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?