HR, We Have a Problem - You can have it all. A cost-benefit breakdown on leveraging broker relationships to navigate people, processes, and HR tech solutions in complex business environments.

[00:00:00] I always tell them that they ask for help. Find out, really document, think about internally what do you need? What are you trying to accomplish? Think about three to five years out and come

[00:00:13] up with a plan, almost a project plan internally. Find out, get the stakeholders. What is it that you need? Who does it impact? What is the budget? If you don't know what the budget is,

[00:00:23] think about who is going to benefit from this change or be impacted by it. Welcome to the HR Huddle podcast, presented by Sapient Insights Group, the ultimate resource for all things HR. It's time to get in the huddle.

[00:00:50] Hello everyone. Welcome back to the HR Huddle. I'm your host, Terry Zipper, CEO and managing partner at Sapient Insights Group. I'm back for another episode of HR, We Have a Problem. This is the show where we break down the big and most relevant HR issues

[00:01:06] of the day. We help you make sense of what they mean for you. We talk about what you might do about them. Joining me today is Holly Larson. Holly is an HR technology consultant at

[00:01:18] USI. She leads the content committee for the advisor collective. The advisor collective is a nonprofit association that's made up of a group of consultants, brokers, advisors, managed service providers, all sorts of people that work together to support and really go to

[00:01:35] bat for smaller organizations when it comes to things like benefits and technology. Welcome, Holly. Great to see you. You too, Terry. Thank you. I am super excited about this conversation today because I feel like it gets us into some of the nuts and bolts of things.

[00:01:52] Some of these conversations tend to be a little more eyebrow, thought-provoking, don't necessarily get into how to get stuff done. I think you and I are going to have fun doing that today just really talking about how to get into and get some things done at the

[00:02:10] detailed level. All right. Let's get into the weeds. Yeah. I know you spend a lot of time with small to mid-sized organizations making employee benefits, broker technology decisions. We have been talking about really putting together some content for that

[00:02:29] and from the advisor collective that would be helpful not just to our fellow consultants and brokers but would be useful to employers as well. Based on that conversation, I think it'd be fun to really get into that process, talk about some of the things that need to happen,

[00:02:48] how to prepare for them, and maybe we'll do a little bit of role playing in this process. Does that sound like a good plan to you? Sounds great. All right then. Let's get into the huddle. Okay. Let's do it.

[00:02:59] Let's do it. Some of the things that we do at USI and I've done as a consultant over the years is we really try to listen to each client. You know from all the research that you've done

[00:03:13] that not every solution is going to meet the needs of every client. Yes, it's great and helpful to have the various quadrants that are out there in comparisons but you really have to listen to

[00:03:25] those clients' individual needs, not only where they are now and what technology they have in place but where do they want to be three, five years from now? Let's face it, beyond that, none of us

[00:03:39] know what's going to happen. A year ago we weren't talking about chat, GPT and AI every single day and now we are. Who knows what we're going to be talking about in five years? Where do

[00:03:50] they want to be from an organizational standpoint and how does the technology that they have in place fit into that plan? Does it fit? Can we make what they have work with some tweaks, some optimization if you will or do we really need to

[00:04:04] look at some point solutions that can enhance that or do we need to replace it? Maybe their business model has changed or their provider's business model has changed or they've just simply outgrown it. So that's kind of where I start. People, processes and technology, those

[00:04:21] three big buckets then yeah then we narrow it down to some other buckets right? If we're going to go out to market whether it's with human capital management, HCM or Ben Admin, solutions, look at that technology. We talked about that. Also look at their budget that's

[00:04:40] really important because there's a lot of ways I always say to get to point A to point B. It could be a Maserati or it could be a Mazda. I need to know what your budget is because

[00:04:49] I don't want you to fall in love with something you can't afford. It's okay. Mazda's great. It'll work. Let's talk about that and it's really important because we don't want to waste anybody's time. We don't want to waste their time. We don't want to waste the vendor's time.

[00:05:03] The other thing that I look at is culture. What's your company culture like? What's your organization's culture like? Are you that person that has to have that next iPhone? You have to have the one that's coming out. You got to have all the newest lights, Grace,

[00:05:15] or are you kind of one of those people who says let's just see how this is going to work before we bring it in. I need to know these things too. How's that going to work?

[00:05:22] What kind of support model do you need? Are you a DIY kind of person? You just want to do it all? Are your employees really self-reliant or do you need some hand holding? That helps me too.

