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  • Auto repair shops keep America moving, one tune-up and tire rotation at a time. But running a successful shop requires more than mechanical expertise. Behind the bays and service counters, business owners face real human resources (HR) and administrative challenges that can slow operations, increase costs, and make it harder to compete. 

    That’s why more auto repair businesses are partnering with professional employer organizations (PEOs), such as Group Management Services (GMS), to handle the personnel and administrative aspects of the business. Here’s how PEO services help auto repair shops stay compliant, protect their teams, and focus on what they do best. 

    Addressing high turnover and staffing challenges 

    Finding and keeping skilled technicians is a constant struggle for auto repair shops. Turnover rates are often high, and the demand for experienced mechanics means competitors are always ready to hire your best people away. Seasonal fluctuations can also leave shops short-staffed during busy months. 

    GMS helps auto repair shops improve retention and recruitment by giving them access to comprehensive employee benefits typically only available to larger companies. From health insurance and dental coverage to retirement plans and voluntary benefits, shop owners can offer competitive packages that attract and retain qualified technicians. GMS also helps streamline onboarding, so new hires are trained, onboarded, and ready to work more quickly and confidently. 

    Reducing workers’ compensation costs and risk 

    Auto repair work isn’t without risk. Technicians work with heavy equipment, lift vehicles, and handle chemicals daily. Even a minor accident can result in costly workers’ compensation claims and higher insurance premiums. 

    GMS helps mitigate these risks by providing affordable workers’ compensation coverage combined with proactive risk management strategies. We work with shop owners to develop safety manuals, deliver safety training, and implement best safety practices to reduce accidents. And when injuries do occur, GMS helps manage claims efficiently, which helps control costs and keeps teams focused on serving customers rather than dealing with paperwork. 

    Staying compliant with changing regulations 

    Auto repair shop owners must navigate a complex web of federal, state, and local regulations, including wage and hour laws, Occupational Safety and Health Administration (OSHA) safety standards, and tax requirements. Missing a deadline or misclassifying an employee can result in expensive penalties or even legal action. 

    GMS offers dedicated HR and compliance support to help auto repair shops stay current and compliant. We assist with employee classification, maintain employee handbooks, and provide guidance on new regulations, so owners don’t have to track every change themselves. This level of support helps protect businesses from unexpected fines and legal issues. 

    Simplifying payroll and administrative work 

    Between serving customers, ordering parts, and managing repairs, shop owners rarely have time for payroll and other administrative tasks. Yet mistakes or missed deadlines can cause major headaches for both employees and owners. 

    With GMS, payroll becomes simple and reliable. Our team and technology processes payroll accurately and on time, handles tax filings, and manages deductions so owners don’t have to spend evenings buried in spreadsheets. By taking payroll off their plate, GMS gives shop owners more time to focus on quality service and growing the business. 

    Turning HR from reactive to strategic 

    Many auto repair businesses operate reactively when it comes to HR, responding to issues only when they arise. GMS helps shift HR from a reactive burden to a proactive strategy. We offer tools and support for performance management, employee development, and long-term workforce planning, empowering shop owners to build stronger teams and a healthier business culture. 

    The road ahead can be smoother with the right partner 

    Running an auto repair shop takes more than mechanical expertise. Success depends on your people, your processes, and your ability to navigate complex HR, payroll, and compliance requirements while still delivering excellent service to every customer who walks through your doors. 

    That’s where partnering with a PEO like GMS makes a real difference. By handling payroll, benefits administration, risk management, and regulatory compliance, GMS helps auto repair businesses shift from reacting to daily challenges to planning for long-term growth. Our support empowers owners to focus on what truly matters: building loyal teams, serving customers, and growing a reputation for quality and trust. 

    In a competitive industry where every hour counts, freeing your time and energy from administrative tasks isn’t just convenient. It’s a strategic move that strengthens your business and helps you stay ahead of the competition.

    If you’re ready to see how GMS can help your shop work smarter, safer, and more efficiently, contact us today! 

  • Even the most organized payroll process can experience occasional hiccups. Whether it’s an underpayment, overpayment, or a tax withholding mistake, payroll errors can affect your employees’ trust and your business’s compliance if not handled quickly and correctly. 

    Here’s what to do when you discover a payroll error and how partnering with Group Management Services (GMS) can help prevent these issues from happening in the first place.

     

    Act quickly and communicate openly 

    Timing is everything. As soon as you discover an error, confirm who is affected and to what extent. Notify the impacted employees promptly, explaining what happened and the steps you’re taking to rectify the issue. Transparent communication helps maintain employee confidence and shows that you take their pay seriously. 

    At GMS, our Payroll Specialists and built-in audit tools in GMS Connect help clients catch discrepancies early, so most issues are resolved before payroll is finalized. 

    Find out why it happened 

    After you identify the mistake, dig into the root cause. Was it a simple data entry issue? A misclassified employee? An outdated pay rate? Understanding what went wrong helps you put safeguards in place to stop it from happening again. GMS guides clients through complex payroll compliance areas, such as employee classification and benefits deductions, so they can focus on running their business without worrying about hidden payroll pitfalls. 

