough.” That creates turnover and ultimately negatively impacts the business. Let the PuzzleHR Talent Team do the heavy lifting and never settle for “good enough” again. Talent Acquisition Learning & Development Leaders at all levels must improve their skills capabilities. Creating a culture of learning and development at your organization is critical to give those leaders the support they need to grow. When managers at all levels improve their capabilities, they are better able to inspire their teams and achieve outstanding business results. Effective leaders transform organizations by more effectively engaging their employees to deliver better results. Learning & Development More HR Solutions Your employees and their managers need everyday support. Taking time out of your day impacts your ability to deliver on critical tasks. Not taking the time will, at best, pull your employees’ focus away from getting their jobs done or worse, exacerbate a time sensitive issue. PuzzleHR Direct Connect is the service that connects your employees and managers to our dedicated and knowledgeable HR team when it matters most. More HR Solutions Protecting Your Most Important Resource A company’s employees – its humans – are its most important resource. And Human Resources is more than just a department. HR embodies your company’s need to contribute to… --- ### About Us - **URL:** https://puzzlehr.com/about-us/ - **Published:** 2019-09-11 - **Modified:** 2026-04-20 - **Author:** PuzzleHR **Summary:** We offer customized fractional HR solutions for all sizes of businesses. Contact our team of experts today for a free quote. **Content:** About PuzzleHR Human Resources as a Service HR Solutions that Drive Business Growth We are America’s premier provider of HR Solutions as a Service (HRaaS); we understand the complexities of today’s business environment and how they can hinder growth. We know that employers face the challenging task of balancing: Business Needs Employee Expectations  Compliance with Government Regulations We created our Shared Services Model to deliver the highest quality, Holistic Personnel Management Infrastructure Solutions at a fraction of the cost of going it alone. Our comprehensive HR as a Service (HRaaS) approach ensures that all aspects of your personnel management are taken care of, giving you peace of mind and allowing you to focus on what you do best – growing your business.   With Puzzle, you’ll get more HR for less money. Contact us today to learn more about how we can help you drive business results. Our Leadership Team Lonny Ostrander Chief Executive Officer Lonny began his career as the owner of a boutique consulting firm in Palm Beach, Florida before taking his talents to Paychex in 1991. During his 28 year career there, Lonny served Paychex in multiple capacities and his accomplishments include leading the successful integration of the National Business Solutions PEO. Eventually Lonny was named an Officer of Paychex and Executive Vice President of the Human Resource Services division. Lonny retired from Paychex in 2016 and Co-Founded Pygmalion Consulting Group, a leading HCM Sales Consulting Firm. One of PuzzleHR’s Co-Founders, Lonny will serve as the company’s Chief Executive Officer. Lonny is a proud Alum of the University of South Florida, and with his wife Jennifer and his daughters, Alexa and Angelica, splits time between their homes in Tampa, Florida and Blue Ridge, Georgia. Chris Timol President, Chief Operating Officer Chris Timol is a seasoned executive with 30 years of experience in Human Resource Leadership. A native of New York City, he graduated from Pace University and began his career as an individual contributor at Paychex in the early ’90s. Throughout his career, Chris has held numerous senior leadership positions, including Officer and Executive Vice President of Sales. In addition to his experience at Paychex, Chris has served as the Chief Revenue Officer for a number of HCM software firms. He is known for his belief that with “Ambition, Attitude, Activity, and Accountability,” everyone can reach their full potential. As one of the two co-founders of PuzzleHR, Chris leverages his extensive experience as President and Chief Operating Officer to drive the company’s growth and success. Justin Nikolich Chief Financial Officer Justin has over a decade of experience in financial services, starting with PricewaterhouseCoopers in 2009. He excelled in audit and advisory work for hedge funds, private equity funds, and real estate funds, eventually becoming an audit senior manager. Justin’s expertise includes real estate assets, exotic securities, financial analysis, and option-pricing models. He has also taught complex valuation and financial topics as a lead instructor. Later, Justin served as CFO for middle market a private equity real estate investment… --- ### Contact Us - **URL:** https://puzzlehr.com/contact-us/ - **Published:** 2019-09-11 - **Modified:** 2026-08-26 - **Author:** PuzzleHR **Summary:** The team at PuzzleHR has decades of HR experience to help companies optimize their Human Resources functions. Contact us today. **Content:** Contact Us Decades of Experience We help companies optimize their Human Resources functions. We are happy to discuss how PuzzleHR can help you. One of our experts will contact you within one business day. 1-844-385-0515 info@PuzzleHR.com Let PuzzleHR Create A Custom Solution for Your Business Today! Name Company Email Phone How did you hear about us? Service Needed? Describe How We Can Help You Send --- ### Partners - **URL:** https://puzzlehr.com/partners/ - **Published:** 2019-03-23 - **Modified:** 2026-08-26 - **Author:** PuzzleHR **Summary:** We are currently interviewing individuals and companies to join our Channel Partners Program. Schedule a call to determine if you qualify. **Content:** Partnership Opportunities Partner with Puzzle CPAS We understand just how important your clients are to your firm and that’s why we have developed CPA Specific partnership programs designed to help you maintain and enhance your role as a trusted advisor and maximize your relationship with your customer. Remember, we are Payroll Agnostic and will work with whatever payroll or HCM technology you decide is right for your clients. Insurance Brokers We know how important your clients are to your business and how important HR is to your clients. We have developed Broker Specific programs designed to help you maintain and enhance your role as a trusted advisor and maximize your relationship with your customer. Entrust your clients to us and we’ll protect them like our business depends on it, because it does. Consultants We have developed partnership programs designed to help you maintain and enhance your role as a trusted advisor and help you increase the value that you bring to your clients while growing your business and increasing your revenue. We collaborate with experts across diverse sectors, from HR and IT to Business Advisors and more. Discover how we can compliment your offering. Private Equity Our experts will help ensure that your portfolio investments are set up for success by helping to manage all the HR transactions