Sub Specialty Contractor

We have 80 or so employees and are a union contractor.   Being union allows our insurance and retirement functions for the field be managed elsewhere, which is helpful.  We manage all other HR responsibilities in-house.  A divide and conquer approach.  It's amazing the number of activities around on-boarding, managing the people and then transitioning out.  Not to mention the sensitive nature and risk management around "people".  So, yes, I take on the more sensitive areas, we have others do the administrative functions and then have outside legal counsel when needed.   I'd be interested if others outsource most of that and how they do it given the "checklist" of items that need to be done, the quick turnarounds needed and then manage/collecting things like certifications and licensing that needs to be maintained....  Not sure how that can be done outside with the sense of urgency that we seem to require.   

We have 80 or so employees and are a union contractor.   Being union allows our insurance and retirement functions for the field be managed elsewhere, which is helpful.  We manage all other HR responsibilities in-house.  A divide and conquer approach.  It's amazing the number of activities around on-boarding, managing the people and then transitioning out.  Not to mention the sensitive nature and risk management around "people".  So, yes, I take on the more sensitive areas, we have others do the administrative functions and then have outside legal counsel when needed.   I'd be interested if others outsource most of that and how they do it given the "checklist" of items that need to be done, the quick turnarounds needed and then manage/collecting things like certifications and licensing that needs to be maintained....  Not sure how that can be done outside with the sense of urgency that we seem to require.   

We have 80 or so employees and are a union contractor.   Being union allows our insurance and retirement functions for the field be managed elsewhere, which is helpful.  We manage all other HR responsibilities in-house.  A divide and conquer approach.  It's amazing the number of activities around on-boarding, managing the people and then transitioning out.  Not to mention the sensitive nature and risk management around "people".  So, yes, I take on the more sensitive areas, we have others do the administrative functions and then have outside legal counsel when needed.   I'd be interested if others outsource most of that and how they do it given the "checklist" of items that need to be done, the quick turnarounds needed and then manage/collecting things like certifications and licensing that needs to be maintained....  Not sure how that can be done outside with the sense of urgency that we seem to require.   

We have 80 or so employees and are a union contractor.   Being union allows our insurance and retirement functions for the field be managed elsewhere, which is helpful.  We manage all other HR responsibilities in-house.  A divide and conquer approach.  It's amazing the number of activities around on-boarding, managing the people and then transitioning out.  Not to mention the sensitive nature and risk management around "people".  So, yes, I take on the more sensitive areas, we have others do the administrative functions and then have outside legal counsel when needed.   I'd be interested if others outsource most of that and how they do it given the "checklist" of items that need to be done, the quick turnarounds needed and then manage/collecting things like certifications and licensing that needs to be maintained....  Not sure how that can be done outside with the sense of urgency that we seem to require.