Running a small business means juggling payroll, benefits, compliance, hiring, and a dozen other HR tasks that pull you away from what you do best. One misstep with employment law or a bad hire can cost you thousands. You need professional HR support, but hiring a full-time HR manager isn’t in the budget yet. That’s where outsourced HR comes in.
This guide breaks down 15 of the best outsourced HR providers for small businesses. You’ll get clear details on what each one offers, who they serve best, what they cost, and the pros and cons you need to know before signing anything. Whether you need full-service PEO support or just help with compliance and policies, you’ll find options that fit your size, budget, and growth stage.
1. Soteria HR
Soteria HR positions itself as a hands-on HR partner for growing small to mid-sized companies that need professional support without the cost of a full-time department. You get proactive, tailored HR solutions designed for your specific stage of growth, whether you’re navigating compliance challenges or building a stronger team culture. Unlike larger, cookie-cutter providers, Soteria focuses on becoming an embedded part of your team rather than just another vendor.
Services and approach
Soteria delivers full-service HR administration that covers everything from onboarding to offboarding, plus strategic consulting when you need expert guidance on performance issues, growth planning, or risk prevention. You’ll get benefits management to design competitive packages, compliance monitoring to keep you protected from costly mistakes, and custom HR playbooks aligned with your business goals. They also handle employee handbook creation, recruiting support, and payroll coordination that integrates seamlessly with your existing systems.
Best for small businesses
This provider works best for companies with 10 to 250 employees that are scaling up, dealing with complexity, or losing sleep over HR risks. If you’re a CEO, founder, or operations leader who wears too many hats and needs reliable outsourced HR for small business, Soteria fits well. Industries like human services, tech, professional services, and manufacturing see strong results because Soteria tailors solutions to your company’s values and accountability standards rather than forcing a one-size-fits-all approach.
"HR shouldn’t feel like red tape. With the right partner, you get structure, strategy, and support without the bloat."
Pricing and contract terms
Soteria provides custom pricing based on your headcount and service needs, which means you won’t find fixed rates listed publicly. Most small business clients fall into monthly retainer arrangements that scale as you grow. Contract terms typically require a minimum commitment period, though specifics vary by engagement scope.
Pros and cons for small teams
Pros: You get personalized attention from experienced HR professionals who understand your business, not scripted responses from a call center. Soteria takes a proactive stance, spotting issues before they escalate into legal or financial problems.
Cons: Custom pricing means you’ll need a consultation to get exact costs. If you want a fully self-service platform with no human interaction, this isn’t the right fit for you.
2. ADP Comprehensive Services
ADP Comprehensive Services brings decades of payroll and HR expertise to small businesses that need a proven, all-in-one solution. You get access to dedicated HR professionals who handle the daily details while giving you the strategic guidance that comes from working with millions of employees across thousands of companies. ADP positions this service as a complete outsourced HR department, covering everything from compliance monitoring to benefits administration without requiring you to build internal systems.
Services and approach
ADP delivers full-service HR management that includes payroll processing, tax filing, benefits administration, and compliance tracking bundled into one platform. You’ll work with assigned HR specialists who understand your business and respond to questions about policies, employee relations, or regulatory changes. The platform automates onboarding workflows, tracks PTO, manages performance reviews, and stores all your employee documentation securely. ADP also provides recruiting support and background screening services when you need to fill open positions.
Best for small businesses
This provider works well for companies with 10 to 100 employees that want enterprise-level HR capabilities without the enterprise price tag. If you need strong reporting and analytics to support workforce planning decisions, ADP’s dashboard gives you real-time data on headcount, turnover, compensation trends, and compliance status. Businesses in regulated industries like healthcare, finance, or manufacturing benefit from ADP’s compliance expertise and audit-ready documentation.
"ADP’s strength lies in its scale and proven track record, making it a safe bet for businesses that prioritize reliability over customization."
Pricing and contract terms
ADP does not publish standard pricing because costs depend on your employee count and selected services. Most small businesses pay between $100 and $200 per employee per month for comprehensive coverage, plus setup fees that typically range from $1,000 to $3,000. Contract terms usually require a 12-month minimum commitment, though you can adjust your service level as your team grows.
Pros and cons for small teams
Pros: You get proven systems backed by massive resources, excellent compliance support, and access to Fortune 500-level benefits packages through ADP’s buying power. The platform integrates with hundreds of other business tools you already use.
