Everything that happens around the benefits you already have.
Most business owners don't have a benefits problem. They have a back office problem: payroll, hiring paperwork, HR compliance, workers' comp, COBRA, terminations. We've built a relationship with a vetted PEO partner so our clients can hand all of it to one team, while we keep doing what we do best on the health, life, and retirement side.
No charge, no obligation, and a straight answer on whether this is worth your time.
One relationship instead of six.
Payroll company. Benefits broker. HR consultant. Workers' comp carrier. A 401(k) provider. Whoever wrote your handbook. Every one of them holds your employee data, none of them talk to each other, and all of it lands back on your desk when something breaks. A PEO (Professional Employer Organization) consolidates the employment back office into a single team, and we've done the work of finding one we're willing to put our name next to.
Payroll
- ✓Full-service payroll administration (software plus processing)
- ✓Direct deposit or pay card
- ✓Payroll taxes, filings, and W-2s
- ✓Deductions and compliance: benefits, 401(k), garnishments, new hire reporting
- ✓Time and labor tracking with reporting
Human Resources
- ✓Electronic new-hire onboarding
- ✓Compliant employee handbook and custom HR policy development
- ✓HR consulting on compensation and proper worker classification
- ✓Training and employee support: anti-harassment, performance and discipline, employee relations, employment verification
- ✓Compliance management: DOL and EEOC audit help, FMLA and leave guidance, I-9 and E-Verify, labor law posters
Employee Benefits and 401(k)
- ✓Medical, dental, vision, and life coverage
- ✓Accident, critical illness, hospitalization, and pet insurance
- ✓401(k) administration
- ✓Benefits admin: invoices, bill pay, and employee claims support
Risk Management
- ✓Workers' comp coverage and claims administration
- ✓Post-accident support, including investigations and guidance
- ✓Safety and compliance: training, a written accident prevention plan, OSHA guidance
Talent Acquisition
- ✓Job description creation and review
- ✓Resume screening and initial phone interviews
- ✓Access to drug testing and background screening
Separation
- ✓Employee termination support
- ✓COBRA administration
- ✓Unemployment insurance claims administration
Where we fit, and where they do.
This is a partnership, not a handoff. You keep one point of contact for anything touching coverage, and you gain a full back office for everything else.
Future Financial handles
- ✓Group health strategy and placement, including plan design and carrier selection
- ✓Open enrollment, run by us, with enrollment software implemented and managed
- ✓Ancillary and voluntary lines: dental, vision, life, disability, accident, critical illness
- ✓Owner and executive planning: cash value life insurance, retirement income, advanced tax planning
- ✓Renewal negotiation and year-round employee questions
Our PEO partner handles
- ✓Payroll and all associated tax filings
- ✓HR compliance, handbooks, and policy
- ✓Workers' comp and claims
- ✓Onboarding, terminations, COBRA, and unemployment claims
- ✓401(k) administration and benefits billing
Who this actually helps.
A PEO is not the right answer for every company, and it is an easy thing to oversell. Here is the honest version.
Worth a conversation if
- ✓You have roughly 5 to 500 employees on payroll
- ✓HR and payroll are being absorbed by an owner, an office manager, or a bookkeeper who was hired to do something else
- ✓You're growing or hiring and the paperwork is starting to outrun you
- ✓You operate in more than one state and the compliance rules keep changing on you
- ✓Workers' comp is a real line item and claims are handled reactively
- ✓You want better benefits than your headcount would normally buy you
Probably not yet if
- ×You're a solo operator with no W-2 employees
- ×You already have a full internal HR department that's working well
- ×Your workforce is entirely 1099 contractors
- ×You're mid-contract with a provider and there's no compelling reason to move
What happens next.
No commitment at any point, and nothing costs you anything until there's a proposal worth reading.
A 15-minute call with me
We go over your headcount, the states you operate in, what you're paying for benefits and workers' comp today, and who is currently doing the administrative work.
A joint call with our partner
I introduce you and stay on the line. They scope what service would look like for your business and what it would cost. You ask them anything you want with me in the room.
A side-by-side comparison
You see what you have now against what this would look like, in dollars and in workload. If it doesn't clearly beat your current setup, don't do it.
Let's get the back office off your desk.
Fifteen minutes on the phone, or in person if you're local to Tampa Bay. I'll ask about your headcount, your benefits, and who's currently buried in the paperwork, then tell you honestly whether this is worth pursuing.
No charge, no obligation, and no pitch if you're not a fit.
kyle@futurefinancial.us · (954) 296-4803 · futurefinancial.us
Future Financial is an independent insurance and financial services agency. The content on this page is provided for general informational purposes only. It is not tax, legal, accounting, or human resources advice, and it is not an offer or solicitation to buy or sell any product or security.
Payroll, human resources, workers' compensation, risk management, talent acquisition, retirement plan administration, and related employment services described on this page are provided by an independent third-party Professional Employer Organization, not by Future Financial. Future Financial is not a PEO, a payroll provider, a third-party administrator, or a law firm, and does not provide these services directly. Service availability, scope, pricing, and eligibility are determined solely by the service provider and vary by state, industry, headcount, and underwriting.
Future Financial may receive compensation in connection with client referrals to partner service providers. Any agreement for employment services is entered into directly between the client and that provider under its own contract and terms. Insurance products, where used, are issued by the applicable carrier and are subject to underwriting, carrier approval, and the terms of the policy contract.
Nothing on this page guarantees any particular cost, savings, compliance outcome, or service result. Employment law obligations remain the responsibility of the employer. Always consult your own CPA, tax attorney, or employment counsel before changing how your business is structured or administered.