[00:05:32] And then what's your timeline for this change? Is there a pending event? You've got to get this done or do you have time to be more methodical and take time with your selection process and

[00:05:42] your implementation and deployment of this new technology because if you're in a big hurry that may eliminate some runoff the batch just simply because they cannot get you in their production queue quicker. So that's kind of the high level of how I do what I do.

[00:05:59] And there's a lot of technology out there from an HR perspective just a ton and they all kind of have their own niches right? Some of them are trying to move up market but the reality is when you're

[00:06:12] looking at some of these you really need to be focused on the ones that typically serve your market and there's going to be bells and whistles but generally they do a lot of the same things.

[00:06:26] There's so many pieces and parts people are using these days. I mean the number of technologies that people are using just for HR has gone up exponentially in the last five years

[00:06:39] yes for small companies. Yes really small companies so it's amazing. I thought it might be fun to just kind of do an example right? Let's like walk through a I'm going to pretend to be a small business.

[00:06:55] I am a small business but I'm not as big as the one I'm going to describe. So I'm going to talk about a small business and kind of you know what I've heard from people or what I've seen

[00:07:06] happen in some of these businesses and sort of take me through how you would kind of approach some of the questions, some of the next steps for this person. Okay so I'm a small business.

[00:07:21] I have about 250 employees they just hired me to be the chief people officer if you will so they're starting to put you know HR people in place and do some more things but we're

[00:07:34] growing really fast like we expect to be 700 employees in the next two to three years so we're going to double a couple of times. We have a mix of organizations providing us stuff like payroll benefits insurance we have staff across the country we're onboarding people just

[00:07:57] so so quickly probably 20 to 30 people a month I mean it's just it's crazy and we have very little technology at this point and you know even some of the things that we have like the payrolls

[00:08:10] outsource right? So you know we're looking to start bringing some of this stuff in house and trying to figure out how we really build out our HR functions so as we grow we can

[00:08:22] deliver more of this work so as my broker I really am looking for help because I just don't even know where to begin. Right right so this is one of the great things that I kind of aside

[00:08:35] is why I love being part of the advisor collective Terry that you mentioned is because we do get to see a lot of the vendors and we do this also at USI so we spend time getting to know the vendors that serve this market that you're talking about

[00:08:49] so before I jump in as your consultant today I just want to say that that is a big responsibility and you mentioned earlier there's so many human resource in a you know human capital management providers benefits administration providers payroll providers that do the pieces of what

[00:09:06] you're talking about one of the things that a consultant like an HR technology consultant like myself would bring to the table is our job is to know those vendors that is our day job

[00:09:17] right you as this new CPO for this company that is not your day job your day job is to you know help the people in your organization be the best that they can be for that company so you're back to what

[00:09:30] answering you as the person who came forward with your your new broker right your new USI broker would bring me into the loop to answer these questions for you and I would be like hey Terry

[00:09:40] wow you've got a lot you've got some big plans ahead of you you're going from a relatively small employer and once you get past that 100 people into that 250 range and now you're talking 750

[00:09:52] that's a unique place in the market which we serve very well at USI and you start looking at some new vendors you're seeing that you're feeling those growing pains now the vendors that serve that under 100 that 100 up to 200 market are very different than those that start serving the

[00:10:09] 250 500 750 so you're really looking at some great opportunities with some of those technology vendors and you are going to have some choices that you didn't necessarily have before some of those can grow with you for quite a while they can be with you at the 250 750 and beyond

[00:10:26] some of them are not quite as able to scale so I would love to understand more about some of the things that you do you're interested in from a technology standpoint what vendors have you worked with in the past maybe what was your experience good bad or ugly

[00:10:43] yeah so they've mostly been good but they've been pretty you know pretty small organizations growing up I think one of the immediate needs that we have is going to be in the recruiting because we also need some onboarding technology because we're bringing so many people

[00:11:02] on board so quickly we really need a way to be more efficient and effective with getting them up to speed getting them you know on boarded onto their teams and things like that so

[00:11:14] I know that's one area that you know the current solution that we have is just not meeting our needs and so you know but it's it's just such a big pile of things right so

[00:11:26] you know how do we how do we get to the beginning that's where I'm sort of stuck I'm like trying to figure out okay we need payroll we need you know some bit admin capabilities we need recruiting

[00:11:39] um one of that for you it's like how you know where do we start like how I think help me think that through I think what you're doing is exactly the way to start how what are you looking for