Cons: ADP’s size means you sometimes deal with longer response times compared to smaller, more nimble providers. The platform can feel overwhelming if you only need basic outsourced hr for small business support.
3. Insperity
Insperity combines PEO co-employment with direct access to dedicated HR professionals who know your business by name. You get localized support teams averaging over 60 years of collective HR experience, based in your region rather than routed through national call centers. This provider positions itself as a full-service solution for businesses that want enterprise-grade HR, benefits, and risk management without building an internal department from scratch.
Services and approach
Insperity handles payroll processing, tax compliance, and benefits administration while giving you strategic HR guidance through your assigned team. You’ll work with specialists in business performance, compliance, safety, and employee relations who respond to most requests within two hours on business days. The platform automates onboarding workflows, tracks time and attendance, manages performance reviews, and stores all employment documentation. Insperity also provides recruiting assistance and employee training programs designed to boost retention and engagement.
Best for small businesses
This service works well for companies with 5 to 250 employees that need stable, responsive HR support as they grow. If you want benefits packages that rival Fortune 500 companies, Insperity’s buying power delivers health insurance, retirement plans, and other perks typically unavailable to smaller employers. Businesses in professional services, healthcare, and technology see strong results because the provider understands compliance requirements specific to those sectors. Your team gets direct phone numbers and email addresses for your HR specialists instead of generic support tickets.
"Having HR professionals who actually know your business and respond fast makes a real difference when you’re dealing with employee issues or compliance questions."
Pricing and contract terms
Insperity does not publish fixed rates because pricing depends on your headcount and service package. Most small businesses pay between $150 and $250 per employee per month for full PEO services. The provider typically requires a 12-month contract commitment and charges setup fees that vary based on implementation complexity.
Pros and cons for small teams
Pros: You get personalized attention from experienced regional teams, fast response times, and access to premium benefits that help you compete for talent. Insperity’s proactive compliance alerts help you avoid costly mistakes.
Cons: Some useful services like employment screening and web timeclock require additional fees. The provider doesn’t support international workforces, which limits options if you expand globally. Customization options are less flexible than smaller outsourced hr for small business providers offer.
4. Paychex HRO
Paychex HRO gives you flexible outsourcing options that let you choose which HR functions to move offsite and which to keep in house. You get three distinct service levels designed to match your current needs and budget, starting with basic HR support and scaling up to full PEO co-employment. This approach works well if you want to test outsourced hr for small business without committing to a complete handoff right away.
Services and approach
The entry-level HR Partner Plus covers essential compliance tools including an employee handbook builder, required labor posters, HR resource library, and employee assistance program. You can add payroll, benefits, risk management, or recruiting services as needed. The midrange HR Pro package includes many of these add-ons plus COBRA support, onboarding workflows, performance management tools, and learning management systems. Your top option is the HR PEO, which operates as a co-employment arrangement that bundles comprehensive benefits, workers’ compensation, on-site safety inspections, and employment practices liability coverage into one service.
Best for small businesses
This provider works best for companies with 10 to 150 employees that want control over their HR implementation pace. If you’re comfortable handling some HR tasks internally but need expert backup for compliance or benefits, the modular structure lets you pay only for what you use. Businesses in manufacturing, retail, and professional services benefit from the safety support and workers’ comp management that comes with higher-tier plans. You’ll work with dedicated HR consultants who provide guidance on policies, employee relations, and regulatory changes.
"Starting small and adding services as you grow prevents overwhelming your team while still getting professional HR support when you need it."
Pricing and contract terms
Paychex does not publish standard pricing because costs vary by employee count and selected services. Small businesses typically pay between $50 and $150 per employee per month depending on the plan level. Setup fees and contract minimums apply, though Paychex allows you to upgrade between tiers as your needs change.
Pros and cons for small teams
Pros: You control which HR functions to outsource, making this one of the most flexible options available. The PEO tier includes cyber liability and employment practices coverage that protects against lawsuits.
Cons: Analytics, integrations, and time and attendance tracking cost extra across all three plans. The PEO service doesn’t support contractor payments, which limits flexibility for mixed workforces.
5. Bambee
Bambee delivers affordable remote HR support specifically designed for small businesses that can’t justify hiring a full-time HR manager yet. You get dedicated HR guidance focused on compliance, policies, and documentation rather than comprehensive services like payroll or benefits administration. This provider takes a different approach from traditional outsourced hr for small business options by concentrating on the foundational HR elements that prevent costly legal problems while keeping monthly costs low.
