HR Outsourcing · Powered by isolved
An in-house HR manager costs $60,000-$100,000 per year before they write a single policy. BEG HR outsourcing gives you certified HR professionals, a custom handbook, proactive compliance alerts, and a dedicated HR partner for a fraction of that, in all 50 states.
Your monthly estimate on screen - no call required
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What HR Actually Costs You
Sources: BLS OES, human resources specialists and managers and isolved HR Services research and client results.
How It Works
Answer six questions about your team and what you want handled. Your monthly estimate appears on screen and lands in your inbox. No demo gate, no sales call required to see a number.
We review your answers, confirm the right plan, and turn your estimate into exact pricing. You will know precisely what is covered before you commit to anything.
Handbook built, posters shipped, compliance monitored, questions answered by certified HR professionals. On the top plan, a dedicated HR Business Partner runs monthly check-ins and strategy.
Three Plans
Every plan includes everything below it. The estimate form shows your monthly range for all three; exact pricing is confirmed on your call.
Answers on demand
Done-for-you compliance
Your dedicated HR partner
Your monthly estimate on screen - no call required
What Makes This Different
Common objection: "I looked at HR outsourcing and they wanted to become my employer of record."
PEOs use co-employment: they become the legal employer of your staff, control the benefits plans, and make leaving painful. BEG HR outsourcing is support, not a takeover. You stay the employer, keep your benefits, and keep every decision. You get the expertise without handing over your company structure.
Common objection: "Every HR outsourcing site makes me book a sales call just to hear a price range."
The entire category hides pricing behind discovery calls. BEG shows you a real monthly estimate on screen in about 90 seconds, then confirms exact pricing on one 15-minute call. You decide whether the numbers are worth a conversation, not the other way around.
Common objection: "A small HR consultancy is just one person with a template folder."
Your HR support runs on isolved, the platform behind thousands of American employers, with certified, tenured HR professionals and a full talent acquisition and compliance stack behind them. It is the depth of an enterprise HR department, sized and priced for a company your size.
How It Compares
| Factor | BEG HR Outsourcing | In-House HR Hire | PEO | DIY |
|---|---|---|---|---|
| Who employs your staff | You do | You do | Co-employment: the PEO does | You do |
| Cost shape | Flat monthly, instant estimate | $60K-$100K per year all-in | Percent of payroll or high PEPM, quote-gated | Your time plus penalties |
| Handbook and policies | Built and updated for you | Depends on the hire | Included, on their templates | Yours to write and maintain |
| Law-change monitoring | Proactive alerts | One person watching | Included | Nobody watching |
| Benefits plans | Yours stay yours | Yours | Replaced by PEO master plans | Yours |
| Depth of bench | Certified HR team | One person, turnover risk | Large but shared | None |
| Leaving | Stop the service | Severance and rehire | Painful unwind of co-employment | Nothing to leave |
The Rest of the Stack
BEG's core service is fully managed payroll: every cycle, filing, and W-2 handled at $25-$45 per employee per month, in your existing system.
HR outsourcing supports the hiring your team does. When you want the role filled for you, flat fee per placement, that is Job Placement: talent acquisition as an outcome, not a project.
If your team runs HR internally and needs better software, isolved HCM puts payroll, HR, talent acquisition, and benefits on one platform.
Searched for HR and payroll handled together? See exactly how BEG's managed payroll and HR outsourcing combine, two separate services, not one blurred offer, so you can see which one (or both) fits.
By Industry
Credential tracking, exclusion screening, and personnel files that survive a survey.
ConstructionClassification calls documented, jobsite-speed hiring paperwork, and policies that hold up after an incident.
RestaurantsTip policies, minor labor rules, and GM coaching standardized across every location.
Senior CareBackground screening, aide certification tracking, and personnel files that pass survey.
Home HealthField-workforce handbooks, post-2015 caregiver pay policies, and survey-ready aide files.
ManufacturingAttendance systems with protected-absence carve-outs and discipline that survives scrutiny.
AccountingBusy-season exempt traps, CPE tracking, and counter-offer season handled.
AgricultureH-2A obligations, MSPA records, and piece-rate floors from the HR side.
ArchitectureAXP supervision records, studio overtime reality, and project-cycle separations.
AutoDealer exemptions applied per role and commission plans that end disputes.
BreweriesProduction rules meet taproom tips, server ages, and seasonal staffing.
CannabisAgent badges, licensee background rules, and by-the-book hiring at growth speed.
ChildcareRatio-driven staffing, registry checks, and training hours that pass licensing.
ChurchesMinisterial exception limits, volunteer lines, and youth-facing screening.
EducationFingerprint clearances, certification tracking, and academic-year contracts.
EngineeringPE licensure accountability, cleared staff, and project-bench separations.
EventsDay-rate classification, event-day minors, and surge hiring paperwork.
ExecutiveExecutive agreements, compliant releases, and restrictive covenant frameworks.
FinanceLicense and registration tracking, clawback documentation, and clean exits.
FitnessTrainer classification, cert tracking, and session-pay overtime math.
FranchiseJoint-employer exposure managed and one employment standard across units.
GovernmentE-Verify, SCA fringe administration, and OFCCP thresholds handled.
HomeTech screening, on-call pay policies, and piece-rate overtime done right.
InsuranceProducer licensing, chargeback terms, and book-of-business exits.
LawParalegal overtime, conflicts-gated onboarding, and bar and CLE tracking.
MarketingFreelancer classification, burnout-era leave, and commission plans in writing.
PropertyRent credits as wages, on-call maintenance pay, and fair housing training.
SalonBooth renter vs employee settled, license tracking, and tip policies.
SecurityGuard licensing, post orders as policy, and multi-post overtime math.
StaffingACA at volume, placement-speed I-9s, and unemployment claims control.
TechnologyMulti-state remote hiring, IP packets, and RIFs that survive scrutiny.
SkilledApprenticeship records, travel-time pay, and discipline that holds up.
TruckingClearinghouse queries, DQ files, and driver classification documented.
VeterinaryLicense and DEA tracking, on-call pay, and accommodation done with care.
By State
Minimum wage, overtime, and leave mandates differ everywhere. Find your state below.
Free tool: check any state's paid sick and family leave rules →
Compare Your Options
Questions
HR outsourcing means certified HR professionals handle your compliance, handbooks, policies, leave administration, and employee questions for a flat monthly cost, instead of you hiring an internal HR team.
No. A PEO becomes the employer of record for your staff through co-employment. BEG HR outsourcing supports your business while you stay the employer and keep every decision.
A fraction of an in-house HR hire. Answer six questions in the estimate form and your monthly range appears on screen; exact pricing is confirmed on your discovery call.
Depending on your plan: live HR pro access, a custom employee handbook, labor law posters, new hire packets, salary benchmarking, leave guidance, and a dedicated HR Business Partner with proactive compliance alerts.
No. You make every hiring, firing, and policy decision. Your HR professionals advise, build the documents, monitor the law, and coach your managers so those decisions are safe ones.
Usually it backs them up. A stretched HR manager offloads handbooks, benchmarking, and leave administration, and gains a certified team to call before making a risky judgment call.
Ready?
Answer a few questions, get your exact number in about 90 seconds. No call required, no commitment.
Your monthly estimate on screen - no call required
