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  • Take off the Recruiter Hat

    Life-work balance for small business owners begins with self-control. Owners say they have too many roles to play but stubbornly hang on to them all. Sooner or later, owners like you have to give up something. I would start with recruiting.

    Just for a moment, apply some time management to the task. List the minutes you spend on framing an ad or posting, on qualifying phone calls, on live interviews, and background checks. Add it up, and you will find you spend 4-5 hours on each candidate. If you are doing it well, that is about 30 hours out of your week.

    Assign your hourly rate to the 30, and add the hours it will take to train and orient the new hire. Lastly, determine how long it will take to regain the lost cost.

    Why Do it at All?

    Structured recruitment, expert interviewing, and regulatory compliance are some of the benefits of an established PEO.

    Leave it to Them

    One you are confident that your PEO understands your staffing needs and business culture, job descriptions and required skills, delegate the recruiting to the real pros. Among other reasons, the PEO has a fully functioning pipeline tapping the available labor pool for your needs and those of other clients. They have a constant figure on the pulse of available candidates. They also have a greater playing field, interview within Federal and state labor laws, and place those candidates who are ready and anxious to prove themselves.

    About the Author

    Carolyn Sokol is founder and President of PEOcompare.com, a current member of SHRM (Society for Human Resource Management) and writes on issues that affect small businesses.

    Image Credit: www.akersassistants.com

  • When you own a small business, you don’t always have the personnel to handle your HR functions, which can leave you having to take charge. Unfortunately, these extra duties can end up hurting your business.

    Having to handle things like payroll takes time, which could be used to help grow your business. Even more, handling your own payroll can end up costing your business money and putting more stress on yourself.

    Contact Group Management Services about how a PEO may be able to save you time and money.

    Extra Costs for Small Businesses

    Payroll is a pricey process, especially when you haven’t been trained to handle it. Some costs that affect small businesses include:

    • An average payroll tax penalty of $845 each year
    • Spending an average of $2,000 per employee per year to handle payroll
    • Hidden costs that can account for over half of the cost of administering HR programs

    While you may not be trained in the ways of payroll and HR, the people who work for Professional Employer Organizations are trained. In turn, they may be able to help you prevent penalties and save money.

    Extra Stress for Small Businesses

    Being a small business owner often means feeling like you have to have a hand in everything. Nearly half of all small business owners fill at least five roles for their company, which can include trying to handle HR responsibilities. This juggling act of roles can take a major toll in your schedule.

    40 percent of small business owners ended up taking less vacation time in order to keep up with taxes and IRS regulations. In addition, 72 percent of small business owners work longer days and spend time dealing with work on weekends due to the time constrictions caused by trying to manage various HR programs.

    The PEO Solution

    Instead of acting as a jack-of-all-trades and having no free time to yourself, a PEO may be able to help you free up your schedule and save money in the process. Contact us today to see how partnering with a Professional Employer Organization can help you and your business.

  • Oftentimes, when a two-term President is entering into the last year of his presidency, he can become a lame duck. His issues don’t get addressed by a congress whose members are worrying about their own re-election. Some begin doing victory laps for their last seven years. Some are dealing with scandals while others are just trying to ride it out without any more problems. Any thoughts of the current office holder being one of those went out the door in 2015.

    According to a recent article from the NFIB , President Obama’s administration broke a regulatory record in 2015 by adding over 82,000 pages of regulations to the Federal Register. 545 pages of those deal directly with small businesses. Among those regulations are things like the easing of restrictions on unionization, the changes in minimum wage laws, and the NLRB’s attempts to expand the boundaries of the National Labor Relations Act. All of these have been addressed in my blogs before.

    PEOs can help small business owners stay compliant with regulations.

    How New Regulations Affect Business Owners

    What makes things more challenging for the small business owners is that many of these regulations were pushed through by executive orders or other ways that circumvented public hearings. Simply put, many people won’t know of these rules until they violate them.

    Most large companies have compliancy officers on staff whose sole responsibility is keeping tabs on federal, state, and local regulations to make sure that a company stays within the law. Most small business owners have to rely on themselves or their legal counsel. Legal counsel relies on having attorneys on retainer and being confident that they stay up on things and keep you aware of them as well.

    The Benefits of Partnering With a PEO

    What if you don’t have someone to rely on? What other options does a small machine shop or data gathering office have? Well, those that partner with a Professional Employer Organization (PEO) like GMS have someone who’s working for them on government compliance while also helping in other areas of Human Resources. That same PEO has their clients’ back by also having some skin in the game with them.

