• Startup
  • Payroll/Taxes
  • Human Resources
  • Employee Benefits
  • Business Insurance
  • Compliance
  • Marketing
  • Funding
  • Accounting
  • Management
  • Finance
  • Payment Processing
  • Taxes
  • Overtime
  • Outsourcing
  • Time & Attendance
  • Analytics
  • PEO
  • Outsourcing
  • HCM
  • Hiring
  • Onboarding
  • Recruiting
  • Retirement
  • Group Health
  • Individual Insurance
  • Health Care
  • Employment Law
  • Tax Reform

The Big 3 for Small Business HR: Hiring, Payroll, and Compliance

Outsourcing - Payroll
Webinar
10/10/2019

If you had to guess the three most important HR issues for small businesses, what would they be? If you said hiring, payroll, and compliance, you’d be right. These three areas eat up time and resources, taking you away from running your business or building an HR department.

If you’re proactive, you can make these three areas work for you, not against you. In our Answercast video “The Big 3: Essential HR Issues for Small Business,” we’ll show you how to do just that.

Our HR expert will give you tips for hiring and recruitment, including mastering the art of the interview, offering benefits that attract top talent, and using HCM technology to simplify the applicant process.

She’ll also talk about onboarding. You’ll find out what you need to know about employee classification rules, unemployment insurance, workers’ compensation, and more.

And, you’ll hear about payroll. Learn the pros and cons of do-it-yourself-payroll processing, what to look for in an outsourced provider, and the regulations small businesses need to know to be compliant.

In this webinar, we hope to define these issues — and de-mystify them — so that they seem a little more manageable — and a little less overwhelming.

This website contains articles posted for informational and educational value. Paychex is not responsible for information contained within any of these materials. Any opinions expressed within materials are not necessarily the opinion of, or supported by, Paychex. The information in these materials should not be considered legal or accounting advice, and it should not substitute for legal, accounting, and other professional advice where the facts and circumstances warrant.