[00:11:50] help in and then we can put that together would we look at what I what is referred to as an HCM or human capital management solution the core is the payroll and the time and that and then

[00:12:02] we can add benefits and we can also look at the talent suite that you're talking about and look at the whole employee lifecycle which I think would help you as a chief people officer right you're

[00:12:11] talking about the recruiting and onboarding a good HCM solution and you're in that size right now as an employer that you can find one that has all of those pieces so as you're ready and you can

[00:12:24] add them on as you need to you may not want to bite off the whole thing right away right you may just want to date some of those pieces and you have a really good candidate experience use some of those

[00:12:35] job boards that might be helpful for you you can add your own job descriptions they have AI that can help you write good job descriptions and you can get your managers involved in the

[00:12:46] approval process if that's something you would like and then that's just one clean experience it takes that information puts it into your onboarding so you're not having to redo things your recruiters are not having to re-enter things you're not having to chase people down great experience

[00:13:03] for the employees because let's face it they all everyone has their own device I'm sure you're just sitting right next to you right that's that right and then as we speak right and then once you've decided do you want that candidate because let's face it 20-somethings

[00:13:18] and 30-somethings are not easy to find these days there's a shortage of talent everywhere whether that's us you know somebody in service or if it's somebody on the front line doing manufacturing wherever you are there's a help one and sign somewhere yeah so we can get

[00:13:35] those people on board quickly and they can actually start enrolling in their benefits and even doing some training whatever you need prior to their first day of work so they're ready to go

[00:13:45] and they've already a part of your company all those things you can get a good employee experience and feeling like they're part of your organization get the benefits it'll integrate with time and the payroll if ACA is a concern because you said you're in several states and you're

[00:14:04] growing they all have different requirements for those kinds of things right and the benefits are different sometimes somebody says it requires you to have age bands some don't you've got a lot of different requirements your broker can help you with that plan design but that can tie in

[00:14:20] to your HCM with the benefits solution module you can have all of that in communications you can have some guidance to encourage your employees and their dependents to choose the best plan

[00:14:33] that's right for them and the risk that they you know any health risks they may have but also any financial concerns that they might have you know what makes sense for them all that can

[00:14:42] be together in in one solution if that makes sense for you and your budget and all those things we talked about yeah oh budget yeah so do you think so you know we're small but I think

[00:14:56] you know I want to look at multiple solutions should you know do you think we need to go out to bid and is that something that you can help us with and absolutely and how do you look at

[00:15:08] like what's your process or how do you what are the the data analyses that you use to kind of figure out what would be smart for us okay well what I'd like to do Terry since we've had this

[00:15:21] conversation you've given me some good information I have a very simple document that we can I can send to you afterwards and you can complete that for me give me a little more information

[00:15:30] about some of the systems that you do have in place including you know what you're using for your finances for example who's some of these other you where where some integration points

[00:15:41] would be so I understand that I want to make sure I'm bringing forward vendors that you meet your technical criteria and then I will bring forward probably three that I think would be

[00:15:52] good fits for you and we'll talk about them if for some reason you're not happy with one of them we might have another one I'm bringing in I think three is plenty to look at

[00:16:01] and what we'll do is well I will I'll have a briefing with them and let them know about your organization what you're looking for and then I will actually introduce you to those vendors

[00:16:12] they'll have additional discovery so that they can have a create a tailored demo experience for you nothing you know not a canned one you know you can go out to their website and see

[00:16:22] those right no they're going to tailor something for you and anybody else that you want to be engaged in that process and then within a week they will provide a proposal to you and then we

[00:16:34] will get back together and you and I can discuss what that looks like now I have relationships with these people they know that I'm gonna that they know I know what this should cost and we're

[00:16:43] going to make sure that you get the best possible pricing for that so wow you can get a proposal back in a week that's awesome I certainly can and I will so how long do you

[00:16:55] think this whole process will take us having this conversation to you know getting a proposal out to making a decision and getting something implemented okay so typical process depending on it's always depends on scheduling and this time of year we're getting kind of different if you

[00:17:13] you know it depends on one yeah yeah we're getting close to January 1 so everybody wants this but because of your size and it depending on how quickly it's all about scheduling right it's

[00:17:23] always all about scheduling clients typically don't think it's going to take as long as it does but it does and I don't know enough about your counts you're I don't know if your legal is quick