and compliance issues that always seem to stand in the way— allowing managers to do the work necessary to grow the business and create an engaged workforce that acts as a force multiplier for your investment. HR Tech Partners Let the experts at PuzzleHR empower your clients to harness the full power of your solution. We optimize product usage, reduce client queries, and help discover innovative use cases for your tech. Elevate the value of your offerings and enhance your client’s ROI. We want to be your ace in the hole, enhancing understanding and driving results for your clients. HCM Software We know how difficult it can be to continue to increase the value that you bring to your customers and increase their lifetime value. We have programs designed to help you help your clients manage their Human Capital. Think of PuzzleHR as your very own Managed HR offering where you win more sales, decrease losses, and increase profitability. CPAS We understand just how important your clients are to your firm and that’s why we have developed CPA Specific partnership programs designed to help you maintain and enhance your role as a trusted advisor and maximize your relationship with your customer. Remember, we are Payroll Agnostic and will work with whatever payroll or HCM technology you decide is right for your clients. Insurance Brokers We know how important your clients are to your business and how important HR is to your clients. We have developed Broker Specific programs designed to help you maintain and enhance your role as a trusted advisor and maximize your relationship with your customer. Entrust your clients to us and we’ll protect them like our business depends on… --- ## News ### PuzzleHR Achieves SOC-2 Type II Compliance - **URL:** https://puzzlehr.com/news/puzzlehr-achieves-soc-2-type-ii-compliance/ - **Published:** 2025-10-22 - **Modified:** 2026-03-20 - **Author:** Thirteen05 **Summary:** PuzzleHR, leading HR-as-a-service provider, successfully achieved its Service Organization Control (SOC) 2 Type II certification. Following shortly after achieving their SOC-2 Type I certification, this milestone demonstrates PuzzleHR’s continued commitment to maintaining the highest standard of security for customer data. **Content:** Tampa, FL — PuzzleHR, leading HR-as-a-service provider, successfully achieved its Service Organization Control (SOC) 2 Type II certification. Following shortly after achieving their SOC-2 Type I certification, this milestone demonstrates PuzzleHR’s continued commitment to maintaining the highest standard of security for customer data.  The SOC-2 Type II certification represents the gold standard for security compliance. The certification determines how effectively an organization’s systems meet the criteria of the five trust service principles–security, availability, processing integrity, confidentiality, and privacy–determined by the American Institute of Certified Public Accountants.  “We’re very proud to have earned our SOC-2 Type II certification,” said Chris Timol, President and COO of PuzzleHR. “Our customers are trusting us with sensitive information, and we take that responsibility seriously.” The comprehensive audit examined PuzzleHR’s information security policies, procedures, and operations, verifying that the organization’s systems are operating effectively, protecting customer data, and maintaining security.  “This certification is more than just a compliance checkbox, it reflects our company values,” added Joe Daggar, VP of Technology and Enablement at PuzzleHR. “It pushed us to tighten up our processes and make security part of our daily conversations. Every member of our team understands that security is a collective responsibility.”  PuzzleHR has seen an increase in prospective customers this year that rank security credentials as a top concern for potential partnerships. The certification comes as PuzzleHR continues expanding its customer base among organizations requiring the highest levels of security assurance, positioning the company to accelerate its growth in regulated industries.  About PuzzleHR PuzzleHR is America’s premier HR-as-a-Service (HRaaS) provider, specializing in streamlining the HR function by reducing your organization’s human resource-related workload. We understand the challenges businesses face in balancing operational needs, employee expectations, and government regulations. Our compliance services make it easy to stay up-to-date with federal, state, and local regulations, while our fractional managed services fill in your benefits, HR, and payroll gaps. Application management and tech enablement solutions allow you to reap the most rewards from your HRIS, HCM software, and other systems. We make it easy to recruit, train, and retain top talent with our talent acquisition, onboarding, and leadership development services. Our document transfer service eliminates the risk and effort required to change HCM systems with our compliance-first planning, enterprise-grade security, and robust verification and validation process. Through our customizable Shared Services Model, we deliver comprehensive solutions to each piece of the HR puzzle.  Our flexible approach sets us apart. Clients choose which services and technology they need without the requirement to switch systems. The experts at Puzzle bring innovative ideas and best practices to create unique, effective HR solutions for clients of any size and in any industry. We take the work off your company’s shoulders, managing the HR function so your employees can focus on their roles and you can grow your business. Puzzle gives you more HR for less money and unlocks your company’s full potential. Are you ready to solve your HR puzzle? Visit puzzlehr.com today.  --- ### PuzzleHR Ranks No. 1095 on the 2025 Inc. 5000 List of America’s Fastest-Growing Private Companies - **URL:** https://puzzlehr.com/news/puzzlehr-ranks-no-1095-on-the-2025-inc-5000-list-of-americas-fastest-growing-private-companies/ - **Published:** 2025-08-12 - **Modified:** 2025-08-12 - **Author:** Thirteen05 **Summary:** %%excerpt%% **Content:** NEW YORK, August 12, 2025 – Inc., the leading media brand and playbook for the entrepreneurs and business leaders shaping our future, today announced that PuzzleHR is No. 1095 on the annual Inc. 5000 list, the most prestigious ranking of the fastest-growing private companies in America. The list provides a data-driven snapshot of the most successful companies within the economy’s most dynamic segment—its independent, entrepreneurial businesses. Past honorees include companies such as Microsoft, Meta, Chobani, Under Armour, Timberland, Oracle, and Patagonia.  We’re honored to be named No. 1095 on the Inc. 5000 list. When we started PuzzleHR, we wanted to tackle real problems that businesses face every day, and seeing our growth recognized alongside companies that have shaped entire industries inspires us to keep working to transform the face of HR. Thank you to our clients for trusting us with your HR challenges, our team for your commitment and innovation, and Inc. for this distinction,” says Lonny Ostrander, PuzzleHR CEO. This year’s Inc. 5000 honorees have demonstrated exceptional growth while navigating economic uncertainty, inflationary pressure, and a fluctuating labor market. Among the top 500 companies on the list, the median three-year revenue growth rate reached 1,552 percent, and those companies have collectively added more than 48,678 jobs to the U.S. economy over the past three years.  