Human Resources FAQs

No. Our role is to make HR-related decisions easier for you. When you become a GMS client, you retain full control and direction over your employees.

GMS handles the burden of HR management so you can focus on growing your business. We centralize everything in our Employer HR portal so you can access and track:

• Performance reviews
• Job descriptions
• Time-off requests
• Handbooks, and more

GMS will conduct a Human Resource Analysis to determine what aspects of HR we need to focus on first. We can handle anything from writing an employee handbook to creating a training program or conducting a wage analysis, ensuring you remain competitive in your market.

GMS offers a web-based HR portal. When you work with GMS, your employees will have access to their personal information anywhere an internet connection exists.

You can access your company’s HR information anytime, anywhere, as long as there’s an internet connection through our web-based online HR portal.

Stacey Larotonda, our Vice President of Client Services. She can be reached at 330-659-0100.

The size of your company will determine how often you see your HR account manager. Our account managers are always available over the phone for immediate questions, but you can anticipate seeing them at least once every quarter.

HR consultants provide guidance and offer recommendations for HR procedures and issues. While HR consultants advise on HR operations, they do not take action or assume any responsibilities.

HR outsourcing happens when a business partners with a professional employer organization (PEO) to directly handle HR operations such as processing payroll. This more involved partnership saves businesses time and resources by streamlining HR procedures.

A business is seeking candidates for an open role. A PEO, like GMS, develops an employee recruitment plan and finds qualified candidates for the open role. The business then carries out interviews and makes the final decision on which candidate to hire. In this partnership, the business shares some hiring responsibilities with the PEO to make the process more efficient.

This is just one example of how HR outsourcing can optimize HR procedures. While the role of HR outsourcing can vary, PEOs are often responsible for payroll processing, HR compliance, risk management, employee benefits, employment tax, time and attendance management, and more.

Unemployment claims drive premiums, and our expert risk management department can help reduce and eliminate fraudulent unemployment claims. Managing your state’s unemployment rate is just as important to us as managing your workers’ compensation rate. We have a proven track record and a 96% success rate in defending our clients against non-layoff-related unemployment claims. We therefore have the ability to reduce your rate and the corresponding payments you make over time.

Very similar to workers’ compensation claims. GMS will be notified of the claim and will provide legal representation to defend them.

Our risk department will advise you on what is best for your company. But as the business owner, you have the final say on what you want to fight and claims you want left alone.

These claims are mailed directly to GMS. We go directly to the HR portal to see if anything has been documented about the employee, and then we contact you to determine the reason for termination.

Every state has different rules. We will handle your account the way the State mandates. As a client, GMS will help you reduce your state unemployment rate by managing your account through proper documentation, such as signed handbooks and job descriptions.

One of the primary goals of a professional employer organization (PEO) is to save businesses time, resources, and money. Businesses that partner with PEOs to outsource HR often achieve 50% more cost savings when compared to the expenses of hiring an in-house HR team. Outsourcing HR not only lessens expenses but also frees up resources to be used for core business operations.

To promote a smooth transition and long-term success, the onboarding process must include the following essential elements:

1. Business operations: In addition to training for their new role, employees must be equipped with the appropriate tools and resources.
2. Social integration: Employees should be given opportunities to interact with their new coworkers and establish relationships.
3. Strategic alignment: To further foster a sense of belonging, new employees should be oriented to the business’s values, goals, and vision.

HR is responsible for overseeing and facilitating the onboarding process, ensuring new employees are integrated efficiently. As a professional employer organization (PEO), GMS can handle various onboarding tasks, including enrolling new employees in benefits, managing payroll, and completing training programs.