Services and approach
Bambee assigns you a dedicated HR manager who works remotely to develop, implement, and maintain your HR policies. You’ll get compliant employee onboarding and termination procedures, coaching on employment law questions, and ongoing policy updates as regulations change. The platform provides document templates for offer letters, performance reviews, and disciplinary actions that match your state’s requirements. Your HR manager reviews your current practices, identifies compliance gaps, and builds a custom policy framework that protects you from lawsuits. Bambee focuses on preventing HR problems before they happen rather than reacting to crises after they occur.
Best for small businesses
This service works best for companies with 1 to 50 employees that need basic HR infrastructure on a tight budget. If you’re a founder or owner handling HR yourself without formal training, Bambee gives you expert backup for $99 per month (for businesses without employees yet) or $299 to $499 per month depending on team size. Startups, retail businesses, and service companies see strong results because the provider builds compliant policies from scratch without overwhelming you with unnecessary complexity.
"Getting your policies right from the start costs far less than fixing legal problems later."
Pricing and contract terms
Bambee uses transparent tier pricing based on employee count. Plans start at $99 monthly for businesses preparing to hire their first employee, $299 monthly for 1 to 19 employees, and $499 monthly for 20 to 49 employees. Setup takes about two weeks with no long-term contracts required.
Pros and cons for small teams
Pros: You get expert HR guidance at a fraction of traditional costs, clear policies that reduce legal risk, and remote support that works across all states.
Cons: Bambee doesn’t handle payroll, benefits administration, or recruiting. You’ll need separate providers for those functions.
6. Gusto
Gusto focuses on automated payroll and benefits with an intuitive platform that makes outsourced hr for small business accessible for teams without dedicated HR staff. You get full-service payroll processing that handles calculations, tax filing, and payments automatically while providing simple tools for benefits enrollment and time tracking. This provider positions itself as the easiest way to run payroll correctly without hiring specialists or spending hours each pay period on manual calculations.
Services and approach
Gusto automates every step of your payroll cycle including federal, state, and local tax filing so you never miss a deadline or calculation. The platform manages health insurance, retirement plans, workers’ compensation, and other benefits through direct carrier integrations that eliminate paperwork. You’ll get tools for time tracking, PTO management, and employee onboarding that connect directly to payroll so hours worked flow straight into paychecks. Gusto provides HR resource center access with policy templates, compliance guides, and answers to common employment law questions. Support comes through chat, email, and phone during business hours with specialists who understand small business needs.
Best for small businesses
This service works best for companies with 1 to 100 employees that need reliable payroll automation as their foundation. If you’re comfortable handling employee relations and policy decisions internally but want technology to eliminate payroll errors and compliance risks, Gusto delivers the right balance. Startups, retail businesses, restaurants, and professional services see strong results because the platform requires minimal setup and training. You can run your first payroll within days rather than weeks.
"Automating payroll and tax compliance removes the constant worry about missing deadlines or making calculation mistakes that trigger penalties."
Pricing and contract terms
Gusto uses transparent per-employee pricing starting at $49 monthly base fee plus $6 per employee for the Simple plan that covers payroll and benefits basics. The Plus plan costs $12 per employee monthly and adds time tracking plus HR resources. The Premium tier runs custom pricing for teams needing dedicated support and advanced features. No long-term contracts or setup fees required.
Pros and cons for small teams
Pros: You get straightforward pricing with no hidden costs, automatic tax filing that eliminates compliance stress, and benefits administration that typically requires separate providers.
Cons: Advanced HR support requires upgrading to higher tiers. International payroll and multi-state tax complexity may need additional help beyond what the platform provides.
7. TriNet HR Plus
TriNet HR Plus combines automated compliance monitoring with comprehensive HR services designed to eliminate the constant worry about regulatory violations. You get built-in Compliance Assistant technology that calculates filing deadlines, tracks overtime thresholds, and manages employment verification automatically so mistakes don’t trigger penalties. This provider operates as a PEO co-employment partner that bundles payroll, benefits, risk management, and HR support into one platform rather than letting you pick services individually.
Services and approach
TriNet automates payroll tax calculations and payments across all jurisdictions while handling ACA compliance, COBRA administration, and employment verification without manual intervention. The platform manages new hire onboarding workflows that collect Form I-9 information, sync with your calendar systems, and store employment documents in secure cloud storage. You’ll get alerts when workers approach state or federal overtime limits, plus customizable workflows that automate routine HR tasks. Benefits administration includes health insurance, retirement plans, and workers’ compensation managed through direct carrier integrations. Support comes from dedicated HR professionals who answer compliance questions and provide guidance on employee relations issues.