For the full list, company profiles, and a searchable database by industry and location, visit: www.inc.com/inc5000.  “Making the Inc. 5000 is always a remarkable achievement, but earning a spot this year speaks volumes about a company’s tenacity and clarity of vision,” says Mike Hofman, editor-in-chief of Inc. “These businesses have thrived amid rising costs, shifting global dynamics, and constant change. They didn’t just weather the storm—they grew through it, and their stories are a powerful reminder that the entrepreneurial spirit is the engine of the U.S. economy.” Inc. will celebrate the honorees at the 2025 Inc. 5000 Conference & Gala, taking place October 22–24 in Phoenix, and the top 500 will be listed in the Fall issue of Inc. magazine. PuzzleHR is America’s premier HR-as-a-Service (HRaaS) provider, specializing in streamlining the HR function by reducing your organization’s human resource-related workload. Named a Top Workplace in 2023 by the Tampa Bay Times, PuzzleHR’s customizable Shared Services Model sets the company apart. Dedicated to transforming the HR function into a revenue driver, PuzzleHR launched the ConnectPLUS app in 2024, designed to provide employees and leaders access to real-time HR related assistance, keeping them focused, productive, and compliant while allowing operations to move forward seamlessly. More recently, PuzzleHR launched Survey360°, a performance tool that empowers clients to enhance employee engagement, pinpoint development opportunities, and align individual leadership competencies with business objectives. PuzzleHR is proud to provide front-line support to businesses of all sizes and industries and is excited to join the Inc. 5000 list. Methodology  Companies on the 2025 Inc. 5000 are ranked according to percentage revenue growth from 2021 to 2024. To qualify, companies must have been founded and generating revenue by March 31, 2021. They… --- ### PuzzleHR Receives SOC-2 Compliance - **URL:** https://puzzlehr.com/news/puzzlehr-receives-soc-2-compliance/ - **Published:** 2025-07-25 - **Modified:** 2026-03-20 - **Author:** Thirteen05 **Summary:** PuzzleHR, a leading provider of Human Resources as a service, successfully achieved Service Organization Control 2 (SOC-2) compliance. This milestone underscores PuzzleHR’s dedication to maintaining the highest standards of data security and operational excellence. **Content:** Tampa FL — PuzzleHR, a leading provider of Human Resources as a service, successfully achieved Service Organization Control 2 (SOC-2) compliance. This milestone underscores PuzzleHR’s dedication to maintaining the highest standards of data security and operational excellence. SOC-2 certification indicates that PuzzleHR implements comprehensive security measures and processes meeting or exceeding industry standards for protecting sensitive customer information. This certification covers the security, availability, and confidentiality of the customer data processed through PuzzleHR’s systems.  “Achieving SOC-2 Type 1 compliance affirms our commitment to data security and operational integrity,” said Chris Timol, President of PuzzleHR. “This independent assessment validates that our security controls are thoughtfully designed and aligned with industry standards, reinforcing our promise to protect the sensitive information our clients entrust to us.” Enhanced Customer Confidence Data security concerns are paramount for organizations selecting HR solutions. With PuzzleHR processing sensitive employee data, including personal details, compensation data, and performance records, the certification provides clients with independent verification of PuzzleHR’s security measures. PuzzleHR intends to maintain SOC-2 compliance through regular assessments, continuous improvement of security protocols, ongoing monitoring, and annual SOC-2 audits.  About PuzzleHR PuzzleHR is America’s premier HR-as-a-Service (HRaaS) provider, specializing in streamlining the HR function by reducing your organization’s human resource-related workload. We understand the challenges businesses face in balancing operational needs, employee expectations, and government regulations. Our compliance services make it easy to stay up-to-date with federal, state, and local regulations, while our fractional managed services fill in your benefits, HR, and payroll gaps. Application management and tech enablement solutions allow you to reap the most rewards from your HRIS, HCM software, and other systems. We make it easy to recruit, train, and retain top talent with our talent acquisition, onboarding, and leadership development services. Through our customizable Shared Services Model, we deliver comprehensive solutions to each piece of the HR puzzle.  Our flexible approach sets us apart. Clients choose which services and technology they need without the requirement to switch systems. The experts at Puzzle bring innovative ideas and best practices to create unique, effective HR solutions for clients of any size and in any industry. We take the work off your company’s shoulders, managing the HR function so your employees can focus on their roles and you can grow your business. Puzzle gives you more HR for less money and unlocks your company’s full potential. Are you ready to solve your HR puzzle? Visit puzzlehr.com today.  --- ### PuzzleHR and Evertreen Celebrate Environmental Milestones - **URL:** https://puzzlehr.com/news/puzzlehr-and-evertreen-celebrate-environmental-milestones/ - **Published:** 2025-05-16 - **Modified:** 2026-03-20 - **Author:** Thirteen05 **Summary:** PuzzleHR, a leading provider of fractional human resources solutions, is excited to announce the continued success of its partnership with Evertreen, the innovative platform allowing businesses to plant real trees and track their growth. **Content:** Tampa, FL — PuzzleHR, a leading provider of fractional human resources solutions, is excited to announce the continued success of its partnership with Evertreen, the innovative platform allowing businesses to plant real trees and track their growth. The collaboration, beginning in 2023, has achieved remarkable milestones in its mission to combat climate change, create jobs, and support reforestation in vulnerable regions. The partnership has resulted in the planting of 720 trees across two countries, 520 in Honduras and 200 in Madagascar, and the offsetting of 648 tons of carbon dioxide emissions.  Beyond environmental benefits, the partnership generated 90 working hours and counting for local communities, providing valuable employment opportunities in regions facing economic challenges.  “Our partnership with Evertreen represents our commitment to environmental responsibility and creating employment opportunities around the globe,” said Chris Timol, President at PuzzleHR. “We’re so proud that we’ve made a significant impact both environmentally and socially in communities that need it most.” PuzzleHR plans to continue working with Evertreen to expand their reforestation efforts in 2025, hoping to increase the number of trees planted, working hours created, and the geographic scope of the partnership’s environmental impact.  About PuzzleHR PuzzleHR is America’s premier HR-as-a-Service (HRaaS) provider, specializing in streamlining the HR function by reducing your organization’s human resource-related workload. We understand the challenges businesses face in balancing operational needs, employee expectations, and government regulations. Our compliance services make it easy to stay up-to-date with federal, state, and local regulations, while our fractional managed services fill in your benefits, HR, and payroll gaps. Application management and tech enablement solutions allow you to reap the most rewards from your HRIS, HCM software, and other systems. We make it easy to recruit, train, and retain top talent with our talent acquisition, onboarding, and leadership development services. Through our customizable Shared Services Model, we deliver comprehensive solutions to each piece of the HR puzzle.  Our flexible approach sets us apart. Clients choose which services and technology they need without the requirement to switch systems. The experts at Puzzle bring innovative ideas and best practices to create unique, effective HR solutions for clients of any size and in any industry. We take the work off your company’s shoulders, managing the HR function so your employees can focus on their roles and you can grow your business. Puzzle gives you more HR for less money and unlocks your company’s full potential. Are you ready to solve your HR puzzle? Visit puzzlehr.com today. --- ### PuzzleHR Announces the Launch of Survey360°, the Leadership Development Solution to Transform Potential into Performance. - **URL:** https://puzzlehr.com/news/puzzlehr-announces-the-launch-of-survey360-the-leadership-development-solution-to-transform-potential-into-performance/ - **Published:** 2025-04-25 - **Modified:** 2026-03-20 - **Author:** Thirteen05 **Summary:** PuzzleHR, headquartered in Tampa and a leading provider of fractional managed HR solutions nationally, has launched its new leadership development software, Survey360°. Designed to cultivate exceptional leadership capabilities across organizations, Survey360° provides multi-dimensional feedback that helps leaders identify strengths and growth opportunities through diverse perspectives. **Content:** Tampa, FL – PuzzleHR, headquartered in Tampa and a leading provider of fractional managed HR solutions nationally, has launched its new leadership development software, Survey360°. Designed to cultivate exceptional leadership capabilities across organizations, Survey360° provides multi-dimensional feedback that helps leaders identify strengths and growth opportunities through diverse perspectives. This innovative addition to PuzzleHR’s service portfolio gives clients a powerful tool to enhance employee engagement, pinpoint development opportunities, and align individual leadership competencies with business objectives—ultimately driving organizational growth and retention. PuzzleHR’s Chief Executive Officer Lonny Ostrander says, “The Survey360° solution is ideal for organizations looking to invest in their leadership pipeline. Our software provides a complete view of leadership effectiveness by gathering insights from multiple sources, including the leaders themselves, their peers, supervisors, and direct reports. This comprehensive feedback can then be leveraged to create targeted leadership development plans, coaching strategies, and learning pathways.” PuzzleHR’s Survey360° empowers organizations to build a leadership-focused culture, allowing companies to develop the next generation of leaders while enhancing the effectiveness of current management teams. “We’re excited to roll out Survey360° to drive value for our clients by helping them unlock the full potential of their leaders with data-driven insights and tailored development strategies,” says Ostrander.  Organizations interested in accelerating their leadership development approach can contact PuzzleHR for more information. About PuzzleHR PuzzleHR is America’s premier HR-as-a-Service (HRaaS) provider, specializing in streamlining the HR function by reducing your organization’s human resource-related workload. We understand the challenges businesses face in balancing operational needs, employee expectations, and government regulations. Our compliance services make it easy to stay up-to-date with federal, state, and local regulations, while our fractional managed services fill in your benefits, HR, and payroll gaps. Application management and tech enablement solutions allow you to reap the most rewards from your HRIS, HCM software, and other systems. We make it easy to recruit, train, and retain top talent with our talent acquisition, onboarding, and leadership development services. Through our customizable Shared Services Model, we deliver comprehensive solutions to each piece of the HR puzzle.  Our flexible approach sets us apart. Clients choose which services and technology they need without the requirement to switch systems. The experts at Puzzle bring innovative ideas and best practices to create unique, effective HR solutions for clients of any size and in any industry. We take the work off your company’s shoulders, managing the HR function so your employees can focus on their roles and you can grow your business. Puzzle gives you more HR for less money and unlocks your company’s full potential. Are you ready to solve your HR puzzle? Visit puzzlehr.com today. --- ### PuzzleHR Wins of the Top Workplaces 2023 Award - **URL:** https://puzzlehr.com/news/puzzlehr-wins-of-the-top-workplaces-2023-award/ - **Published:** 2023-03-28 - **Modified:** 2024-09-12 - **Author:** PuzzleHR **Summary:** PuzzleHR is proud to be recognized as one of the best places to work in the country. Learn more about PuzzleHR and their accomplishment here. **Content:** Tampa, FL March 26, 2023– PuzzleHR, a national leader in the HRaaS (Human Resources as a Service) Industry headquartered in Tampa, announced today that it has earned the 2023 Top Workplaces USA award. “We’re excited and honored to be awarded this year’s Top Workplaces award,” said Lonny Ostrander, CEO of PuzzleHR. “At Puzzle, we’re constantly working on developing a company culture people can thrive in, and we value the health and well-being of our employees first and foremost. We take great pride in the culture we’ve grown here – our employees are our greatest strength. As we move forward, we continue to be excited about what the future holds, and we’re always looking ahead as we grow alongside our employees.” Top Workplaces USA celebrates organizations of 150 employees or more that have built thriving cultures. With a history of 16 years spent surveying more than 20 million employees and recognizing top organizations, the Top Workplaces program is issued by Energage, a purpose-driven organization that develops solutions to build and brand top workplaces. Over 42,000 organizations were invited to participate in the Top Workplaces employee engagement survey, with winners chosen based on results calculated by employee feedback alone. “Earning a Top Workplaces award is a badge of honor for companies, especially because it comes authentically from their employees,” said Eric Rubino, Energage CEO. “That’s something to be proud of. In today’s market, leaders must ensure they’re allowing employees to have a voice and be heard. That’s paramount. Top Workplaces does this, and it pays dividends.” The Top Workplaces Award recognizes companies that prioritize a people-centered culture and work to give employees a voice. PuzzleHR is honored to be included in Top Workplaces’ list of national recognized companies that help to make the world a better place to work together.   