Insperity

• Insperity has custom pricing for its HR and PEO plans based on workforce size, payroll, tax requirements, workers' compensation, EPLI coverage, and contributions to benefits packages 
• The platform can either be used as a stand-alone through HRCore, which would provide basic HCM support, or combined with full-service PEO support (HR360) for a more complete co-employment solution 
• Clients of Insperity have the flexibility to move from HRCore to HR360 or upgrade to HRScale, as they grow or require additional services 
• If an enterprise client has a need for enterprise-level technology combined with strategic HR assistance, they have the capability to choose HRScale, which contains Insperity's PEO services with Workday's HCM capabilities 
• Businesses with internal HR staff can use HRCore for technology and administrative support without giving up strategic control 
• Companies without dedicated HR teams or those in high-risk industries can choose HR360 for full-service support, including performance specialists and compliance expertise 

Here's how Insperity features differ across plans: 

The exact cost of using Insperity differs according to the number of employees, the types of services you choose (like basic HR technology or complete PEO with benefits), and how much further strategic support you require. Insperity has flexible options for companies of all sizes. 

Below we have listed a breakdown of the Insperity plans, with what each offers and when they make most sense: 

Insperity HRCore 

Ideal For: This one works well for small to mid-sized businesses that want an HCM platform with full-service payroll processing 

What To Know About This Plan: HRCore provides integrated HR technology with a per-employee, per-month pricing structure. This plan does not contain co-employment (like HR360). That means your business retains full legal responsibility as the employer of record. 

It is ideal for those companies that need payroll, compliance, and workforce tools with the option to add services as they grow, but do not want a full PEO commitment. 

Insperity HRCore Plan Features: 

• Integrated HCM platform for unified HR operations 
• Full-service payroll processing 
• Time and attendance tracking for accurate payroll 
• Administrative HR support from experienced professionals 
• Employee onboarding tools 
• HR compliance support 
• Workforce analytics and reporting capabilities 
• E-learning platform with thousands of training courses 
• Applicant tracking system (available as an add-on) 
• Employee handbook builder for policy documentation 
• Benefits administration tools 
• Retirement services integration (available as an add-on) 

Insperity HR360 

Ideal For: Any businesses that want a full-service PEO relationship with a complete HR infrastructure and Fortune 500-level benefits can use this plan 

What To Know About This Plan: HR360 operates under a co-employment model where the PEO (Insperity) is the legal employer for payroll, taxes, and benefits purposes. What we found special about this plan is that it includes a dedicated client service team with an average of 60+ years of shared HR experience. 

Not only that, but this plan has access to performance specialists, safety specialists, and HR strategy consultants. And because of its strong compliance capabilities, it should be considered for businesses in regulated industries or operating in multi-state environments. 

Insperity HR360 Plan Features: 

All HRCore features, plus: 

• Employee health and welfare benefits 
• Insperity as a benefits plan sponsor and administrator 
• Access to Fortune 500-level benefits packages 
• EEO assistance and compliance guidance 
• Employment Practices Liability Insurance (EPLI) 
• Dedicated performance specialist for employee development 
• Safety specialist 
• Comprehensive employer liability management 
• HR strategy consulting from experienced professionals 
• Compensation strategy development 
• Custom employee handbook creation 
• Learning and development strategy planning 
• Full Professional Employer Organization (PEO) partnership 

Insperity HRScale 

Ideal For: This one suits for growing businesses that need enterprise-grade HR technology combined with certified HR expertise 

What To Know About This Plan: HRScale is Insperity's newest offering, developed through a strategic partnership with Workday, announced in February 2024. It combines Workday's award-winning cloud-based HCM platform with Insperity's full-service PEO model, creating what both companies describe as an ‘industry-first solution’ for the middle market. The plan contains expert support from Workday-certified professionals. Along with that, it adds additional benefits by providing multi-state-related compliance, at the same time enabling a data-driven workforce strategy. 

Insperity HRScale Plan Features: 

All HR360 features, plus: 

• Workday Human Capital Management (HCM) platform 
• Enterprise-grade cloud-based HR management 
• High-touch service from a dedicated team 
• Workday-certified professional support team 
• Ongoing federal and multi-state employment law monitoring 
• Multi-state compliance management for expanding businesses 

