Learn best practices in selling HR from the Service Bureau partners. During this group discussion, we reviewed wins and losses to understand the requirements for success. Partners shared their strategy in business development, sales process, and deployment. How do I align my organization for success?

1. Service Bureau & Partner
Roundtable
Best Practices in selling HR

2. Agenda
 Partner Models
 Best Practices in selling HR
 Service Bureau Successes
 Lessons Learned
 Key Factors for success

3. Partner Models
Service bureau models
 Referral – 5%
Infinity HR performs all functions
 Reseller- 80%
Service bureau takes on some functions
 Private Label – 15%
Broker/service bureau performs all functions

4. Best Practices in selling HR
 Create a business plan & strategy for HR
 Assign comp & quota to sales
 Acquire HR expertise internally
 Staff for positions & competencies
 Learn the system attributes & benefits derived
 Develop references immediately
 Train, train & train the organization

5. Service bureau case study
 Company background & demographics
 Sales process – competition – HR requirements
 Key Factors for success
 Any challenges to overcome
 Outcome
 Reasons for win/loss
 Lessons learned from process

7. • Large Restaurant Group
• 500 employees
• 6 locations
• Utilizing ADP

8. • Over a year calling on- ADP Contract
• They received 5 Presentations and Bids
• Paycor, Paylocity, PayChex, Inova, and Paycom
• ACA was the a focal point
• Applicant Tracking
• Benefits Management
• Employee Communication – EE Portal

9. Key Factors for Success
• Analysis to understand current infrastructure
• Providing Market Relevance
• No Product Dumping
• “Not a matter of if but when”

10. Challenges
• Cost Associated with Change
• Selling against Single Sign On/One Solution
• Overwhelming Complexity's of new solutions

11. Reason for Win
• Defining Features and Benefits and not stuck on
Functions – market relevance
• Best of Breed Solutions
• Not a software company but rather a service
driven business.
• Technology is only as good as the teachers and
users!
• SPHR Client Services- best practices

12. Lessons Learned
• Drive features and benefits
• Drive the future value
• Drive questions with direction- how the right
way so they have something to compare to.

14. Altera Payment Solutions - Background
• Core team has been together for 14+ Years
• A Division of State Bank and Trust
• 25 Team Members serving approximately 1,500+ clients
• Average client size is 50 Employees
• Market is focused on Georgia and the Southeast
• Current IHR Clients
• 5 Live & 7 in Implementation

15. Challenges to Overcome
• Getting clients Live in 8 weeks
• Collecting Accurate Benefit Data
• Client not understanding their benefits
• Implementation & Demo Support from same staff
• Prospects with existing HRIS products need to be shown
the benefits of IHR over their product
• Integration between Payroll System & IHR

16. Success Against SilkRoad
• Client was an existing payroll client
• Client had begun SilkRoad implementation and paid for some
of the implementation fees
• We won with IHR on payroll integration
• We were able to stop the implementation of SilkRoad and
present a cost structure that recovered the SilkRoad
implementation fees in about 1.75 Yrs

17. Success Against UltiPro
• Existing Client with 600 employees purchased a larger client
with 1,300 employees
• Larger Company had UltiPro and 5 other HR software
packages
• We won by eliminating some of the other systems
– Eliminating one system alone resulted in a $150K/year
savings

18. Lessons Learned
• Need to pre-qualify the prospect
• Remove any obstacles prior to the demo
• Use the Demo Discovery Document to customize the demo
• Key Success Factors
• Demo is last step in process
• Stand up Payroll Sync in Week 4
• Emphasis with client to get accurate Benefit Data by the end
of Week 1
• Hard Deadlines, including Bill Date

20. Alliance Benefit Group Background
• Third Party Administration company
• Retirement and Health and Welfare
• 85 years of combined experience in payroll department
• Started Payroll in 1995
• Average client size is 75 Employees
• Do business nation wide
• Current IHR Clients
• 4 live and 2 in implementation

21. Prospect Company Demographics
• Manufacturing Company
• 4 different locations- with 500 plus employees
• 2 payroll people centralized
• Three month implementation process
– Wanted TLM and Benefits
• Four meeting process
• With Ceridian- very unhappy!
• Up against 3 different competitors

22. Challenges to Overcome:
• Very, very complex TLM set up
• ABG was new to IHR and sync
• Limited resources from client and ABG
Lessons Learned:
• Must gather ask detailed questions and gather information
• Determine what they want prior to demo- don’t lead with demo
• Set realistic implementation goals and everyone must stick to
them.
Won!
• Based on customer service and payroll sync
• Ability to have TLM and benefit enrollment all in one!

23. Current Client Demographics
• Has 5 EIN’s with all different benefit packages
• 400 employees- very seasonal
• Four different TLM set up
Challenges to overcome
• Ready to leave ABG- for ADP when I started
• Needed to show how IHR could compete
Lessons Learned
• Tell your clients about your new offerings!
• Have a call with implementation people
• Loved ACA tools

25. Key Factors to Success
 Partner has made strategic commitment to HR
 Sales must act as an advisor to HR
 Not all sales people can make the leap to sell HR
 Comprehensive scoping of HR policies & processes
 Challenge your prospect – out of their comfort zone
 Implement based upon appetite for change
 Client must possess/develop HR & tech competencies

26. Lessons learned
 A demo will kill a deal if you haven’t completed a discovery
 We do not give prospects a demo “sand box”
 Deal with the integration issue upfront
 Salesperson must take control of demo environment & provide crowd
control
 Know your competition strengths & weaknesses
 You still own the sales process- and the relationship

27. Questions?