    If you would like to learn more about how a PEO like GMS can help your business, contact us today to see we can keep your business up to speed with new regulations while providing premium HR services.

  • Each January, people make resolutions to help better themselves in the upcoming year. As another year of business comes to a close, consider making New Year’s resolutions that focus on making your business stronger instead of just losing weight or some of your more typical goals. Here are four suggestions for your business in 2016. 

    New Year’s Resolutions for small businesses

    Protect Your Business

    You may not want to think about people stealing from your company, but it’s always good to be prepared. After the holidays, make sure to sit down and conduct a security audit. Even if everything checks out, it’s better to be sure than to let it go and have something happen.

    External parties aren’t the only threats. We never want to suspect our coworkers, but internal fraud can happen. Professional auditors can review your internal controls to help prevent any problems just in case somebody ever decides to try and take advantage of the business.

    Keep on Learning

    This goes for both you and your employees. Make a resolution to focus on educational opportunities. Invest in training for employees to help them become stronger at an area that your business may struggle with. Also, commit to attending industry events. Conferences can be a great place to get new ideas and network with your peers.

    Take Time Off

    It may be hard to step away for even a few days, but it’s time that you reward yourself. Everyone needs a mental health day or two or a relaxing trip out of town. Also, it’s not a real day off if you continue to check your email every 15 minutes, so commit to stepping away so that you can recharge and come back even stronger than before.

    Commit to Premium Payroll and HR Services

    As a small business owner, you have your hands in a lot of areas. Group Management Services can ease your workload by providing professional HR expertise. We help you effectively manage your payroll, human resources, benefits, and other key functions.

    By partnering with us, we can help you take care of your employees. Contact us today to talk to our experts about how GMS can benefit your business in 2016 and beyond.

  • When you’re a small business owner, your schedule is never empty. Each year contains several important deadlines that you need to follow to keep your business compliant with important laws and regulations involving your company’s finances and employees. Just a single missed date can lead to problems with the IRS or other government agencies.

    Keeping track of all these dates as well as everything else you need to do as a business owner can be difficult. We’ve put together a list of critical dates you need to know to keep your business legally compliant.

    Image of a calendar of 2018 dates for small business owners.

    2018 Tax Due Dates by Entity

    As a business owner, you need to worry about filing more than just your personal taxes. The deadlines for filing 2017 business taxes can differ depending on what type of business you run and if you file by the original deadline or need an extension. A simple misunderstanding about deadlines can leave you with costly penalties, so it’s important to know exactly when your business taxes are due. Here’s a rundown of the filing dates in 2018.

    • Original deadline for S Corporations and partnerships – Thursday, March 15
    • Original deadline for personal taxes and C Corporations – Tuesday, April 17
    • Original deadline for nonprofits, charities, and other exempt organizations – Tuesday, May 15
    • Final deadline for exempt organizations – Wednesday, Aug. 15
    • Final deadline for partnerships and S Corporations – Monday, Sept. 17
    • Final deadline for C Corporations and individuals – Monday, Oct. 15

    Other Important Dates for Small Business Owners

    Tax deadlines aren’t the only important dates that you need to know for your business. Several forms or other documents need to be filled out throughout the year as well. Many of them are also complicated or lengthy, which can make completing them on time difficult if you don’t start early enough or have any assistance. Make sure the following deadlines are on your schedule so that you can finish everything on time.

    File W-2 forms to employees and agencies

    Wednesday, Jan. 31

    You don’t get much of a break after the start of the new year. All W-2 forms need to be completed and provided to employees either by mail or online by the end of Jan. 31. This also applies to any 1099 forms that need to be sent to contractors, vendors, or other professionals who worked for your company during 2017. 

    In addition to W-2’s, W-3, 1099, and 1096 forms need to be filed with the appropriate agencies by this deadline as well. Late filings can lead to $250 fines per form, with even greater fines for inaccurate forms according to the Small Business Chronicle.

    Provide employees with 1095-C form

    Wednesday, Jan. 31

    In addition to W-2 forms, you also need to send 1095-C forms to your employees by this date if you offer health insurance coverage. This document contains details on which coverage was available to your employees and which months the specific employees were eligible for that insurance. 

