Paul Breslau 602-692-6832

By Paul Breslau, Breslau Insurance & Benefits Inc.


Routine and repetitive tasks are the first that are automated.  In Human Resources this includes a multitude of systems for payroll, 401k plans, insurance benefits, time and attendance, training, compliance, communications, OSHA Safety, performance review, tracking of company property, employee skills and licensing, etc.  Over time these systems continually improve their ability to work together and be integrated.

For example, from the website: “Our software was built on the belief that clients should have the ability to choose the systems right for their business—not the other way around. With 300+ integration partners across 20 product categories, our open architecture allows you to streamline the management of payroll and human resources data across other business platforms. Our 180° and 360° integrations give vendors the ability to automate the flow of data to and from Paylocity, or in either (single) direction. Leverage the systems you need without the hassle of disparate data, time-consuming management, or a poor user experience.”  Pamela Barkovic (541 852-0095) is a Paylocity Account Executive. 

According to Kendall Green (480 229-7192) of Harbor America the impact starts with recruiting and hiring.  From the website: “New hires require a lot of paperwork and a lot of time.  Our electronic onboarding system and your dedicated Harbor America HR expert will help get your new employees onboard and making you money!  This includes collecting all the necessary tax documents and employment verification, eVerify (as required).”

The above are two basic ways to integrate automation for Human Resources.  Paylocity, and similar companies are payroll and technology companies.  Harbor America and their competitors are Professional Employment Organizations or PEOs which take Human Resources help a few steps further.  Additional Human Resource automation methods are also developed by insurance companies, and specialty companies.

Back to the PEOs which Wikipedia describes as offering “. . . human resource consulting, safety and risk mitigation services, payroll processing, employer payroll tax filing, workers' compensation insurance, health benefits, employers' practice and liability insurance (EPLI), retirement vehicles (401(k), regulatory compliance assistance, workforce management technology, and training and development. The PEO enters into a contractual co-employment agreement with its clientele. Through co-employment, the PEO becomes the employer of record for tax purposes through filing payroll taxes under its own tax identification numbers.”

Some payroll companies including ADP also offer PEO plans which in their case is called ADP TotalSource.    Then there is Zenefits which started with free payroll if they were the Benefits’ Agent or Broker.  Zenefits is now migrating to a pure payroll and automation company and starting to work with the big brokerage agencies. 

Competition between Payroll companies, PEOs, Agents, and Brokers is fierce.  What is important to you as a business owner or manager is to work with trusted professionals.  These are difficult to find because many Account Executives only represent one company.  A perspective is difficult to obtain. 

For example, AFLAC, Colonial, and others compete in the Voluntary Worksite Insurance market.  According to Mark Wheeler (602 499-6276) of AFLAC, “Offering employees and their families the ability to avoid financial catastrophe for a small monthly premium can be invaluable.”  MetLife, Principal, and others compete in the Ancillary Insurance market which is like Worksite but different.  Depending on your business circumstance there are advantages and shortfalls to each.

The pace of change is fast due to technology improvements and legislation.  The competition leapfrogs each other in meeting market demands.  Please use your own advisors or feel free to reach out directly to those mentioned in this article or to give me a call. 


I am now partnering with leading local experts in all lines of insurance and business services.  Please reach out to me at 602 692-6832 or for an initial conversation, evaluation, or referral.  

Paul Breslau, Registered Health Underwriter (RHU), Registered Employee Benefit Consultant (REBC), Chartered Life Underwriter (CLU), Chartered Financial Consultant (ChFC), Chartered Advisor for Senior Living (CASL), is President of Breslau Insurance & Benefits Inc. Contact: 602-692-6832;;

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