• Some users didn't like the fact that its pricing lacks clarity upfront. As per one reviewer, ‘the pricing structure lacks transparency’. That suggests that companies are not able to get a complete picture of what they will pay until after they have made their commitment to the platform 
• Meanwhile, other users reported that they experienced additional costs due to bundled services. One user commented, hey sell you on the fact that healthcare will cost less. In the end, healthcare will cost less, but they will REQUIRE you to sign up for other services at exorbitant prices. Ultimately, it will cost you about the same. In other words, what you save on healthcare, you end up spending on services you were required to buy 
• On a positive note, one reviewer stated, ‘My benefits package was GREAT. It was just enough for me, and the price point was fantastic. For employees, the benefits quality relative to cost can feel like a strong value 
• Numerous businesses have indicated that they have seen real financial results from their partnership with Insperity. One user commented, we save quite a bit of money each year and provide competitive benefits for our employees by partnering with Insperity’. For companies that find the right fit, Insperity can deliver measurable cost savings while keeping employee benefits competitive 

Your decision about which plan you ultimately choose is based on whether you want basic HR technology, a strategic HR partnership, or enterprise-grade systems combined with full-service support. To help you to determine the plan that best fits your unique circumstances, there are a few factors you should consider: 

• The first step is deciding if you want to remain a complete employer (HRCore) or be co-employed (HR360 or HRScale). This decision will set up the structure for who is liable and benefits access 
• Next, determine if you will need Fortune 500-level benefits packages. If attracting talent through competitive benefits is your business priority, HR360 or HRScale provides access to Insperity-sponsored plans that small businesses cannot typically access independently 
• Think about your industry risk profile. Employers in high-risk industries or those with extensive compliance requirements can benefit from having dedicated safety specialists and an employer liability management team provided by Insperity's HR360 plan 
• Think about your technology needs. If your employer prefers modern, enterprise-class HCM platforms and has an established preference for Workday, then they would likely prefer HRScale's Workday integration instead of Insperity's proprietary technology found in HRCore and HR360 
• Then, assess how many states you are doing business in. If you have multi-state operations, you will need significant compliance resources, which you can access in the HRScale plan 
• Calculate your total employer cost per employee by adding administrative service fees to add-ons such as Applicant Tracking Systems (ATS), contractor management, and retirement benefits 
• Request a detailed price breakdown of the costs associated with the base fee, and what requires additional payment 
• Determine if you will be eligible for any discounts based on contract length or number of employees; pricing flexibility may exist based on your situation 

To understand whether Insperity is worth it, consider several factors such as pricing transparency, contract flexibility, customer support quality, ease of use, and how well the platform scales with your business size. 

Of those, value for money and ease of use give you the clearest picture of how this platform will perform generally: 

Value For Money 

Insperity has earned a 4/5 overall value of money. Numerous Insperity users state they experience a significant financial gain through their partnership (especially related to the cost of paying for employee benefits). For instance, a review from an Insperity client stated they have saved significant money each year while still offering competitive benefits to their team. For employees, the quality of the benefits package relative to cost is frequently described as a strong point, with some calling it both comprehensive and well-priced. 

However, the lack of pricing transparency is one of the most commonly raised concerns among those reviews. They didn't get the cost structure upfront. Therefore, they face difficulty obtaining information relative to their estimated total costs in advance in order to evaluate their ultimate total cost of doing business with Insperity. 

Ease Of Use 

Insperity earns a 4/5 for ease of use. Many of the users report that it is well-organized and easy-to-use. The payroll, time tracking, benefits, and HR records on the platform are all available through a single dashboard. This eliminates confusion for both the user and administrator in finding the information they need. The mobile app also receives positive mentions, with users appreciating how quickly they can locate documents like health insurance cards on the go. 

On the other end, there were some users who commented on a specific area of the platform being less than intuitive. For example, fewer users noted that payroll features and benefits enrollment were occasionally slow, and this caused issues completing tasks that had time limits. 

Let's take a look at some alternative solutions, comparing their approaches for similar capabilities and their pricing: 

Disclaimer: Pricing references are based on publicly available third-party information and industry benchmarks. Actual costs may vary.   

Based on user reviews, Insperity has received the following ratings: 

• Overall rating: 4.1/5 
• Ease of use: 4/5 
• Value for money: 4/5 

Picking the right Insperity plan depends on your business size, whether you want co-employment benefits, and the level of strategic HR support you require. Companies that have simple human resources (HR) needs and are small or medium-sized may find HRCore is sufficient. Companies that have aggressive growth plans, which require the same amount of competitive benefits as Fortune 500 companies, might benefit more from HR360's full-service PEO model. 

For rapidly expanding companies, HRScale may be best, as it includes enterprise-class Workday technology. Also, determine the number of employees, any add-on requirements, and overall cost per employee so that you can maximize your expenses without incurring redundant costs. 

Insperity's pricing isn't publicly disclosed on its website. This guide uses third-party sources and industry benchmarks to establish a typical pricing range, cost drivers, and common PEO pricing patterns. We also reviewed user reviews to analyze the most common trends concerning cost, value for money, and ease of use for each Insperity user. By doing this, we gain some insight into how companies using Insperity would have performed under real work conditions.