    File forms 1094-C and 1095-C to IRS

    Tuesday, Feb. 28 (by paper)

    Monday, April 2 (electronically)

    While your employees need to have their personal 1095-C forms by the end of January, you have a little more time before you submit the same information to the IRS. In addition to the 1095-C forms, you’ll also need to provide 1094-C forms, which are sent only to the IRS and serve as a cover sheet for the 1095-C form.

    File employee benefit plans (form 5500 series) to DOL

    Wednesday, July 13

    These forms are used to file your employees’ annual benefit plan information with the Department of Labor (DOL). The DOL uses these forms to make sure that these plans are being operated according to certain standards, making them a key compliance tool that needs to be filed every year.

    Prepare Your Business for 2018

    Knowing all the deadline dates ahead of time is very helpful, but it still doesn’t make your schedule any less busy, especially when it comes to managing compliance concerns and internal functions. Fortunately, a Professional Employer Organization can help you not only save time, but also improve compliance and save costs through human resource outsourcing.

    A PEO can offer you access to a team of experts that can help your business manage any or all your internal HR functions, freeing your time up and strengthening your business in the process. Contact GMS today to talk to one of our experts about what your business needs and how we can help. 

  • Let’s be honest; what business owner looks forward to managing payroll? While payday may be exciting for your employees, it’s likely that you’re not thrilled about having to put together payroll reports, track deductions, and oversee every other critical aspect of payroll administration, especially if you do everything by paper. 

    For some small business owners, payroll administration is just a necessary part of business life and the business isn’t big enough to justify its own HR department. While payroll administration is necessary, it doesn’t have to be a big burden. Online payroll software can give you the tools to take some of the pain out of payday preparation. Here are a few questions you should consider when evaluating your payroll management process.

    Small business owner using online payroll software. 

    Do You Spend Too Much Time on Payroll Administration?

    Payroll management takes time. A survey conducted by the National Small Business Association found that more than half of owners who handled payroll internally spent at least three to five hours per month on the administration of payroll taxes alone. That time doesn’t even include other key payroll functions like processing paychecks, keeping records, and answering questions from employees. 

    Five hours per month may not sound like a lot, but it adds up to 60 hours of payroll administration per year. That’s more than a full work week of time solely dedicated on payroll, and that’s if you only spend five hours per month. Depending on your situation, you could easily spend more time to try and keep your business compliant with payroll tax requirements. If you cut down the time you had to spend on payroll administration, it would free you up to focus on other key projects that can help you grow your business (or even take a well-deserved break every now and then).

    Are You Afraid of Payroll Taxes?

    It’s important to spend time to make sure your payroll is managed correctly, as noncompliance can be costly. According to the Federal Register, the Department of Labor increased the penalties for payroll tax violations effective Jan. 13, 2017, making penalties even more expensive now than they were in the past. 

    When you aren’t a trained payroll professional, mistakes can happen even if you spend more time on payroll tax management. A miscalculation or missing piece of information is all it takes to incur a penalty. Payroll software allows you to easily keep track of deductions online without having to shuffle through old sheets of paper to determine if you did everything right.

    Is Your Business Growing?

    Even if you have a handle on your business’ payroll now, that may not be the case in the future. The more employees you add, the more work will be necessary to complete payroll. If you handle payroll offline, that means more storage space for documents, more potential for mistakes, and more strain on your schedule. 

    Just because your business grows doesn’t mean that your already-hefty workload needs to get bigger. Online payroll allows you to manage everything from any location as long as you have an internet connection. Thanks to the ability to complete payroll in a fraction of the time, you can add more employees without worrying nearly as much about how much longer it’ll take you to handle payroll administration each month.

    Online Payroll for Small Businesses

    Small business owners wear many hats, but you don’t have to be on your own when it comes to payroll management. Outsourcing payroll administration to a Professional Employer Organization allows you to lessen your workload while gaining the benefits of online payroll services. Not only does this mean you can make the move to online payroll, but you also have access to a dedicated payroll specialist who can provide you with help when you need it.

    Considering investing in online payroll software? Contact GMS today to talk to one of our experts about how payroll software can help you and your business.

  • As a small business owner, you’ve likely thought of ways that you can cut business expenses to save money. One of these ideas may involve whether you should invest in outsourcing HR or hiring in-house HR professionals.

    HR just isn’t that important when you don’t have many employees, right?

