DecisionHR Available

DecisionHR began operating in St. Petersburg in 1996 as a full-service Professional Employer Organization (PEO), structured to shoulder the intricate administrative, regulatory, and workforce burdens that divert business owners from revenue generation. Operating out of corporate headquarters on Koger Boulevard, the firm manages human capital infrastructure through an established co-employment framework. Under this arrangement, DecisionHR serves as the administrative employer of record while client leadership retains full operational command over corporate strategy, daily workplace duties, and hiring decisions.

The operational engine of the organization centers on payroll administration and tax compliance. Because payroll mandates vary across jurisdictions, the internal team manages automated wage disbursements, direct deposits, and quarterly and annual tax filings while assuming legal responsibility for statutory remittance. Alongside core wage distribution, DecisionHR deploys a secure, cloud-based platform that automates paperless onboarding, centralized document archival, and employee time tracking. The software provides workers with direct self-service access to pay stubs and tax forms while granting managers access to detailed departmental labor reports.

Risk containment and workplace safety constitute another major tier of their service structure. The team bundles workers' compensation coverage with active claims management, safety guidance, and Employment Practices Liability Insurance (EPLI) to protect organizations from exposure to costly workplace incidents or wrongful termination claims. Complementing risk mitigation, the organization utilizes combined purchasing volume to negotiate competitive health, dental, vision, life, disability, and 401(k) retirement packages that small and mid-sized employers often cannot secure independently. Dedicated human resource specialists also assist with employee handbook authoring, FLSA job classifications, and complex disciplinary consultations.

Transitioning an organization to a co-employment model requires orderly administrative preparation, with standard onboarding cycles taking between two to four weeks. Prospective clients should compile twelve months of payroll registers, current employee census records, three to five years of workers' compensation loss runs, and existing health plan rate sheets ahead of the discovery review. Initial project kickoff entails an account audit, employee file migration, and administrative software training before conducting the initial live payroll cycle.