File: Partnership Selection Three Models / One Team

Choose how much HR responsibility you want us to carry.

PEO, ASO, or embedded HR leadership. The right model depends on what you want to keep, what you want handled, and where employer risk needs more support.

Compare the models

Organized benefits, payroll, and safety files on an HR operations desk

Decision file / 001

The model follows the responsibility.

Keep: Business control
Choose: Employer structure
Add: HR operating depth
Reduce: Unmanaged exposure

The partnership ledger

Three ways to stop carrying HR alone.

These are different operating relationships, not different bundles of software. Start with the responsibility structure your company needs, then configure the services around it.

01 PEO

PEO partnership

Share employer responsibility.

Best when: Employers that want HR, payroll, benefits, workers’ compensation, and compliance support operating as one system.

You keep

You continue to run the company, direct employees, and make hiring, pay, and culture decisions.

Easeworks carries

Easeworks shares defined employer responsibilities under the client service agreement and administers the connected HR infrastructure.

Typical scope

Payroll and employment tax administration
Benefits access and administration
Workers’ compensation and safety support
Dedicated HR guidance and compliance support

Explore the PEO model

02 ASO

ASO partnership

Keep employer responsibility. Add the infrastructure.

Best when: Employers that want integrated administration and expert support without entering a co-employment relationship.

You keep

You remain the sole employer of record and retain responsibility for employment decisions and obligations.

Easeworks carries

Easeworks administers agreed HR, payroll, compliance, and technology services as your operating partner.

Typical scope

Payroll processing and tax support
HR administration and employee support
Compliance processes and documentation
HR technology and reporting

Explore the ASO model

03 HRO

Outsourced HR partnership

Add experienced HR leadership.

Best when: Employers that need an embedded HR leader or team while keeping current payroll, benefits, and insurance relationships.

You keep

You keep your existing vendors, employer structure, and final authority over company decisions.

Easeworks carries

Easeworks supplies fractional HR leadership, employee-relations guidance, policy work, and operating discipline.

Typical scope

Fractional HR leadership
Employee relations and investigations
Policies, documentation, and manager guidance
Workforce planning and HR operations

Explore outsourced HR

Included in the relationship

Whichever model fits, the standard does not change.

The structure may differ. The expectation stays the same: clear ownership, experienced people, documented work, and action before a preventable issue becomes a liability.

A named HR partner

One accountable advisor learns your company and coordinates the specialists behind the work.

A documented operating rhythm

Recurring HR work, escalation paths, and ownership are made visible instead of living in inboxes.

Compliance built into the work

Policies, records, training, and employment decisions are supported before an issue becomes exposure.

Technology with people behind it

The platform organizes the work. Experienced professionals answer the questions software cannot.

Protection services

Some risks need their own file.

Risk and workers’ compensation services can support the partnership model or solve a focused operating need on their own.

RISK / SAFETY

Risk management

Safety programs, claims coordination, nurse triage, and practical support that help prevent avoidable workplace losses.

Explore risk management

WORKERS’ COMP

Pay-as-you-go workers’ compensation

Premium funding aligned with payroll, paired with hands-on safety and claims support for eligible employers.

Explore pay-as-you-go coverage

Responsibility matrix

Compare the operating relationship, not just the feature list.

Every model can provide meaningful HR support. The deciding question is who carries each responsibility and how closely the work should be integrated.

Responsibility	PEO	ASO	HRO
Employer relationship	Shared responsibilities	Client remains sole employer	Client remains sole employer
Payroll administration	Included	Included	Optional
Benefits administration	Integrated	Support available	Support available
Workers’ compensation	Integrated	Available separately	Available separately
Dedicated HR advisor	Included	Included	Included
Strategic HR leadership	Included as needed	Included as needed	Core service

Find your starting point

Which file sounds like yours?

We want one partner to carry the full employer infrastructure.

Start with PEO → 02

We want payroll and HR support without co-employment.

Start with ASO → 03

We need an HR leader, but we want to keep our current vendors.

Start with HRO → 04

We are not sure where our exposure or operating gaps are.

Start with the HR Risk Score →

No wrong door

You do not need to diagnose the model before we talk.

Bring us the current setup, the work that keeps slipping, and the risk that concerns you. We will map the responsibilities and show you which structure fits.

Book a Free Consultation Start with the HR Risk Score