    Wrong. Every business needs to deal with critical HR functions, whether it’s a major corporation or a five-person business. Here’s what you need to consider the next time you think about whether your business needs HR management.

    Employees at a small business thEmployees at a small business that outsources HR management.at outsources HR management.

    HR Needs for Small Businesses

    Payroll

    If you have employees, you’re going to deal with payroll. While you can manage payroll on your own, simple mistakes can get pricey. Inc. reports that “the IRS penalizes about one out of every three business owners for payroll errors,” with penalties costing small businesses up to $4.5 billion per year according to Bloomberg.

    Compliance is likely not your only concern when it comes to payroll. More than half of small business owners spend at least three hours a month managing payroll. Investing in HR can give you the time you need to focus on other key business items instead of struggling with payroll management.

    Hiring and Firing

    While you have a smaller staff, every hiring decision is crucial. SHRM found that the average cost per hire is around $4,129, which makes every bad hire a costly mistake. 

    An HR function like employee recruiting and training can help you find the right people for your business and better prepare them for their roles, lowering the chances of a bad recruit. HR can also handle employee performance management. This involves not only keeping employee policies up to speed, but also handling everything involved with employee termination, such as legal regulations and internal procedures.

    Risk Management

    One crucial aspect of good HR is that it can help you deal with costs that you may think can’t be managed. Let’s say that you had to fire an employee. That employee could make an unemployment claim. Another worker may get injured on the job and try to argue that your workplace was unsafe. These scenarios could end up being very costly for a small business without the right compliance documents and risk management strategies.

    HR professionals can take actions to protect your business. Managing key documents like employee handbooks and keeping track of performance records can be the evidence you need to fight off future claims. A good HR partner can also help lower standard workers’ compensation rates and unemployment taxes through detailed record-keeping and management, offering you some savings in places you wouldn’t have expected to be possible.

    Benefits

    You don’t have to be a big employer to offer group health insurance and other attractive benefits. While businesses with fewer than 50 full-time employees don’t have to offer health insurance, 95 percent of HR professionals cite health care benefits as a top benefit for employees, making an intriguing benefits package a great way to attract and retain top talent.

    Of course, offering these benefits can be expensive and time-consuming without expert help. An employee benefits administration team can help you identify exactly what benefits your employees want, keeping you from wading into a pool of healthcare compliance and helping you offer an attractive package that won’t break the bank.

    Find the Right HR Option for Your Small Business

    A small business has a lot to gain from quality HR management. A good HR partner can handle everything from complicated tax compliance concerns to helping you understand which employee documents you need to keep on file, but that doesn’t mean you need to hire a whole staff in the process. The key is to find an HR solution that fits what you need and can grow along with your business. 

    A Professional Employer Organization (PEO) allows small businesses to find an HR management solution that suits them. A PEO gives you access to HR professionals who can manage your payroll, benefits, and any other key HR functions, saving you time and ensuring that your business is covered in the process. Contact GMS today to talk to one of our experts about how we can help your business.

  • Running a business comes with more responsibility than most people realize. The administrative requirements to stay compliant while growing a successful business can overwhelm most. Some business owners will hire office managers, an HR generalist, interns, etc., but some completely put off the HR needs of their company. This can cause major issues down the line with compliance issues, payroll dilemmas, job description disputes, and the list goes on.

    The Professional Employer Organization (PEO) industry exists to help business owners outsource their back-office functions to focus on the real reason they developed their company, which is to generate revenue. 

    A happy small business owner who outsources key business functions to a PEO. 

    Five Indicators That it Might be Time to Partner with a PEO

    The administrative functions of running your business have become overwhelming

    If you’re trying to find more hours in the day for you and your staff, using a PEO may be a good way for you to free up time. Many growing businesses find it hard to maintain efficient administrative processes as they expand. GMS can help streamline the payroll process, handle compliance issues, assist with employee recruitment, provide salary analysis, and much more.

    You aren’t 100 percent confident that your business is compliant with State and Federal regulations

    Face it, the business of being a business owner has become more and more complicated with rising costs and liabilities of having employees. Just through the Affordable Care Act alone, there have been about 900 new regulations enacted in recent years. Are you aware of all the changes? GMS provides the HR expertise with a designated and certified account manager attached to an HRIS platform to ensure compliance with all federal and state employment regulations.

