HR Outsourcing · Executive Employment
Employment agreements assembled from old templates, severance releases signed without the ADEA clock, non-solicits written for a state that no longer enforces them: the most expensive employees usually have the weakest files. BEG HR outsourcing, powered by isolved, puts certified HR professionals on it for a fraction of an in-house HR hire.
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The Executive HR Problem
Executive HR Compliance
An executive employment agreement is a different document from an offer letter, and treating it like a long offer letter is how disputes start. Term and renewal mechanics, duties and reporting lines, base and bonus structure with clear earned definitions, severance triggers, the difference between termination for cause and without cause, good reason resignation provisions, and treatment of confidential information: each omitted clause becomes a negotiation at the worst possible time, exit. HR outsourcing builds the process around these agreements, a consistent framework across the leadership team, complete signature files, and a documented record of what was promised to whom, with counsel drafting where the stakes demand it.
Severance buys a release, and a defective release buys nothing. For any departing executive age 40 or over, the ADEA as amended by the Older Workers Benefit Protection Act sets the requirements: a knowing and voluntary waiver, written advice to consult an attorney, 21 days to consider an individual agreement or 45 days in a group program with disclosure of the ages and titles affected, and 7 days to revoke after signing. Miss a requirement and the age claim survives the payment. HR outsourcing runs the checklist on every separation, tracks the clocks, prepares the group disclosures, and keeps release practices consistent so one generous exception does not become everyone's precedent.
Executive pay reaches past the paycheck: bonus deferrals, phantom equity, retention awards, supplemental retirement promises. The HR failure mode is not the plan design, it is the paper trail around it: award letters that never went out, vesting terms described one way in a board resolution and another way in an email, beneficiary designations nobody collected, and no signed acknowledgment that the executive received the plan document. When the payout moment arrives, the dispute is about what was communicated. HR outsourcing owns that documentation layer: consistent award communications, acknowledgment tracking, and a complete file per executive. Plan design and tax treatment stay with your counsel and advisors; this is not tax advice.
Restrictive covenants are where boilerplate goes to die. A handful of states refuse to enforce non-competes almost entirely, others impose compensation thresholds, notice requirements, or garden leave conditions, and non-solicits face their own patchwork. An agreement written for headquarters may be unenforceable for the executive who relocated two years ago, and some states penalize employers just for asking. HR outsourcing maintains the framework: which covenants apply in which states, tiered agreements matched to role and jurisdiction, confidentiality obligations that carry weight everywhere even where non-competes do not, and renewal of signatures when an executive changes state or role, with counsel on the close calls.
When the person in question sits on the leadership team, ordinary HR machinery jams. A complaint against an officer cannot be investigated by someone who reports to that officer; a termination decision may require board action under the bylaws before anyone says a word; and the documentation, or its absence, will be exhibit one in whatever follows. Executives also generate the investigations with the highest stakes: harassment, expense fraud, conflicts of interest. HR outsourcing provides the independent process: intake that bypasses the conflicted chain, documented investigation steps, coordination with the board and counsel, and separation mechanics executed cleanly once the decision is made.
Who This Serves
First outside hires at the VP and C level, negotiated hard, papered fast, and filed nowhere in particular.
New leadership installed post-close, retention packages, and severance obligations that need consistent, defensible mechanics.
Non-family executives joining a family org chart, with agreements that have to say what the handshake used to.
A retiring founder, an incoming CEO, and a set of separations and agreements where every clock matters.
Officer-level complaints and investigations that cannot be run by anyone inside the reporting chain.
A capable HR generalist who handles the workforce, while executive employment runs on direct hire negotiations and memory.
How You Buy It
Essential is answers on demand from live HR professionals. Expert adds the done-for-you compliance assets: your handbook, posters, new hire packets, and leave guidance. Elite adds a dedicated HR Business Partner with proactive compliance alerts. Full detail on the HR outsourcing overview.
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Payroll the bigger headache? BEG's core service is managed payroll for executive teams. Leading a care organization? See HR outsourcing for senior care.
Questions
Certified HR professionals handle executive employment agreement processes, severance and release mechanics, confidentiality and non-solicit frameworks, officer-level investigation support, and documentation discipline, sized to a leadership team instead of a public-company legal department.
No. It builds and runs the HR process around executive employment: documentation, timelines, and consistency. High-stakes agreement drafting and litigation strategy stay with your employment counsel.
Under the ADEA, a valid age claim waiver requires 21 days to consider an individual release, 45 days with disclosure data in group programs, plus a 7-day revocation window.
No. There is no co-employment and no employer-of-record change. Your company stays the employer; the HR professionals support your leadership team. Powered by isolved.
A fraction of an in-house HR manager. Answer six questions in the estimate form and your monthly range appears on screen; exact pricing is confirmed on your discovery call.
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