[00:17:32] or do you have contract you know outside counsel that is the big big sticking point yeah something your size we could probably get through this entire process in 60 days the valuation and selection process could be even be quicker I had one not too long go do it in 45

[00:17:50] days and they were larger than you are they were they were 795 employees got through it in 45 days wow from start to signature that's great done we only looked at two vendors because she eliminated one

[00:18:05] right off the bat she said nope I know enough about them we don't have to go I've already seen a demo I'll keep them in my back pocket she just ready to go so we can do that we can do

[00:18:14] I can move as quickly as you can as long as we get everything scheduled and the implementation for the payroll and the time which have to come first you got to get those set up because you got no

[00:18:24] where your deductions are going right you know if you'll track those things that's going to take for a company your size it's going to take 60 to 90 days and then the benefit been admin is

[00:18:32] going to start after that it's going to be another 60 but I would say probably another 60 days for your size maybe 90 but I doubt it then you've also got the carrier feeds after that so that is where the

[00:18:44] big that's the big snag the carriers are always always takes time yeah so we're right we run right up into the benefits open enrollment period right here in November okay so we can do it we can

[00:19:02] do it but it's going to be tight we don't have time to waste now your other option would be we can do everything pause for open enrollment this year stay on your current plan and then do it

[00:19:13] you know then do it you know do an off cycle you could start in you can still do the payroll and then you'd have your aca and payroll with your new provider whoever that might

[00:19:24] then start your benefits later doesn't really matter when you start the benefits as much as a little messy but it's not right or you could do an off cycle start with everything and start like an

[00:19:32] April 1 fresh quarter you'd still have two providers for aca the following year but I'm not sure that that's it's not the end of the world it's not the cleanest but there's some options we have some

[00:19:43] options it depends on what makes sense for you and your organization I know you're growing quickly but I know you also want to make a good decision because this is you're getting it right is

[00:19:53] important yeah and I want to be thinking out into the future right because it would be very easy to buy something that fits our needs today yes and three years from now we're we're blowing it up and

[00:20:06] I would go out and find another solution yeah I'm not going to let that happen to you because I'm not doing my job I will not let that happen to you so I mean assuming that we you know now

[00:20:15] if you go from it's three years you're at 1500 versus 750 might have a different conversation we might be having a different conversation but knowing we can't you know we're not controlling everything right but if the information that we have is good information to

[00:20:32] the best of our knowledge then I'll keep you on track I promise that's good I can't wait to have a new system well that was that was fun I love that you guys have a form that's really because to me there's

[00:20:45] just as a you know in the small business world you know you just you don't have the same processes in place that bigger organizations have like and people I feel like people ask questions that just make no sense for some of these size organizations you know because they're

[00:21:02] just used to working with with bigger companies so I love that I think let me ask this question as not as a company but just as me what other services as the broker for these organizations

[00:21:19] that do you guys provide because this is a huge one I mean I think helping them buying technology is is significant I mean that's huge that's a lot of work and you know

[00:21:30] being knowing the market because I think that's one of the things you guys do and I know you guys use our research and you know you know who the vendors are you know what space they play

[00:21:39] in worked with them in the past you know how to negotiate with them which I think is just huge I'm not sure a lot of people think about oh I should I should talk to my broker they could

[00:21:50] help me right so I think that's one thing I'd say to people if you're if you're not talking to your your broker about helping you grow your business you should be because I do think that that's a

[00:22:01] an area of expansion for people that they they don't necessarily are always thinking about yeah so yeah most of the brokers you know have a technology you know HR tech you know they have HR technology yeah so right they can help not all but most of them do

[00:22:18] and there are HR technology you know within the advisors collective we have a number of HR technology consultants so some of them are independent but they're very very good and

[00:22:28] they're they do some of some things that we at USI don't do and I refer them to some of the other folks that we work with so there are a lot of HR technology consultants out there

[00:22:40] some independent some smaller firms that do what basically do what I just described in some way shape or form with USI the brokers you know they are the ones that do the plan design and come up

[00:22:52] with the the best plan options and including voluntary benefits and those type you know not medical and then the voluntary as well as well and then we work together I'm a big big believer

[00:23:05] in having you know the right benefits and having employees understand what those benefits are and the technology that we that I recommend will support that and that's where the communication comes in and all of those things that I was talking about very passionate about that because

[00:23:20] most people spend you know more time picking out their next television or you know they're an air fryer than they do understanding what benefits they have and you know people think