    You lack the financial resources to develop a full HR department

    Building an HR department can be time-consuming and expensive. The median salary for a Human Resource Manager is $110,112 per the Bureau of Labor Statistics. Depending on the need, an in-house department can involve hiring an HR Director, using a payroll company, securing an EPLI policy, paying a 401(k) audit fee, and paying attorney fees, all of which can add up quickly. GMS can often provide a broad array of services and qualified experts without having to hire internally.

    You want to focus more on the growth of your business

    Outsourcing the daily administrative aspects of running your business frees you up to focus your attention on growing your business. You retain full control over decision-making, employee responsibilities, core job functions and requirements, hiring decisions, and the structure of your organization. While GMS can offer input in these areas, you remain in control of all final decisions. This is the foundation of the co-employment relationship that GMS creates with its clients.

    You’re in a high-risk industry

    Small businesses can be paralyzed by compliance requirements with labor laws, tax reporting, and workers’ compensation insurance. The list of acronyms – like FSLA, FMLA, EEOC, HIPPA, PPACA, FUTA, and SUTA – are enough to cover the entire alphabet while overwhelming any business owner. If you have employees, you must provide them with workers’ compensation insurance that will pay wages and medical expenses in the event of hours lost because of workplace injuries. By partnering with a PEO, you can rest assured that your business and your employees are protected.

    Ease Your Workload and Strengthen Your Business at the Same Time with a PEO 

    Businesses are created from a passion, and that passion doesn’t usually include handling all the administrative functions required to keep your business running. GMS takes those burdens off the business owner, so they can focus on the core functions of their business. Contact us today to see how we can make your business simpler, safer, and stronger!

  • As an employer, understanding how to calculate payroll tax and income tax deductions is essential to running a compliant and efficient business.. A major part of that is making sure every employee’s paycheck has the correct taxes and other deductions withheld. Below is an overview of some of the most important payroll deductions for 2025, along with pointers on how to calculate them.

    Calculating Payroll Taxes for Employees

    The term payroll tax typically refer to Federal Insurance Contributions Act (FICA) taxes, which include both Social Security and Medicare contributions. For 2025, the employee-share rates remain:  

    • Social Security: 6.2% of gross wages
    • Medicare: 1.45% of gross wages

    This totals 7.65% for most employees, withheld each pay period. For example, if someone’s gross pay is $1,000:

    • Social Security withheld = $1,000 x 6.2% = $62
    • Medicare withheld = $1,000 x 1.45% = $14.50
    • Total Payroll Tax withheld = $76.50

    Meaning every paycheck for that employee will have $76.50 withheld.

    How to Calculate Federal Income Tax Deductions

    Unlike the flat rates for Social Security and Medicare, income tax deductions are determined by the employee’s Form W-4 and IRS tax tables. The IRS has 2025 Form W-4 instructions and updated tables in Publication 15-T. You can generally calculate withholding using either the wage bracket method or the percentage method.

    Wage bracket method

    This method uses easy-to-read tables. You simply:

    1. Look up how frequently you pay employees (weekly, biweekly, semimonthly, monthly, etc.).
    2. Choose the correct table based on the employee’s filing status (from the Form W-4) and whether they’ve checked the Step 2 box.
    3. Find the wage range in the table; the table cross-references the amount of tax to withhold based on any additional adjustments entered on the W-4.

    Percentage method

    This approach involves a bit more math, but it may be more flexible if your payroll amounts frequently exceed the ranges in the wage bracket tables. You will:

    1. Convert allowances (if you still have employees on 2019 or earlier W-4s) or interpret the relevant steps if they’re using a 2020 or later W-4. (For 2019/pre-2020 forms, note that the IRS publishes a “computational bridge.”)
    2. Subtract any allowances (or standard W-4 adjustments) from gross wages to get the taxable portion for that pay period.
    3. Apply the percentage method table.
    4. Add or subtract any additional amounts indicated on the employee’s W-4.

    Understanding State and Local Payroll Tax Withholding

    State And Local Taxes

    Federal income taxes aren’t the only concerns; many states and local governments require payroll tax withholding for state and local income tax deductions.. The method differs from state to state:

    • Some states (e.g., Florida, Texas) do not impose state income tax, meaning you only handle federal deductions.
    • Others (e.g., Ohio, New York) require both state and sometimes local income tax withholdings.
    • Check your state government’s website or official documentation for the 2025 rates and instructions.

