With swift organizational growth come challenges and revelations along the way that, together, are the ingredients in a recipe that can elevate conventional conceptions of what a professional employer organization (PEO) can be. The story at PRS is that tale: a small organization growing rapidly in its headcount to become a midmarket employer and, along the way, turning to Insperity, the PEO that would be able to help PRS manage this growth from the standpoint of operational HR and help executive leadership realize its greater vision for their people.
PRS: Growing with Insperity
In considering traditional views of why an organization would turn to a PEO, Joe Getch, CEO of PRS, says, “I think a lot of people might think of a PEO as a way to shift resources and perhaps reduce the size of their internal HR staff by utilizing an outside agency to assist with the HR function. Given the growth that we were going through, however, we looked at it as an investment of resources.”
A provider of behavioral health, crisis intervention, and suicide prevention services, PRS won a bevy of new and expanded business between December 2021 and April 2022. Among others, this included expanded national contracts to be a part of the 988 Suicide & Crisis Lifeline as a national backup center and as a core chat center and new business within Virginia. PRS’s headcount grew nearly three times in size in the ensuing 18 months, from 125 to approximately 315 as of the writing of this report. Prompted by this rapid growth, PRS soon began looking at PEOs, ultimately commencing its working relationship with Insperity in May 2022. Says Getch, “Our HR team has actually expanded since,” increasing in the ensuing time from two full-time equivalents (FTEs) to comprise, now, an HR director, two HR generalists and several recruiters.
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