| | August 2020MANAGEHRMAGAZINE.COM8In MyOpinionBusiness is fast-paced, and just keeping up can often be a full-time job. The worldwide COVID-19 pandemic has convinced businesses that dramatic legislative changes can change the landscape in a matter of hours, not months.Add to that, business growth which should be a hugely exciting time within the business cycle, and you likely meet with lurking, unexpected Human Resources challenges if you are not prepared,enter­Professional Employer Organizations or PEOs.PEOs are the equivalent of outsourcing andexpanding your human resources functions with an expert within the HR space. A partner, who, depending on your current HR capability, can upgrade you from the equivalent of a horse-drawn-carriage to long-distance electric vehicles almost overnight,that is, if you align yourself with the right PEO. Thatis why I always encourage business leaders to treat the process as if they were hiring for their most strategic position.Hire for CultureAs with any executive hire, finding a candidate that shares a similar vision or mindset about the role of Human Resources can be the most critical piece of the process when hiring a PEO.This is (hopefully) going to be a long-term strategic partnership. Rarely would you hire someone who you don't like. Take the same approach here.Hire a PEO that aligns with your vision of what you think your HR department should be.Are you looking to innovate your people's operations, or are you simply looking for someone to take the transactional work off your plate? If you are like me, nothing gets your mind whirring like adding major capabilities to an essential function. Waking up and finding yourself aligned with a PEO who is transactional-based will leave you with an empty feeling when trying to leverage your newfound creativity within your HR functionality. Doing your due diligence upfront by interviewing your potential By Chris McKinney, Strategic HR Executive, Sprint Mart THINKING OF BRINGING ON A PEO? TREAT IT LIKE ANY OTHER STRATEGIC HIRE.
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