    Correct the error carefully 

    Once you know the cause, fix the numbers promptly and accurately. For underpayments, issue an off-cycle payment as soon as possible. For overpayments, work with the employee to arrange repayment that follows federal and state wage laws. If the mistake involves taxes, adjust your payroll records and file any necessary amendments. 

    GMS handles these corrections on behalf of our clients, ensuring that payments and tax filings remain compliant and accurate. 

    Document everything 

    Keep a clear paper trail of what happened, when the mistake was discovered, how it was fixed, and any communication with employees. Documentation protects your business during audits and helps resolve any future questions that may arise. With GMS, all payroll changes, adjustments, and reports are securely stored, ensuring you always have the necessary records. 

    Strengthen your payroll process moving forward 

    Transform mistakes into learning opportunities by reviewing payroll workflows and incorporating checks, such as approval processes or automated alerts. Investing in modern payroll software or working with a payroll partner can significantly reduce human error. 

    At GMS, we combine advanced payroll technology with experienced payroll professionals to give businesses confidence in every payroll run. We’re not just processing payroll; we’re building proactive strategies that keep your business compliant, and your employees paid accurately and on time. 

    Payroll errors don’t have to define your business 

    By acting quickly, remaining transparent, and learning from past mistakes, you can rectify errors and safeguard your team’s trust. But the best strategy is prevention. Partnering with GMS means more than handing off payroll tasks. It means gaining a team dedicated to accuracy, compliance, and continuous improvement, so your business can focus on growth instead of payroll headaches. 

    Our online payroll software, GMS Connect, gives you the ability to complete payroll in minutes as well as manage and access payroll information anywhere there’s an internet connection. Additionally, our payroll software integrates with other platforms, enabling us to calculate and apply deductions for health insurance and other employee benefits seamlessly. Ready to see how GMS can make payroll simpler and more reliable? Contact us today to learn more. 

  • The Society for Human Resource Management (SHRM) defines company culture as the shared values, attitudes, and practices that characterize an organization and influence how things are done. Essentially, it’s the “how” of an organization, encompassing both the written and unwritten rules that guide employee behavior. 

    Culture is evident in the way employees interact, how leaders communicate, and the overall experience people have when they walk through your doors. In 2025, culture goes beyond creating a positive work environment; it is a critical component of how successful companies operate, grow, and retain talent. 

    From hiring and onboarding to performance reviews and daily interactions, culture impacts every aspect of your business. Companies cannot afford to treat culture as a background element. It is a competitive advantage, a retention tool, and a blueprint for long-term success.

    What Makes a Strong Company Culture? 

    A strong culture is more than a mission statement on the wall. It is built on consistency, clarity, and trust. Employees should understand the values that guide decision-making and feel like those values are reflected in the way the company operates. 

    Key traits of a healthy culture include: 

    • Clear communication and transparency from leadership 
    • Respect, trust, and psychological safety 
    • Opportunities for growth and recognition 
    • Inclusive practices that make everyone feel welcome 
    • A sense of purpose that connects work to a larger mission 

    When these elements are in place, employees are more likely to feel engaged and motivated. When employees feel their work is meaningful, they are 2.7 times more likely to stay with a company.  And when people feel good about where they work, they are more productive and more likely to stick around.

    Culture Drives Retention and Performance 

    Employees are not just looking for a paycheck; they are seeking purpose, connection, and alignment with their work. A significant majority, 92%, of employees across all generations say that company culture impacts their decision to stay with an employer. A thriving culture fosters engagement and reduces turnover, which is critical as hiring costs and labor shortages continue to rise. 

    A Strong Culture Builds Resilience

    In the face of economic uncertainty and ongoing workplace disruption, a positive culture provides stability. Teams that trust their leadership and feel supported are more adaptable during times of change. Companies with a clear identity and shared values are better equipped to handle challenges without losing momentum. 

    Culture Should Be a Core Part of Your HR Strategy 

    The most successful organizations recognize that culture is integral to strategy. It forms the foundation of your HR practices and drives long-term business success. 

    Workplace culture influences every aspect of the employee lifecycle, from onboarding and performance management to benefits and communication. An effective HR strategy intentionally weaves culture into its policies, programs, and people practices. This involves establishing clear values, investing in leadership development, offering competitive benefits, and promoting inclusion. Companies that align HR decisions with cultural goals are more likely to build loyal, high-performing teams. 

    Culture is something you actively design and maintain throughout the employee’s journey. This includes: 

    • Defining core values and integrating them into company policies 
    • Creating structured onboarding processes that reinforce expectations 
    • Developing leadership that models and supports the culture 
    • Offering benefits and perks that align with employee needs 
    • Implementing performance management systems that reward the right behaviors 

    When culture and HR strategy are misaligned, your business will feel the disconnect. High turnover, lack of engagement, and poor team cohesion often indicate that culture is not being supported at the operational level. 

