The real cost of vendor fragmentation in HR
Several logins, several reps, zero accountability. Here's what that costs in real time.
The fragmented HR stack develops slowly. You add payroll because accounting needs it. You add benefits administration because your broker uses that platform. You add an applicant tracking system because recruiting asked for it. You add a time-tracking tool because the old one stopped working. Nobody planned the stack. It just accumulated.
The coordination tax
Every system that doesn't talk to the others creates manual work. Someone reconciles payroll against benefits deductions each month. Someone chases down the broker when an employee's coverage doesn't show up correctly. Someone emails the payroll processor when a new hire's information is wrong in the benefits system. That someone is usually your HR person, or your office manager, or you.
The accountability gap
When something goes wrong, and it will, the fragmented stack has no single owner. The payroll company says the data came from the broker. The broker says the employee submitted the wrong information. The benefits administrator says the effective date issue is a payroll problem. You're caught in the middle with an employee who has a real problem right now and no one to call.
What it actually costs
The direct costs are real: duplicate data entry, reconciliation time, error correction and the occasional penalty for a missed filing. But the indirect costs are bigger. The time your HR person spends managing the stack instead of managing people. The decisions made on incomplete data. The employees who can't get a straight answer about their benefits and blame the company, not the vendor.
The alternative
One team. One set of systems. One contact per function. When something goes wrong, you call the same person you always call. They already know the situation. They fix it or they own getting it fixed. That's not a technology solution. That's a model solution.
You call. We answer.
And if we're not the right fit, we'll tell you.