Best for small businesses
This service works best for companies with 10 to 100 employees in regulated industries where compliance mistakes carry serious financial consequences. If you operate in healthcare, finance, or manufacturing where regulatory complexity keeps you up at night, TriNet’s automation removes most of that burden. Businesses that hire rapidly or manage complex pay structures benefit from the platform’s ability to handle multi-state taxation, variable schedules, and benefits eligibility tracking automatically.
"Automating compliance calculations and deadlines means you stop worrying about what you might have missed and focus on running your business instead."
Pricing and contract terms
TriNet does not publish standard pricing because costs depend on your employee count and service configuration. Small businesses typically invest between $150 and $300 per employee per month for complete PEO services. The provider requires annual contract commitments and implementation fees based on your company size.
Pros and cons for small teams
Pros: You get comprehensive automation that prevents compliance errors, Fortune 500-level benefits through TriNet’s buying power, and dedicated support specialists who understand your business.
Cons: You can’t unbundle services or purchase only HR guidance without payroll. Recruiting support costs extra, and the all-in-one pricing makes this outsourced hr for small business option expensive for very small teams.
8. G&A Partners
G&A Partners provides comprehensive HR outsourcing designed to help your business anticipate challenges and capitalize on opportunities as you grow. You get personalized HR guidance from specialists who focus on preparing your company for market changes, economic shifts, and evolving employment needs rather than just reacting to problems after they occur. This provider operates as both an ASO and PEO partner depending on how much control you want to keep over HR functions versus what you prefer to hand off completely.
Services and approach
G&A Partners handles payroll processing, benefits administration, recruiting, and workplace safety through either ASO support that assists your in-house team or full PEO co-employment that takes over these functions entirely. You’ll work with HR professionals who provide strategic advice on performance measurement, risk mitigation, and employee training programs tailored to your industry. The ASO option supports your existing HR staff by helping with policy development, technology implementation, and document management while you retain day-to-day control. Their approach focuses on helping you control labor costs by making workers more productive through better training, clearer performance metrics, and smarter workforce planning.
Best for small businesses
This service works best for companies with 20 to 250 employees that need stable HR systems as they expand into new markets or launch new product lines. If you want to reduce turnover while managing compensation budgets more effectively, G&A Partners delivers the combination of technology and human expertise that makes both goals achievable. Businesses in healthcare, professional services, and technology see strong results because the provider understands the compliance requirements and talent competition specific to those sectors.
"Controlling labor costs means getting more value from your team through better management, not just cutting corners on compensation."
Pricing and contract terms
G&A Partners does not publish fixed rates because pricing depends on your headcount and whether you choose ASO or PEO services. Most clients implementing outsourced hr for small business through this provider pay between $100 and $200 per employee per month. Contract terms typically require 12-month minimum commitments with implementation fees based on your company size.
Pros and cons for small teams
Pros: You get strategic HR guidance that prepares you for growth, flexible ASO and PEO options, and recruiting plus safety support included in most packages.
Cons: The provider offers fewer industry-specific packages than some competitors, doesn’t post live support hours publicly, and lacks third-party integration capabilities.
9. VensureHR
VensureHR delivers customizable HR packages that let you scale services up or down as your business evolves. You get pre-configured solutions designed specifically for different company sizes alongside fully custom options when your needs don’t fit standard templates. This provider operates as a PEO partner that handles the full spectrum of HR functions or focuses on specific areas where you need the most support, making it easier to test outsourced hr for small business without committing to every possible service on day one.
Services and approach
VensureHR provides scalable PEO services that cover payroll processing, tax compliance, and benefits administration as your foundation. You’ll get comprehensive risk management support including workers’ compensation, safety programs, and employment practices liability coverage bundled into your package. The platform handles recruiting assistance, onboarding workflows, time and attendance tracking, and performance management through integrated technology that connects all your HR data. Your assigned HR specialists provide guidance on employee relations issues, policy development, and compliance monitoring across federal, state, and local regulations. VensureHR structures its offerings into pre-built packages for startups, growing companies, and established businesses while allowing you to customize any element that doesn’t match your specific situation.