About PuzzleHR PuzzleHR Is America’s premier HR as a Service provider (HRaaS). By delivering white glove solutions to HR challenges, PuzzleHR turns HR from a business cost center into a Revenue Driver. PuzzleHR delivers a complete range of outsourced Human Resources solutions, from benefit and payroll management and talent acquisition to learning, development and engagement. The PuzzleHR team is taking expedited action as employers across the country face both a Great Resignation and a talent shortage, in need of those solutions now more than ever. To learn more about PuzzleHR, visit puzzlehr.com today.   About Energage Making the world a better place to work together.TM Energage is a purpose-driven company that helps organizations turn employee feedback into useful business intelligence and credible employer recognition through Top Workplaces. Built on 14 years of culture research and the results from 23 million employees surveyed across more than 70, 000 organizations, Energage delivers the most accurate competitive benchmark available. With access to a unique combination of patented analytic tools and expert guidance, Energage customers lead the competition with an engaged workforce and an opportunity to gain recognition for their people-first approach to culture. For more information or to nominate your organization, visit Energage or Workplaces.   --- ### PuzzleHR Announces the Appointment of Jack Nicklaus II to Advisory Board - **URL:** https://puzzlehr.com/news/puzzlehr-announces-the-appointment-of-jack-nicklaus-ii-to-advisory-board/ - **Published:** 2022-03-30 - **Modified:** 2024-10-17 - **Author:** PuzzleHR **Summary:** We are excited to announce that Jack Nicklaus II has been appointed to PuzzleHR's advisory board. Learn more about this appointment here. **Content:** PuzzleHR, headquartered in Tampa and a national leader in the HRaaS (Human Resources as a Service) industry, has announced the appointment of Jack Nicklaus II to their advisory board. “We are incredibly excited to announce the addition of Jack Nicklaus II to the PuzzleHR Advisory Board. As we begin to serve additional organizations in the golf industry with our tailored HR suite of services, PuzzleHR FORE!, we feel that Jack’s unique insights will be invaluable to the company’s growth,” says Lonny Ostrander, PuzzleHR CEO. “I’m incredibly excited to join the PuzzleHR Advisory Board. Their services help relieve many of the challenging back-office problems that most businesses struggle with, especially companies in the golf industry. Puzzle’s innovative solutions are helping companies create thriving workplaces that drive results,” says, Jack Nicklaus II. About Jack Nicklaus II: As Vice Chairman of Nicklaus Design, Jack Nicklaus II has been directly responsible for the design of more than 35 courses worldwide, with another 10 under construction or development. In 2000, Jack II was awarded membership into the prestigious American Society of Golf Course Architects and named on of Golfweek’s 40 under 40. As a player, Jack II had a successful Collegiate career as a scholarship member of the University of North Carolina golf team. He then enjoyed competitive success-first on the amateur circuit, winning the prestigious North-South Championship in 1985. Jack II later turned professional, playing around the world on the PGA, Canadian PGA, AustralAsian, European, Nike, and Golden Bear Tours. Jack II, the oldest of Jack and Barbara’s five children and the father of five children himself, has followed in his father’s footsteps in many ways. Jack II is General Chairman of the Memorial Tournament and Chairman of Muirfield Village Golf Club and has helped the Memorial Tournament increase its status among the elite tournaments on the PGA Tour. The Memorial Tournament presented by Nationwide has raised more than $40 million dollars since inception and donates the proceeds to charities and children’s healthcare. The Nicklaus family and The Nicklaus Children’s Healthcare Foundation has raised more than $150 million dollars for children’s healthcare over the decades. About PuzzleHR PuzzleHR Is America’s premier HR as a Service provider (HRaaS).  By delivering white glove solutions to HR challenges, PuzzleHR turns HR from a business cost center into a Revenue Driver. PuzzleHR, delivers a complete range of outsourced Human Resources solutions, from benefit and payroll management and talent acquisition to learning, development and engagement. The PuzzleHR team is taking expedited action as employers across the country face a Great Resignation, talent shortage, and need these solutions now. Are you ready to solve your HR puzzle? Visit puzzlehr.com today. --- ### PuzzleHR Announces The Launch Of Direct Connect Mobile App - **URL:** https://puzzlehr.com/news/puzzlehr-announces-the-launch-of-direct-connect-mobile-app/ - **Published:** 2022-03-28 - **Modified:** 2024-09-13 - **Author:** PuzzleHR **Summary:** HRaaS industry leader PuzzleHR is excited to announce the launch of their innovative app, PuzzleHR Connect. Learn more about it here! **Content:** Tampa, FL – PuzzleHR, headquartered in Tampa and a national leader in the HRaaS (Human Resources as a Service) Industry, has announced the release of PuzzleHR Connect! their innovative Direct Connect App. “We are extremely excited to take this next step in our journey of intelligently leveraging technology to disrupt the HR Status Quo and better serve our clients and their employees,” said Lonny Ostrander, CEO and Founder of PuzzleHR. The PuzzleHR Direct Connect! App is available exclusively to PuzzleHR customers and gives clients, employees, and their managers direct access to real-time HR related assistance, keeping them focused, productive, and compliant while allowing operations to move forward seamlessly. “Everyday employees and their managers have questions that distract them from their day-to-day responsibilities and bog down the HR department,” said Chris Timol, President and PuzzleHR Founder. “Simple employee questions regarding paystub access, changes in health insurance, and the like take up valuable time and distract employees. Frontline managers need to deal with issues in real time to ensure goals are met and that the company is set up for success.” PuzzleHR, delivers a complete range of outsourced Human Resources solutions, from benefit and payroll management and talent acquisition to learning, development and engagement. The PuzzleHR team is taking expedited action as employers across the country face a Great Resignation, talent shortage, and need these solutions now. This innovative employee connection solution is available on Apple App Store and Google Play on Android today for PuzzleHR clients.   