    Additional (Voluntary) Paycheck Deductions

    In addition to required taxes, some income tax deductions are voluntary and may be either pre-tax (which reduce taxable income) or post-tax: These can include:

    1. Health insurance premiums for medical, dental, vision, etc.
    2. Retirement contributions (e.g., 401(k), IRA) chosen by the employee.
    3. Life insurance premiums paid via payroll deduction.
    4. Job-related expenses if you have agreed to recoup certain business expenses through paychecks (where legal).

    Ensure that these are set up correctly in your payroll system. Some might be pre-tax (reducing taxable wages), while others are post-tax.

    Why Payroll Tax Compliance Matters

    Staying accurate and up to date on payroll laws and tax tables is vital. Miscalculating payroll tax or income tax deductions can result in underpayment or overpayment, leading to potential penalties from the IRS or your state’s tax authority. It also impacts employees directly; over-withholding means smaller paychecks, while under-withholding can mean a big tax bill in April.

    • You’re responsible for timely depositing withheld taxes with the IRS, as well as filing the proper forms (like Forms 941 or 944 for federal payroll taxes).
    • For 2025, be sure you’re referencing the latest versions of IRS Publication 15 (Circular E) and Publication 15-T (2025) for the updated wage bracket or percentage method tables.

    Let GMS Simplify Your Payroll Tax Process

    Handling small business payroll taxes can be daunting, especially as forms and laws evolve each year. Group Management Services (GMS) can take the guesswork out of payroll tax and income tax deductions, ensuring accurate withholdings, filings, and tax deposits. If you’re:

    • Worried about maintaining compliance for 2025.
    • Unsure how to handle different forms (e.g., older 2019 W-4 forms vs. new 2025 W-4 forms).
    • Concerned about multi-state or local tax withholding.

    Group Management Services (GMS) can help streamline all aspects of your payroll tax management, from accurate withholdings to timely tax filings, allowing you to focus on growing your business. Contact GMS to learn more about our payroll tax services and how we can help you navigate the complexities of income tax deductions.

  • When you’re thinking of starting a business, your passion is ultimately what drives you to provide the best product or service. The first thing that comes to your head is not about the technology you need for payroll, or how you are going to recruit top talent. Need an employee handbook? “I’ll type something up real quick.” 

    These are just a few of the many human resource topics you can easily put on the backburner without realizing the full scope of responsibilities you now carry as a business owner. As for the future of HR, it’s only getting more crucial for businesses to stay compliant with laws and stay protected.

    Two small business owners responsible for many HR functions, including payroll and taxes. 

    HR Responsibilities for New Business Owners

    The U.S. Small Business Administration puts the followings tasks under human resources:

    • Recruitment and hiring
    • Payroll and benefits
    • Employee retention and compensation
    • Laws and regulations

    Recruiting can be a difficult and frustrating process. Doing it the right way, the first time, will save you time and money to produce the best results down the line. This can result in hiring committed, talented, and loyal employees that will benefit your company and your bottom line. “Where do I even start,” you may ask. A job description and an employee handbook can get the ball rolling, but you must write both correctly to save yourself in the long run. According to HR Dive, 72 percent of hiring managers say they provide clear job descriptions, while only 36 percent of candidates agree.

    Once you have employees, you must have a system for payroll. Again, you may not know where to start. You know how much you want to pay your employees, but now you must log hours, file taxes, and keep up with your own finances. This is where retention and compensation come into play as well. Keeping up with workers’ compensation, healthcare, 401k, and all other benefits go hand in hand with retention and compensation. According to MetLife, 51 percent of employers say using health and wellness benefits to maintain employee loyalty and retain talent will become even more important in the next three to five years.

    Lastly, staying on top of laws and regulations can be overwhelming because of how often they change. Failing to put these new regulations into place can result in legal issues, which is why it is essential to stay on top of them. Dozens of new laws take effect yearly and as an owner, you are responsible for making sure your company is compliant. 

    Set Your Business up for HR Success

    Preparing for the future of HR can be simple with the right resources. Being able to embrace change, technology and the new workforce is essential. Now what can GMS do for you? GMS is a Professional Employer Organization that puts all of your HR responsibilities under one roof for your company. We have the HR experts who will keep your organization up to date with the latest regulations, making sure you and your workforce are protected. 

    GMS has you covered when it comes to areas like payroll, tax, human resources, risk management, benefits, and healthcare. We help you reduce costs, limit your business risk, and save time and money when it comes to HR administration. Contact GMS to see how we can help manage and benefit your organization!