Best for small businesses
This service works best for companies with 10 to 200 employees that want flexibility in how much HR responsibility they transfer to an external provider. If you need to start with basic compliance and benefits support then add recruiting or advanced analytics later, VensureHR’s modular structure accommodates that growth path. Businesses in construction, hospitality, healthcare, and professional services benefit from the provider’s industry-specific expertise and safety program customization.
"Flexible packages mean you pay for exactly what you need now while keeping the option to expand services as your team grows."
Pricing and contract terms
VensureHR does not publish standard rates because costs depend on your employee count and selected service bundle. Small businesses typically pay between $120 and $180 per employee per month for comprehensive PEO coverage. Contract terms usually require 12-month commitments with setup fees that vary based on implementation complexity.
Pros and cons for small teams
Pros: You control which services to include, the platform scales easily as you hire more employees, and workers’ comp management helps control insurance costs.
Cons: Custom configurations take longer to implement than preset packages, and you may need to upgrade to access advanced reporting features.
10. Astron Solutions
Astron Solutions brings over 25 years of HR consulting experience to small businesses and nonprofits that need specialized support beyond basic payroll and benefits. You get fully customized HR solutions designed around your specific challenges rather than preset packages that force you to adapt to someone else’s system. This provider takes a consulting approach focused on building sustainable HR frameworks that support your long-term growth instead of just handling daily administrative tasks.
Services and approach
Astron Solutions delivers comprehensive HR consulting that covers compensation strategy development, policy creation, and talent management through their proprietary tools. You’ll get access to the Flare Talent Management Suite, a cloud-based platform that streamlines your HR processes from performance reviews to succession planning. The provider offers custom compensation survey development and analysis when you need market data specific to your industry and region rather than generic benchmarking. Their Finders Keepers employee retention tool helps you survey your team, identify retention risks, and implement changes that keep your best people from leaving. Support comes through direct access to certified HR consultants who understand your business context and adapt strategies as your needs evolve.
Best for small businesses
This service works best for companies with 10 to 100 employees that face complex compensation decisions, retention challenges, or need strategic HR guidance beyond basic compliance. If you already handle day-to-day HR operations internally but want expert input on pay structures, engagement strategies, or policy development, Astron Solutions fills that gap effectively. Nonprofits and associations benefit particularly from their sector-specific experience and understanding of budget constraints unique to mission-driven organizations.
"Custom consulting means you get solutions built for your actual situation instead of adapting your business to fit someone else’s template."
Pricing and contract terms
Astron Solutions provides custom pricing based on your project scope and ongoing needs rather than per-employee monthly fees. Most engagements begin with a consultation to assess your current state and define deliverables. Contract terms vary depending on whether you need one-time project support or ongoing outsourced hr for small business partnership.
Pros and cons for small teams
Pros: You get highly specialized expertise in compensation and retention strategy, custom solutions that match your unique situation, and proven tools that streamline complex HR processes.
Cons: Project-based pricing makes budgeting less predictable than fixed monthly fees. You’ll need to manage more of the implementation work internally compared to full-service PEO options.
11. ExtensisHR
ExtensisHR specializes in accelerated recruitment and talent acquisition that helps growing businesses fill critical roles faster. You get automated recruiting processes that generate qualified candidate lists within the first week and continue delivering results throughout a condensed 45-day cycle. This provider operates as both a PEO and ASO partner, giving you the option to bundle recruiting with comprehensive HR services or purchase talent acquisition support separately depending on your current needs.
Services and approach
ExtensisHR delivers full PEO services including payroll processing, benefits administration, time tracking, and workplace safety programs as your foundation. The recruiting component provides unlimited 30-minute consultations with specialist recruiters who understand your industry and local talent market. You’ll get access to salary surveys and talent pool assessments for specific open positions that help you set competitive compensation levels. Their 45-day recruiting solution generates candidate lists weekly based on ongoing feedback, letting you adjust search parameters quickly as your hiring priorities shift. Support includes help writing job advertisements, conducting skills assessments, and preparing offer letters that close candidates effectively.
Best for small businesses
This service works best for startups and companies with 10 to 150 employees that need to scale their teams quickly without building an internal recruiting department. If you struggle with long time-to-hire cycles or high employee turnover, ExtensisHR’s streamlined approach cuts weeks off your hiring timeline. Businesses in technology, healthcare, and professional services benefit from the provider’s experience recruiting specialized roles that require specific skill sets.