[00:23:29] oh the most expensive plan must be the best plan if I can afford it that's what I should get from my family well maybe that's the best plan for you maybe it's not so it's important and you know

[00:23:40] most Americans are either way over insured or way under insured most of them are not getting the right thing so it's a huge issue and I think this can be very helpful some of the

[00:23:51] things that we do in addition to those evaluations is we do we provide you know we don't like to do it but we have it vendor escalations so you know service escalations and that gets

[00:24:02] back to what I said originally was the people processes and technology those are the three big things and at any given time well they all change over time and that change can happen

[00:24:15] who knows when yeah we all all people change right and then there's a lot of turnover in this space and in every space right now so maybe someone on your staff changed you know you're like in

[00:24:28] our role but you are a new chief people officer okay great who was there before you who made those decisions before you why'd they make those decisions well all that could have changed right or your favorite go-to person at your vendor has been promoted or left the organization

[00:24:45] is out on family leave whatever you don't know who to go to those people change or maybe you know you've got somebody new that's taking over the other role and they just don't communicate well or they're just not clicking you know those kind of things or

[00:24:59] guess what you made an upgrade somewhere in your system or they made an upgrade guess what technology changes or a process a business process change now suddenly things are not

[00:25:07] working the way they used to yeah we'll come in and kind of help help get you to the right people and make sure by is on the same page again and we're all talking the same language

[00:25:16] because hr tech language tech language and human resource language they're not all the same we all think we're speaking English but we're not different flavors of and there's a lot of nuances

[00:25:28] too when you get in there and start licensing technology not the least of which is for most of these vendors the you start paying on the day you sign the contract I'm up and you do even

[00:25:40] though you may not be using the software for three to six months down the road when you actually get it implemented so you know there's things that I think you guys could help

[00:25:50] too with that and not all of them are that way but some of them are and that's a big that's a big aha or a gotcha for some people you have to yeah it's things you have to watch out

[00:25:59] for right and and who's helping me you know watch out for those things right I think that I sold software you know I sold the benefits administration I've sold payroll I've sold time

[00:26:10] you know don't eat a lot so I am very much aware of that and I help that's one of the things not all the consultants not all consultants do this but I always offer if they'd like me to

[00:26:21] take a to review the contract prior to signature not only perspective but just simply from a business perspective to see is this industry standard is there anything here that they should question

[00:26:33] or push back on or be sure that they're legal or their accountant looks at because it just breeds money to me yeah yeah those are a couple of the big things that jump to minor one is when

[00:26:46] when's my monthly subscription start and the other one is how does my subscription go up as my company grows like what does that look like and you know am I gonna how often am I gonna see increases

[00:26:59] if we're growing and that kind of thing yeah typically there's a p the p e p m is how you're charged so that part you can kind of budget for because you know yeah a lot of times there's

[00:27:10] tier to pricing and so you theoretically your p e p m goes down as your head count increases a lot of times you get price breaks so like the in our in our situation at you know sometimes there's

[00:27:23] a break at 500 or 1000 so as you grow you actually get a price increase p e p m yes you're growing so you're paying more overall but you're paying it at a lower price yeah yeah

[00:27:37] and for people that don't know tell them what the p e p m is yes that's another acronym i usually pretty good about that lots of acronyms oh so many per employee per month and that's all the vendors

[00:27:50] price things differently which is one of the reasons i get back together with my clients after they've gotten all the proposals to make sure they understand what everything means because sometimes they don't i don't do a full-blown pricing analysis for them because i feel like

[00:28:04] it's really important we don't demand what number one but i feel it's important for them to go through that exercise and understand what they're looking at because if i just hand it to them it's like

[00:28:16] okay great i really kind of think it's important for them as a team to go through that exercise and and i'll answer the questions for them and if they miscalculated something i'll point out so no

[00:28:25] that's a that's a that's a monthly fee no that's an annual fee no that's a per pay period fee and i go through all of those things for them make sure you know i'll look at what they've come up with

[00:28:35] and make sure it's accurate based on what the proposal says yeah yeah and then there's the implementation fees which is all the configuration and setup and obviously that really depends on

[00:28:48] how complex you are and how much process you already have in place my suggestion and i don't know what your thoughts are on this to the extent that you have processes get them documented

[00:29:00] oh yeah because you don't want to have a situation where you're just using the tool off the shelf and and then find that you can't do the things you need to do they told you you could do them in

