Outsourced HCM & HR Services FAQs for Growing Companies
Answers to common questions about MP’s payroll, HR consulting, benefits administration, and isolved HCM platform. Learn how MP serves companies from 10 to 10,000 employees with dedicated, personal service.
About MP and Our Services
What does MP do?
MP: Wired for HR delivers payroll, HR consulting, benefits administration, and talent acquisition through isolved’s industry-standard HCM platform, paired with dedicated experts who know your business by name. We handle the full employee lifecycle, from hiring and onboarding through payroll, compliance, performance management, and analytics, so your team can focus on running the business instead of managing HR systems. We serve companies from 10 to 10,000 employees across healthcare, manufacturing, hospitality, professional services, nonprofits, and 20+ additional industries.
Our Tech Solutions: Payroll, Time and Attendance, Talent Management, Benefits Admin, Learning Management
What services does MP provide?
MP provides a complete HCM platform plus hands-on HR expertise across six core areas: payroll processing (including multi-state), benefits administration and open enrollment, HR consulting and compliance guidance, talent acquisition and recruiting, time and attendance tracking, and training and development through our LMS. We also offer performance management, expense management, predictive people analytics, and employee self-service tools. Every service is delivered through a single isolved platform with one login, so your data stays connected and your team is not juggling multiple systems.
How is MP different from other HCM providers?
Three things set MP apart. First, we answer the phone: 95% of calls are picked up within 30 seconds by your dedicated rep, not a call center. Second, our people stick around: the average MP team member has been here 4.4 years, which means you are not re-explaining your business every quarter. Third, we chose isolved after evaluating every major HCM platform because it delivers what growing companies need without the complexity they don’t. The result is 96% client retention, which means the vast majority of companies that start with MP stay with MP.
Pricing and Getting Started
How does MP’s pricing work?
MP pricing is based on the scope of services your company needs, the size of your workforce, and the level of hands-on support you want. We use transparent, straightforward pricing with no hidden fees or surprise increases. The fastest way to get a tailored quote is to schedule a conversation with our team.
How quickly can MP get started?
Most clients are fully up and running within about four weeks. Here is how it works: Week 1 is discovery (we listen, you talk). Week 2 is configuration (set up your way). Week 3 is migration (we handle it). Week 4 is go-live. We have a 100% on-time implementation record. For urgent situations, like the unexpected departure of a key HR leader, MP can deploy interim support within days.
What does the onboarding process look like?
Implementation follows three phases. In phase one (discovery and audit), we learn your current processes, review existing policies, and identify gaps. In phase two (transition and configuration), we set up isolved to match how your business works, migrate your data, and train your team. In phase three (embedded operations), your dedicated MP team takes over day-to-day support. Your team’s primary lift happens in phase one; we own the heavier work in phases two and three.
How MP Compares
Is MP a PEO?
No. MP is not a PEO. A PEO becomes the co-employer of record for your staff, which transfers employment liability and bundles benefits under their EIN. MP provides HCM technology and HR services while your company remains the sole employer. You keep full control of your workforce, your benefits, and your employee relationships. MP works well for companies that want specialized HR expertise and powerful technology without giving up employer control.
What is the difference between MP and a PEO?
The core difference is the employer relationship. A PEO becomes a co-employer of record for your staff. MP does not. With a PEO, your employees technically work for the PEO’s EIN. With MP, they stay on yours. PEOs work well for very small employers who want bundled benefits and minimal HR management. MP is built for companies that have outgrown the PEO model and want specialized expertise across payroll, compliance, benefits, recruiting, and strategy while keeping their workforce on their own EIN and maintaining direct employee relationships.
How is MP different from ADP or Paychex?
Big vendors have 900,000+ clients. You are a rounding error to them. MP has 2,300+ clients, and you are a partner to us. The practical difference: when you call MP, 95% of the time your dedicated rep picks up within 30 seconds. With large vendors, you are often waiting 30+ minutes to reach a call center agent who has never heard of your company. MP also provides industry-specific configuration, 100% on-time implementations, and transparent pricing without the hidden fees and year-over-year increases that are common with big-box providers.