"Cutting recruiting time from months to weeks means you capture top talent before your competitors do."
Pricing and contract terms
ExtensisHR does not publish standard rates because costs depend on whether you choose PEO or ASO services plus which add-ons you include. Small businesses implementing outsourced hr for small business through this provider typically pay between $120 and $180 per employee per month. New companies receive service quotes within 24 hours.
Pros and cons for small teams
Pros: You get rapid candidate generation, flexible service bundling, and expedited onboarding that reduces time to productivity.
Cons: Risk and compliance management services require separate purchases. The PEO Premier plan provides dedicated account managers while lower tiers use shared support.
12. Alliant
Alliant takes a cafeteria-style approach to outsourced hr for small business that lets you purchase only the specific services you need rather than paying for comprehensive packages. You get four distinct service categories covering HR, payroll, time and labor, and benefits coordination, with multiple options within each area that you can mix and match based on your current gaps. This flexibility works well if you already handle some HR functions internally but need professional support in targeted areas without committing to a full PEO relationship.
Services and approach
Alliant organizes its HR services into tiered support levels including HR Assist for backing up your existing HR manager, HR Guide for employee management tasks, and HR Team for handling workplace conflicts plus compliance issues. You can add individual services like training, drug testing, background checks, and document storage without purchasing entire bundles. Payroll options include new hire reporting and Social Security number verification priced at $5 per instance, while time and labor services offer biometric clock-ins and geo-fencing capabilities. Benefits coordination helps you manage enrollment and carrier communications. The provider also offers free resources including pre-employment tools, onboarding assistance, HR forms, and exit interview templates that give you useful support even before you commit to paid services.
Best for small businesses
This service works best for companies with 5 to 75 employees that want to test outsourced HR gradually or already have basic systems in place but need to fill specific gaps. If your budget limits your ability to purchase comprehensive HR support, Alliant’s pay-per-service model lets you prioritize spending on your most urgent needs.
"Choosing exactly which services to buy means you control costs while still getting professional HR support where it matters most."
Pricing and contract terms
Alliant uses custom pricing based on which services you select rather than standard per-employee rates. You’ll complete an HR assessment during the quote process to identify your needs and get accurate pricing.
Pros and cons for small teams
Pros: You pay only for services you actually use, the provider separates employee management from backend operations, and free resources provide value before any purchase commitment.
Cons: Fewer comprehensive packages than competing vendors offer, lengthy assessment required for quotes, and limited public information about service details or company background.
13. Acadia HRO
Acadia HRO brings 30 years of experience delivering modular HR outsourcing to businesses and nonprofits that need flexibility in how they structure support. You get four distinct service areas covering HR, payroll and time management, benefits administration, and compliance, which you can purchase separately or combine based on your specific gaps. This provider stands out for its time and attendance tracking system that eliminates common payroll errors and makes reporting hours worked faster and more accurate than manual methods.
Services and approach
Acadia HRO handles payroll processing with automatic tax calculations and workers’ compensation integration that removes manual data entry. You’ll get time management tools that let employees clock in and out through biometric systems or online worksheets, plus the option to import hours worked directly from Excel spreadsheets. The platform generates labor cost reports that give you visibility into wage spending, workers’ comp audits, 401(k) contributions, and unemployment expenses. Benefits administration covers health insurance enrollment and carrier coordination, while compliance services monitor federal and state regulations relevant to your industry.
Best for small businesses
This service works best for companies with 10 to 150 employees that struggle with accurate time tracking or need better visibility into labor costs. If you lose hours each pay period chasing down timesheets or correcting payroll mistakes, Acadia HRO’s automated systems solve those problems quickly.
"Importing time data directly from your existing spreadsheets means you start getting accurate payroll without changing how your team records hours."
Pricing and contract terms
Acadia HRO does not publish standard rates because costs depend on which service modules you select. Most businesses implementing outsourced hr for small business through this provider pay between $80 and $150 per employee per month depending on coverage level.
Pros and cons for small teams
Pros: You choose exactly which HR functions to outsource, time tracking integrates seamlessly with payroll, and labor cost reporting helps control spending.
Cons: Benefits packages exclude flexible spending accounts and health savings accounts. The provider doesn’t offer employee engagement surveys or third-party software integrations.
