Payroll & HR Solutions for Large Businesses

HR plays a critical role in helping businesses achieve strategic growth, revenue, and other business strategies, such as hiring productive teams and finding ways to engage employees for maximum productivity. At the same time, HR departments have more on their plates than ever before. Large businesses need to map workloads and determine what tasks are of the highest strategic importance and then bring in outsourced HR help where it can be most effective. For example, determining or evaluating your benefits mix and offerings may be an internal strategic decision, but HR software for large companies can help manage the day-to-day HR administration to free up your HR team to focus on other things.

Paychex Flex Time, fully integrated with our all-in-one platform Paychex Flex, works to help large businesses save time, prevent errors, control costs, and meet their wage and hour requirements. Best of all, if you have employees in multiple worksites or in remote locations, Paychex Flex Time can connect staff with the information they need across devices, locations, and services.

To stay competitive in a tightening labor market, larger organizations may want to scale by adopting HR technology to help facilitate the recruiting and onboarding process (posting jobs online, offering an online application process, letting employees fill out all that new-hire paperwork at their own pace and in the comfort of their own home, etc.).  Look for an integrated HR system that can make these processes simple for candidates, new hires, and administrators across the board.

Offering large business employee benefits is often a balancing act between satisfying employees' needs and staying within budget constraints. If you’re thinking about changing or adding to an existing large business employee benefits plan (large business health insurance plans, 401(k) accounts, health savings accounts, etc.) it might be a good idea to first conduct a benefits audit to review where things stand (usage rates, benefits costs, making sure proper withholding practices are being followed, etc.). An audit can also pay off in the long run and help your business stay competitive in today's tight job market. A third-party benefits provider can take care of many of the day-to-day administrative tasks and ongoing benefits management to help your teams stay focused on more strategic initiatives.

HRM at the enterprise level drives strategic workforce planning, including talent acquisition, employee development, and compliance. It helps to foster a positive workplace environment and aligns HR strategies with business goals.

In larger businesses, human resource management typically involves a variety of functions, including:

• Workplace collaboration, goals, and rewards
• Compensation and benefits administration
• Policy development
• Onboarding new hires
• Training and professional development
• Employee relations, including performance management