[00:29:12] the demo but but since we didn't implement it that way now now you can't do it so now you've got to do some re-implementation spend some more money you know know what you need like know

[00:29:25] the kinds of things that you really need it to do and that's part of the discovery process yeah with them is making sure and that's one of the reasons i have i do my discovery process

[00:29:37] with then i have them doing an an additional wow that was hard an additional discovery with the vendor so that those things can be clarified that's great yeah the other thing that i like

[00:29:52] about what we've done in the advisor collective is the way that this community sort of bands together and goes to bat first a lot of these small businesses because things change in the market as you were saying things are constantly changing you know every vendor does something

[00:30:11] a little different i remember last year and i won't mention any names but we had a vendor that was suddenly you know raising prices and caught people off guard and you know the advisor a lot

[00:30:24] of people in the advisor collective had clients who were on that that solution and they sort of went to bat and said hey we need some help here our customers need help here how are we going to fix

[00:30:35] this and i think that's one of the things that i love about the broker community is just the the work that they do for their their clients that great yeah we did sort of band together

[00:30:48] and say no yeah sorry this is not going to happen roll your roll on this one we understand but no yeah so what is one thing that you would leave the audience with today

[00:31:05] that if they're a small business and they're looking for you know getting started with some new technology what would you suggest they do as a first step i would well i always tell them

[00:31:17] that they need to they ask ask for help find out you know really document think about internally what do you need what are you trying to accomplish and like think about three to five

[00:31:28] years out and come up with a plan almost a project plan internally find out you know get the stakeholders what you know what is it that you need who does it impact what is the budget if

[00:31:39] you don't know what the budget is think about who all is going to benefit from this change or be impacted by it so in this case we're talking about hr technology so it's not just hr and

[00:31:51] benefits right it's it's all the things you were talking about earlier you're on all the you're bringing on new employees well that's every single department in your company right that that impacts everyone so think about that when you're talking about total rewards that's finance

[00:32:08] it's not just a payroll so think you've got to get there's got to be budget everywhere everybody everybody benefits so how do you impact it who are you providing reports for those people are impacted too you're talking about information technology so okay if they're if you have to

[00:32:24] go to it people to go to it for stuff this technology may relieve some of that burden so maybe some budget can come from there so think about all the people that are going to benefit

[00:32:35] from this change and get some champions and get some stakeholders and find out what they need to so you can wrap all this in it and then get that started you need to have some champions

[00:32:47] to get this going and you want to have some engagement and some because people have to you're gonna have to do some and don't think of go live as the end that's the beginning

[00:32:59] it's a deployment it's not just the implementation you have to deploy this it's a change that then you have to have it's you have to adapt to adopt everybody has to it's going to have to be

[00:33:11] a change through your organization so those are the things that I would think about this is a long term so you were talking about the timelines that's just that's that part of it there's

[00:33:21] it's an all it's an ongoing thing I mean it takes nurture just like anything else and ultimately you're going to reach a size that you're going to need somebody focus just on the technology right so lots of things to think about as you evolve and grow

[00:33:37] your organization and I would just say just ask ask your ask your colleagues and other organizations what they do how they got started ask your ask vendors you've worked with in the

[00:33:50] past if they they're happy to help but don't know that they've got it they have a lens right and they have a quota of course most of them have you know they have friends

[00:33:59] like us they know us right I know lots of people at lots of different vendors and have worked with them and you know trained them probably over the years but I've worked with a lot of people

[00:34:09] and ask your broker or ask people that are brokers maybe they're not you know maybe you all have wanted as depending on the size of your organization ask ask for help because this is a

[00:34:19] very as Terry said a very caring industry and people will help you by the way and they'll know someone don't go it alone awesome well Holly I want to thank you for joining me today

[00:34:34] this has been a great conversation I hope anybody that's looking to grow their business and drive through HR technology that this gave them some help and a person to reach out to if you're looking for

[00:34:46] some questions and some help there absolutely I want to thank our producers the brand method media group I want to thank our marketing team and I want to thank you for tuning in

[00:34:57] that's all the time we have this week for this episode of HR we have a problem if you enjoyed this episode you can subscribe to it on your favorite podcast app

[00:35:07] and leave us a review or send us a list of things you'd like to hear more about we'd love to try to get those topics on to the show we will be back in two weeks with another episode of

[00:35:19] HR we have a problem thanks everybody thank you Terry