14. Vero HR
Vero HR operates as a UK-based provider that specializes in supporting international workforces, making it a strong choice if you manage employees across multiple countries. You get layered HR solutions that start with a comprehensive audit of your current policies and employment documents, then build customized packages around the gaps and risks discovered during that assessment. This provider offers three distinct service levels designed for small, midsize, and large companies, with options to add payroll, recruiting, and technology support separately rather than forcing you into all-inclusive bundles.
Services and approach
Vero HR begins every engagement with an HR audit that examines your policies, procedures, and employment-related documents to confirm compliance and develop best practices specific to your operation. You’ll get dedicated HR support through professionals assigned to your account, though the level of seniority varies by package. The Partner tier provides backup for your existing HR manager, Team delivers a full-time HR administrator, and Enterprise gives you access to senior-level HR professionals. All packages require 12-month contracts and use a fixed monthly retainer that you spend according to your HR priorities each month, covering consulting time, document reviews, and strategic guidance as needed.
Best for small businesses
This service works best for companies with 10 to 100 employees that operate across the United States, Europe, or other international markets. If you need outsourced hr for small business that understands multi-country employment regulations and cultural differences, Vero HR’s international expertise prevents costly mistakes that domestic-only providers might miss.
"Managing employees in multiple countries requires specialized knowledge that general HR providers can’t always provide."
Pricing and contract terms
Vero HR does not publish standard rates because costs depend on your selected tier and add-on services. The fixed monthly retainer structure means you pay a set amount regardless of how much support you use that month.
Pros and cons for small teams
Pros: You get international workforce support, HR consulting separate from payroll if desired, and consultancy services available for short-term projects.
Cons: Employee health and safety compliance requires separate purchases. The fixed retainer could increase costs if you don’t use your full allocation monthly.
15. HR OnTheMove
HR OnTheMove operates as a consortium of business and management consultants with over 40 years of combined experience serving organizations across multiple industries. You get flexible engagement options that range from on-site HR support embedded in your office to fully remote outsourced services, allowing this provider to adapt quickly as your business needs shift. This flexibility makes HR OnTheMove a practical choice for growing companies whose requirements change faster than traditional providers can accommodate.
Services and approach
HR OnTheMove handles the complete employee lifecycle including recruiting, onboarding, retention strategies, and structured offboarding processes that protect you from wrongful termination claims. You’ll get support with workplace investigations, employee relations issues, and handbook development from consultants who understand both the legal requirements and practical realities of managing small teams. The provider can work directly at your location as temporary HR staff or deliver services remotely through scheduled consultations, document reviews, and ongoing guidance tailored to your specific challenges.
Best for small businesses
This service works best for companies with 5 to 100 employees that need immediate HR capacity without the commitment of hiring permanent staff. If you face a sudden departure in your HR team, regulatory audit, or rapid growth phase that overwhelms your current resources, HR OnTheMove fills those gaps quickly. Their experience across professional services, nonprofits, healthcare, and technology sectors means they adapt to your industry context rather than applying generic templates that miss important details.
"Getting consultants who adjust their delivery method to match your situation means you receive support that actually fits how your business operates."
Pricing and contract terms
HR OnTheMove provides custom pricing based on whether you need on-site or remote support plus the scope of services required. Most businesses implementing outsourced hr for small business through this provider structure engagements as project-based or retainer arrangements rather than per-employee monthly fees.
Pros and cons for small teams
Pros: You choose between on-site presence and remote consulting, the provider handles both strategic and operational HR tasks, and their multi-industry experience brings relevant insights to most business types.
Cons: Custom engagement structures make initial budgeting less predictable than fixed-rate providers offer, and you’ll manage more coordination work compared to fully automated platforms.
Final steps
Choosing the right outsourced hr for small business provider depends on your current headcount, budget, and how much control you want to keep over HR functions. Each provider in this list offers different strengths, from Soteria HR’s customized approach to Gusto’s payroll automation or Insperity’s regional support teams. You’ll get the best results when you match your specific challenges like compliance risks, recruiting needs, or benefits gaps with a provider that specializes in solving exactly those problems.
Start by identifying which HR tasks consume the most time or create the greatest risk for your company. Compare pricing models between PEO co-employment and ASO support to understand total costs beyond base monthly fees. Most providers require annual contracts, so take advantage of consultations and demos before signing anything. Ask specific questions about response times, contract flexibility, and what happens when regulations change or your team grows faster than expected.
Ready to build stronger HR systems without the overhead of a full-time department? Schedule a consultation with Soteria HR to discuss which outsourced HR solutions fit your business best.