About PuzzleHR PuzzleHR Is America’s premier HR as a Service provider (HRaaS).  By delivering white glove solutions to HR challenges, PuzzleHR turns HR from a business cost center into a Revenue Driver. Are you ready to solve your HR puzzle? Visit puzzlehr.com today. --- ## Publications ### Case Study - UKG Three Systems, One Solution - **URL:** https://puzzlehr.com/publication/case-study-ukg-three-systems-one-solution/ - **Published:** 2026-01-27 - **Modified:** 2026-01-27 - **Author:** Cleotia Morrow **Summary:** Our client, a growing medical billing company, approached us with a large disruption in their payroll department. Their experienced payroll administrator was retiring, leaving a critical knowledge gap. At the... --- ### Case Study - UKG Implementation Success Story - **URL:** https://puzzlehr.com/publication/case-study-ukg-implementation-success-story/ - **Published:** 2026-01-27 - **Modified:** 2026-01-27 - **Author:** Cleotia Morrow **Summary:** Our client is a leader in medical professional liability, with many years of experience protecting the medical community’s clinicians and organizations. They focus on protecting healthcare providers and promoting safety... --- ### Case Study - Enhancing HR Support with PuzzleHR’s Employee Direct Connect Service - **URL:** https://puzzlehr.com/publication/case-study-enhancing-hr-support-with-puzzlehrs-employee-direct-connect-service/ - **Published:** 2025-10-15 - **Modified:** 2025-10-15 - **Author:** Thirteen05 **Summary:** Our client, a dry van, full truckload carrier, approached PuzzleHR for assistance addressing their employees’ Tier 1 HR questions. With an internal HR staff of 2 struggling to manage over... --- ### Case Study - Strategizing for Success - **URL:** https://puzzlehr.com/publication/case-study-strategizing-for-success/ - **Published:** 2025-10-15 - **Modified:** 2025-10-15 - **Author:** Thirteen05 **Summary:** PuzzleHR understands the challenges faced by a fast-growing business. Paid growth and heightened demand outstripped our client’s in-house HR capabilities, leading to urgent need for enhanced employee relations, performance management,... --- ### Case Study - CA Workplace Violence Prevention Program - **URL:** https://puzzlehr.com/publication/case-study-ca-workplace-violence-prevention-program/ - **Published:** 2025-10-15 - **Modified:** 2025-10-15 - **Author:** Thirteen05 **Summary:** Our client is an industry leader in the automotive manufacturing sector and has a dedicated team of PuzzleHR professionals managing daily and strategic HR tasks. After approaching us for assistance... --- ### Case Study - From Oversight to Insight: Audits-Only Service for Small Businesses - **URL:** https://puzzlehr.com/publication/case-study-from-oversight-to-insight-audits-only-service-for-small-businesses/ - **Published:** 2025-10-15 - **Modified:** 2025-10-15 - **Author:** Thirteen05 **Summary:** A client with 48 employees approached PuzzleHR to assist with an audit. The audit uncovered terminated employees who had not been removed from carrier plans, causing charges to accrue. PuzzleHR... --- ### Case Study - Rectification and Reconciliation: Audits-Only Service for Medium Businesses - **URL:** https://puzzlehr.com/publication/case-study-rectification-and-reconciliation-audits-only-service-for-medium-businesses/ - **Published:** 2025-10-15 - **Modified:** 2025-10-15 - **Author:** Thirteen05 **Summary:** A client with 20 employees enrolled in their benefits program with incorrect rates approached PuzzleHR seeking immediate assistance. PuzzleHR guided the client through the process of rectifying the issue before... --- ### Case Study - Coverage Corrections: Audits-Only Service for Large Businesses - **URL:** https://puzzlehr.com/publication/case-study-coverage-corrections-audits-only-service-for-large-businesses/ - **Published:** 2025-10-15 - **Modified:** 2025-10-15 - **Author:** Thirteen05 **Summary:** PuzzleHR’s Audits Only service provides clients with a second set of eyes to ensure their process was completed correctly. A client with over 200 employees enrolled in benefits found out... --- ### Case Study - Audits for Ancillary Benefits - **URL:** https://puzzlehr.com/publication/case-study-audits-for-ancillary-benefits/ - **Published:** 2025-10-15 - **Modified:** 2025-10-15 - **Author:** Thirteen05 **Summary:** A client approached PuzzleHR for assistance with ancillary benefit reconciliation after an employee passed away. PuzzleHR’s experts worked quickly to provide the carrier with proof of the employee’s enrollment and... --- ### Case Study - Timecard Optimization: Real Estate - **URL:** https://puzzlehr.com/publication/case-study-timecard-optimization-real-estate/ - **Published:** 2025-10-09 - **Modified:** 2025-10-15 - **Author:** Thirteen05 **Summary:** Our client approached PuzzleHR for assistance with managing and modernizing their payroll and timecard processes. The company sought to streamline operations and develop a robust HR infrastructure to support their... --- ### Case Study - Leave of Absence Management - **URL:** https://puzzlehr.com/publication/case-study-leave-of-absence-management/ - **Published:** 2025-10-08 - **Modified:** 2025-10-15 - **Author:** Thirteen05 **Summary:** Our client, a company in the logistics and development sector, specializing in smart building intelligence platforms, approached PuzzleHR for help creating an HR infrastructure that could support their expanding business.... --- ### Case Study - Nonprofit - Shaking Up the System - **URL:** https://puzzlehr.com/publication/case-study-nonprofit-shaking-up-the-system/ - **Published:** 2025-10-03 - **Modified:** 2025-10-15 - **Author:** Thirteen05 **Summary:** Navigating organizational change is a puzzle, but our HR professionals help put the pieces together. With the help of our team, our client was able to overhaul their benefits program... --- ### Case Study - High-Volume Retail Recruitment Success - **URL:** https://puzzlehr.com/publication/case-study-high-volume-retail-recruitment-success/ - **Published:** 2025-06-18 - **Modified:** 2025-10-15 - **Author:** Thirteen05 **Summary:** Our client approached PuzzleHR for assistance with hiring a high volume of retail employees. The Talent Acquisition team stepped in, providing the client with a recruiter through the Dedicated Recruiter... --- ### Case Study - Comprehensive Mid-Volume TA Solution - **URL:** https://puzzlehr.com/publication/case-study-comprehensive-mid-volume-ta-solution/ - **Published:** 2025-06-18 - **Modified:** 2025-10-15 - **Author:** Thirteen05 **Summary:** Our client approached PuzzleHR in July 2024 for assistance filling a variety of roles at multiple levels, from entry to senior. The client utilizes PuzzleHR’s Managed Talent Acquisition service, as... --- ### Mini Case Study Compilation - Document Transfer Wins - **URL:** https://puzzlehr.com/publication/mini-case-study-compilation-document-transfer-wins/ - **Published:** 2025-06-18 - **Modified:** 2025-10-15 - **Author:** Thirteen05 **Summary:** From large clients to small businesses, restaurants to farms, and everything in between, PuzzleHR automates and streamlines the document transfer process to reduce administrative burden and human error. --- ### Case Study - Rapid Franchise Expansion Support - **URL:** https://puzzlehr.com/publication/phr-case-study-rapid-franchise-expansion-support/ - **Published:** 2025-06-18 - **Modified:** 2025-10-15 - **Author:** Thirteen05 **Summary:** Our client, a national fast-food franchise, approached PuzzleHR with a need to fill many positions quickly enough to not disrupt the organizational day-to-day. The client utilizes the Talent Acquisition Coordinator... --- ### Case Study-Finding the Missing Piece - **URL:** https://puzzlehr.com/publication/case-study-finding-the-missing-piece-talent-acquistion/ - **Published:** 2024-06-05 - **Modified:** 2025-10-15 - **Author:** Cleotia Morrow **Summary:** Find out how our talent acquisition service transformed our client's hiring strategy and led to successful recruitment outcomes. --- ### Case Study Highlights - **URL:** https://puzzlehr.com/publication/case-study-highlights-for-puzzlehr/ - **Published:** 2024-06-04 - **Modified:** 2025-10-15 - **Author:** Cleotia Morrow **Summary:** HR Case Study Highlights from PuzzleHR --- ### Case Study-From Compliance to Culture - **URL:** https://puzzlehr.com/publication/case-study-from-compliance-to-culture/ - **Published:** 2023-03-14 - **Modified:** 2025-10-15 - **Author:** PuzzleHR **Summary:** Our client was looking to refine their talent acquisition and performance management strategies. With PuzzleHR’s resources, the company introduced a performance management system, improved employee development, and implemented a 4-day... --- ### Case Study-Unlocking Employee Potential - **URL:** https://puzzlehr.com/publication/case-study-unlocking-employee-potential/ - **Published:** 2023-03-14 - **Modified:** 2025-10-15 - **Author:** PuzzleHR **Summary:** Investing in employees is essential for organizations to thrive. Our clients know this firsthand and come to PuzzleHR for assistance with budget-friendly ways to upskill their team and increase engagement.... --- ### Case Study-Maximizing Growth - **URL:** https://puzzlehr.com/publication/8707/ - **Published:** 2023-02-22 - **Modified:** 2025-10-15 - **Author:** PuzzleHR **Summary:** With a lack of internal HR infrastructure but a desire to grow, our client came to PuzzleHR for a comprehensive HR strategy and assistance with recruitment. We were able to... --- ## team_member ### Doug Murphy - **URL:** https://puzzlehr.com/team-member/doug-murphy/ - **Published:** 2026-04-20 - **Modified:** 2026-04-20 - **Author:** Cleotia Morrow **Summary:** Doug grew up in Orange, CT and is a huge baseball fan, rooting for the Yankees since birth. He graduated from the University of Maryland in 2006 and became the... **Content:** Doug grew up in Orange, CT and is a huge baseball fan, rooting for the Yankees since birth. He graduated from the University of Maryland in 2006 and became the Vice President of Sales for a start up company, learning the importance of relationship-building, strategic planning, team development and scaling a successful sales organization. In 2014, Doug joined Paychex. In 2021, Doug came to PuzzleHR as a Regional Sales Manager and eventually became the Vice President of Sales.  Outside of work, Doug and his wife Dana enjoy traveling with their children, Kate and Hunter. They have rescued 2 Golden Retrievers, Hank and Huxley. Doug also helped his son build a vending machine business. --- ### Lonny Ostrander - **URL:** https://puzzlehr.com/team-member/lonny-ostrander/ - **Published:** 2023-02-22 - **Modified:** 2025-08-01 - **Author:** PuzzleHR **Summary:** Lonny began his career as the owner of a boutique consulting firm in Palm Beach, Florida before taking his talents to Paychex in 1991. During his 28 year career there,... **Content:** Lonny began his career as the owner of a boutique consulting firm in Palm Beach, Florida before taking his talents to Paychex in 1991. During his 28 year career there, Lonny served Paychex in multiple capacities and his accomplishments include leading the successful integration of the National Business Solutions PEO. Eventually Lonny was named an Officer of Paychex and Executive Vice President of the Human Resource Services division. Lonny retired from Paychex in 2016 and Co-Founded Pygmalion Consulting Group, a leading HCM Sales Consulting Firm. One of PuzzleHR’s Co-Founders, Lonny will serve as the company’s Chief Executive Officer. Lonny is a proud Alum of the University of South Florida, and with his wife Jennifer and his daughters, Alexa and Angelica, splits time between their homes in Tampa, Florida and Blue Ridge, Georgia. --- ### Chris Timol - **URL:** https://puzzlehr.com/team-member/chris-timol/ - **Published:** 2023-02-22 - **Modified:** 2025-09-02 - **Author:** PuzzleHR **Summary:** Chris Timol is a seasoned executive with 30 years of experience in Human Resource Leadership. A native of New York City, he graduated from Pace University and began his career... **Content:** Chris Timol is a seasoned executive with 30 years of experience in Human Resource Leadership. A native of New York City, he graduated from Pace University and began his career as an individual contributor at Paychex in the early ’90s. Throughout his career, Chris has held numerous senior leadership positions, including Officer and Executive Vice President of Sales. In addition to his experience at Paychex, Chris has served as the Chief Revenue Officer for a number of HCM software firms. He is known for his belief that with “Ambition, Attitude, Activity, and Accountability,” everyone can reach their full potential. As one of the two co-founders of PuzzleHR, Chris leverages his extensive experience as President and Chief Operating Officer to drive the company’s growth and success. --- ### Marion Hawkins - **URL:** https://puzzlehr.com/team-member/marion-hawkins/ - **Published:** 2023-02-21 - **Modified:** 2025-09-02 - **Author:** PuzzleHR **Summary:** Marion D. Hawkins has more than 30 years’ experience leading both sales and operations teams to excellence. She started her career with Paychex in the payroll department and moved through... **Content:** Marion D. Hawkins has more than 30 years’ experience leading both sales and operations teams to excellence. She started her career with Paychex in the payroll department and moved through the leadership ranks where she led departments in their corporate office then the last 14 years she led the National PEO sales team. At PuzzleHR she has held the roles of VP of Operations, VP of Customer Success (SE) and Chief of staff. As Chief of Staff she is responsible for executing corporate vision and objectives. Marion’s consistent focus on change leadership, employee engagement, process improvement and sales acceleration makes her the perfect fit for PuzzleHR. Marion and her husband Larry have two sons (Larry and Patrick) and five grandchildren (Alex, Anthony, Mya, Jack and Oliver). She is a passionate animal lover and she volunteers for CJ Paws, an animal emergency rescue organization. A native of Rochester, NY, Marion now lives in Saint Petersburg, Florida (a slice of heaven). --- ### Jonathan Boehmer - **URL:** https://puzzlehr.com/team-member/jonathan-boehmer/ - **Published:** 2023-02-21 - **Modified:** 2025-09-02 - **Author:** PuzzleHR **Summary:** Jonathan Boehmer is graduate of The Catholic University of America and served in the United States Marine Corps and is a veteran of Operation Enduring Freedom and Operation Iraqi Freedom.... **Content:** Jonathan Boehmer is graduate of The Catholic University of America and served in the United States Marine Corps and is a veteran of Operation Enduring Freedom and Operation Iraqi Freedom. Jonathan began his 20 year professional career at Paychex in 2001 as a Client Service Representatives for Paychex’ Administrative Services Organization (ASO). After a short time, Jonathan moved into sales and the sales leadership and is recognized as one of the early thought-leaders in the HR outsourcing industry and has spent his entire career in the ASO and PEO industry. Jonathan later established Porchlight Management Group, an independent HCM and HR consulting company and he will bring his talents to PuzzleHR as Vice President of Customer Success, East. Jonathan currently resides in Boston, MA with his wife Cynthia, and his two children, Sophia and Jack --- ### Joe Daggar - **URL:** https://puzzlehr.com/team-member/joe-daggar/ - **Published:** 2023-02-21 - **Modified:** 2025-09-02 - **Author:** PuzzleHR **Summary:** Joe joined Puzzle with 27 years of operations leadership experience in the HCM industry and 2 years on a cross-functional leadership assignment in HR. At Paychex his experience included successfully... **Content:** Joe joined Puzzle with 27 years of operations leadership experience in the HCM industry and 2 years on a cross-functional leadership assignment in HR. At Paychex his experience included successfully leading and scaling teams across the operations division in various phases of the organizational life cycle (launch, scaling and turnaround). His numerous leadership assignments included being: a member of the leadership team that launched the Paychex Retirement Services division, the first leader (and employee) in the Online Services division and selected to improve the performance of the 450-employee National Client Onboarding team. Much of his success in leading and rapidly-scaling these organizations came through the application of technology-enabled process excellence. This blend of operational, leadership and technology experince positions him well to lead Puzzle’s Technology and Enablement team. Joe lives in the Finger Lakes region of western New York,, not far from his alma mater St. John Fisher University, with his wife Diana, son Rhett and daughter Lauren. --- ### Illya Granger - **URL:** https://puzzlehr.com/team-member/illya-granger/ - **Published:** 2023-02-21 - **Modified:** 2026-03-05 - **Author:** PuzzleHR **Summary:** Illya Granger has more than 20 years’ experience building and leading organizations focused on service delivery and operational excellence. He started his career with Paychex in the world of Human... **Content:** Illya Granger has more than 20 years’ experience building and leading organizations focused on service delivery and operational excellence. He started his career with Paychex in the world of Human Resource Services, including Section 125, Health Benefits and Retirement Services. During his time with Paychex he lead several large organizations across the enterprise, including a hybrid service and technology team focused on large scale HCM migrations. In May 2019 he joined Calero-MDSL as Vice President and General Manager. He lead a key business unit servicing some of the largest global companies in the world. Illya’s experience and results leading large multi-service organizations positions him well to help PuzzleHR’s mission. As Vice President of Service Operation, he is focused on building a top tier service culture designed to help Puzzle’s customer transcend their Human Resources progams. Illya currently resides in West Henrietta NY, with his wife Gina and two children Koby and Isabella --- ### Rebecca Burbridge - **URL:** https://puzzlehr.com/team-member/rebecca-burbridge/ - **Published:** 2023-02-21 - **Modified:** 2025-09-02 - **Author:** PuzzleHR **Summary:** Rebecca joins Puzzle as Vice President of Customer Success, West with over 29 years of broad experience helping businesses achieve their goals through strategic management of their human capital. She... **Content:** Rebecca joins Puzzle as Vice President of Customer Success, West with over 29 years of broad experience helping businesses achieve their goals through strategic management of their human capital. She most recently served for 14 years with Paychex, Inc. in senior leadership roles within their ASO/PEO, Retirement Planning and Payroll divisions. She has a track record of demonstrated leadership through developing national award-winning teams and consultants. Rebecca brings a wealth of client-centric human capital experience across recruiting and HR Consulting, which positions Puzzle to respond to our clients’ need for strategic HR solutions. Rebecca attended Montana State University with a focus in Business Administration and HR. She has made her home in the beautiful state of Colorado with her husband, Patrick. Rebecca also stays busy volunteering in her community with Hospice and SECOR (South East Community Outreach). --- ### Justin Nikolich - **URL:** https://puzzlehr.com/team-member/justin-nikolich/ - **Published:** 2023-02-21 - **Modified:** 2025-09-02 - **Author:** PuzzleHR **Summary:** Justin has over a decade of experience in financial services, starting with PricewaterhouseCoopers in 2009. He excelled in audit and advisory work for hedge funds, private equity funds, and real... **Content:** Justin has over a decade of experience in financial services, starting with PricewaterhouseCoopers in 2009. He excelled in audit and advisory work for hedge funds, private equity funds, and real estate funds, eventually becoming an audit senior manager. Justin’s expertise includes real estate assets, exotic securities, financial analysis, and option-pricing models. He has also taught complex valuation and financial topics as a lead instructor. Later, Justin served as CFO for middle market a private equity real estate investment firm, where he grew the company from $10MM to $50MM in value over three years. He was responsible for financial governance, capital raising, and strategic planning. Justin holds Bachelors and Masters of Accounting degrees from the University of South Florida and is a registered CPA in Florida. He serves on the boards of OnBikes, Inc and the University of South Florida Accounting Advisory Board. In his free time, Justin enjoys the outdoors with his family and serves as an adjunct professor at the University of South Florida. --- --- # Navigation - [Documentation Overview](https://puzzlehr.com/llms.txt): Return to the main documentation index