White Paper: Human Resource Partnership – Orthodontic Practice Client

Opportunity:

In August 2013, a profitable dental practice transitioned away from its Professional Employer Organization (PEO) and shifted all Human Resource functions to PEPL. In the typical functional organization, the HR department handles and reviews all new hire documentation, maintains the Human Resource Information System (HRIS), and manages other key HR-related tasks such as unemployment claims, employment verification, and employee inquiries.

Action:

PEPL proposed a distinctive HR partnership with the orthodontic client. An HR Consultant would work closely with the practice’s managing administrator to fulfill all HR functions for a fixed monthly billing rate. This scalable solution allowed the practice to avoid concerns about compliance and provided a financial advantage if staffing reductions became necessary.

Under this arrangement, the HR Consultant from PEPL maintained all common employee files, reviewed new hire paperwork, input benefit deductions into the HRIS, processed garnishment orders, oversaw the labor management system, and attended unemployment hearings. The consultant also managed paperwork and any issues that arose, as well as communicated with the broker. More recently, PEPL’s contributions have included reviewing and selecting appropriate insurance plans to address both employee needs and increased healthcare costs, revising the employee handbook, reconciling medical deductions, and inputting arrearages.

Benefit:

Through this personalized HR support, PEPL enables the orthodontic practice to focus on its core operations. Because the consultant is viewed by employees as an on-site resource, staff members regularly reach out with questions regarding leave, pay, hours, or password resets. This partnership has proven highly successful, and PEPL continues to deliver a dedicated level of service to this orthodontic client.