How is MP different from hiring an in-house HR director?
An in-house HR director is one person with one set of skills. MP is a team. Most growing companies need expertise across payroll, compliance, benefits, recruiting, employee relations, and HR strategy. A single hire cannot cover all of that well. MP gives you access to specialists across each area, backed by isolved’s full HCM platform, often at a comparable or lower total cost.
Industries and Company Size
What size company is MP best for?
MP serves companies from 1 to 10,000+ employees. The sweet spot is companies in the 50 to 500 range, where you have likely outgrown spreadsheets or a single overloaded HR generalist but do not need (or want to pay for) a full in-house HR department with specialists across every function. That said, the isolved platform scales from very small teams to large organizations without requiring a system migration as you grow.
What industries does MP work with?
MP works with companies across healthcare and home care, manufacturing and logistics, professional services, hospitality and retail, nonprofits, construction, financial services, technology, and 20+ additional industries. Our model is industry-agnostic at the platform level, but we configure isolved with industry-specific workflows. Healthcare clients get HIPAA-compliant processes and credential tracking. Manufacturing clients get union rule calculations and shift management. Hospitality clients get tip reporting and scheduling tools. Your setup reflects how your industry works, not a generic template.
Nonprofit, Home Healthcare, Manufacturing, Hospitality, Professional Services
Can MP handle multi-state employees and remote workforces?
Yes. MP manages compliance across multi-state workforces, including state-specific wage and hour rules, leave laws, harassment training requirements, paid sick time mandates, and posting obligations across every state where your employees live and work. This is one of the most common reasons companies come to MP: their remote hiring footprint outgrew their internal team’s ability to track compliance across jurisdictions.
Technology at MP
What technology platform does MP use?
MP exclusively uses isolved, an industry-standard HCM platform recognized as a Leader in Nucleus Research’s HCM Value Matrix. isolved serves 189,000+ employers and 7 million+ employees, with 3,500+ product enhancements released annually. The platform covers payroll, benefits, time and attendance, talent acquisition, performance management, expense management, training/LMS, and predictive people analytics, all through a single sign-on. We chose isolved after evaluating every major platform because it delivers what growing companies need without the complexity they don’t.
Does MP work with other HR systems?
Absolutely. Whether you’re moving from another provider or implementing a new HR system for the first time, MP helps guide the transition process and configure a solution that fits your business needs.
We also work with a wide range of integrations to help streamline operations across payroll, HR, benefits, time tracking, and more.
General HR Questions
What is outsourced HR?
Outsourced HR is the practice of contracting an external firm to deliver some or all of a company’s human resources functions, including compliance, benefits administration, talent acquisition, employee relations, and HR strategy. Unlike a PEO, outsourced HR does not transfer employer liability. The company remains the employer of record, and the outsourced firm acts as an embedded extension of the internal team. Outsourced HR is used by growing companies that have outgrown a single in-house HR generalist but do not yet need a full HR department.
When should a company consider outsourcing HR or switching HCM providers?
Common triggers include: crossing the 50 to 100 employee threshold, operating in multiple states with different compliance requirements, having a single overloaded HR generalist handling everything, a recent acquisition or funding round, rapid hiring, the departure of a key HR leader, or growing frustration with an unresponsive current vendor. The decision is usually less about cost and more about risk, capacity, and whether your current setup can keep pace with your growth.
What is the difference between outsourced HR and a PEO?
The core difference is the employer relationship. A PEO becomes a co-employer of record for your staff. An outsourced HR provider does not. PEOs work well for very small employers who want bundled benefits and minimal HR management. Outsourced HR services and HCM platforms work better for growing companies that want specialized expertise across compliance, benefits, recruiting, and strategy while keeping their workforce on their own EIN.
Watch: The MP Process
Still Have
Questions for Us?
If your question isn’t answered here, reach out to us at https://mp-hr.com/contact-us/.