    How PEOs Support Company Culture 

    Partnering with a professional employer organization (PEO) like GMS provides businesses with the tools and support necessary to cultivate a strong, people-first culture. A PEO helps shape culture in several key ways: 

    • HR expertise: GMS helps you build and maintain policies that reflect your values while staying compliant with ever-changing employment laws. 
    • Employee engagement: From performance review systems to recognition programs, GMS offers tools that create consistent and meaningful employee experiences. 
    • Leadership support: We provide guidance and resources to help managers lead with clarity and consistency—two essential ingredients for a healthy culture. 
    • Comprehensive benefits: Offering competitive benefits shows your team that you care. Through GMS, small and midsize businesses can access Fortune 500-level benefits that support employee well-being and satisfaction. 
    • Scalable HR infrastructure: As your company grows, so do the cultural challenges. A PEO helps you maintain alignment across departments, locations, and leadership levels. 

    Your culture is what employees say about your company when you are not in the room, and job seekers are listening. A report from Randstad USA shows that 77% of workers consider a company’s culture before applying. Culture is now a critical part of your employer brand, influencing who wants to work for you and who stays once they are hired.

     

    At GMS, we understand that culture is not created overnight; it is built through intentional HR strategies and strong leadership. Our team collaborates closely with you to develop effective policies, enhance communication, enhance your benefits offerings, and foster a workplace that aligns with your mission and values. When culture is aligned with business goals, your team is more engaged, your brand is stronger, and your business is better positioned to succeed.

  • Managing a business comes with many moving parts, and two of the most critical functions are payroll and human resources (HR), which often operate in separate systems. This separation can lead to inefficiencies, data discrepancies, and administrative headaches. However, by integrating payroll with HR, businesses can streamline operations, improve data accuracy, and enhance the overall employee experience. 

    In today’s fast-paced business environment, leveraging an integrated payroll and HR system like a Human Resources Information System (HRIS) can help companies simplify workforce management while staying compliant with labor laws and payroll regulations. Let’s explore the benefits of integration, key considerations, and how your business can successfully implement a unified system. 

    The Benefits of Integrating Payroll with HR 

    Improved data accuracy and compliance

    Keeping payroll and HR data in separate systems increases the risk of human error, such as duplicate entries, miscalculations, or outdated employee records. An integrated system ensures that data flows seamlessly between payroll, benefits, time tracking, and employee records, reducing manual data entry and improving accuracy. 

    • Reduces payroll errors that could result in compliance violations or wage disputes
    • Ensures tax withholdings, benefits deductions, and overtime calculations are precise
    • Keeps businesses aligned with state and federal labor laws by automatically updating compliance regulations

    With GMS Connect, our cloud-based HRIS, businesses benefit from real-time data updates, reducing compliance risks and payroll discrepancies. 

    Increased efficiency and time savings

    Manual payroll processing and HR administration take up valuable time that could be spent on strategic initiatives. By automating these functions through an integrated system, businesses can eliminate redundant tasks, reduce paperwork, and optimize workforce management.  

    • Automating employee onboarding, ensuring payroll and benefits enrollment happen simultaneously
    • Syncing time-tracking data with payroll, reducing processing time, and ensuring employees are paid accurately
    • Generating reports quickly, giving HR and finance teams a clearer picture of labor costs and workforce trends

    Enhanced employee experience

    A well-integrated payroll and HR system simplifies administrative tasks for employees, improving engagement and satisfaction. Employees can access their payroll information, benefits, and HR documents through a single self-service portal. 

    • Easy access to pay stubs, tax forms, and benefits information
    • Streamlined paid time off (PTO) requests and approvals, ensuring accurate payroll processing
    • Faster issue resolution with automated workflows and HR support in one place

    With GMS Connect, employees have 24/7 access to their payroll and HR information, empowering them to manage their own data without waiting on HR. 

    Cost savings and better financial planning

    By eliminating redundancies and improving efficiency, businesses can reduce administrative costs associated with payroll processing and HR management. Additionally, integrated payroll and HR systems provide better workforce insights, allowing companies to make data-driven financial decisions. 

    • Minimizes costs associated with payroll errors, compliance penalties, and inefficiencies
    • Provides real-time labor cost analytics to optimize budgeting and staffing decisions
    • Reduces reliance on third-party payroll processors or outdated manual systems

    How to Successfully Integrate Payroll and HR 

     

    Choose the right technology: Invest in a robust HRIS that integrates payroll, HR, benefits administration, and compliance management. GMS Connect offers an all-in-one solution designed to simplify workforce management for businesses of all sizes.

    Ensure a smooth data migration: Migrating from separate payroll and HR systems requires careful planning. Work with an experienced provider like GMS to transfer data securely, ensuring accuracy during the transition.

    Train your HR and payroll teams: To maximize the benefits of integration, your HR and payroll teams need proper training. GMS provides dedicated customer support to help businesses navigate system implementation and optimize usage.

    Communicate with employees: Inform employees about the new system and how it will improve their access to payroll and HR information. Offer training sessions or user guides to help them navigate the new platform. 

     

    Streamline Your Business with GMS Connect 

    Integrating payroll with HR is no longer a luxury; it’s a necessity for businesses looking to improve efficiency, compliance, and employee satisfaction. With GMS Connect, you can unify your HR and payroll functions, reduce administrative burdens, and focus on growing your business. 

    Ready to see how integration can transform your business? Request a demo of GMS Connect today!