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Hear me, see me, and retain me.  Better communication equals better retention in the workplace. Free webinar April 6, 1 p.m.

What do employees value most?  Top salary, generous benefits, flexibility schedules, career advancement?

All of these things are critical, but the most important is “communication”!  Does my voice get heard? Am I encouraged to contribute? Do my suggestions matter? Am I kept in the loop, and do I remain part of the conversation?

Communication skills can be taught, learned, and celebrated. Human Resources and C-level executives are encouraged to attend the free Zoom-based webinar entitled “Hear me, see me and retain me” set for April6, 1 – 1:30 p.m. 

Janet Parnes, trained at the prestigious Protocol School of Washington, is a social conversation and etiquette consultant . She is a nationally sought after keynote speaker and will offer insights and actionable tips. Parnes spent more than 20 years in sales and marketing. She has worked with companies that include chip manufacturer Analog Devices and Panasonic. She has appeared in media outlets that include NBC, NPR, and the Boston Globe.

Moderator of the presentation is Dave Sawyer, Founder and CEO of Safer Places, a full service screening, testing, and consulting organization whose mission is to provide companies with the specific tests that best fit their needs for background screening, drug testing, and security consulting.

Parnes will share practical techniques that make you and others feel valued, understood, &  heard.

Topics will include –

  • Strategy that makes conversation more direct, strategic and comfortable
  • Words that create an instant connection
  • Tips for relationship building —bridging the distance
  • Broaching difficult subjects
  • Words and phrases that encourage participation
  • How to build cooperative, supportive teams
  • Body language that makes others feel valued and heard

The webinar is part of an on-going series entitled SafeUpdates that consist of monthly Zoom-based podcasts led by Safer Places, Inc. Client education is an important part of the service provided at Safer Places, Inc. The firm focuses on helping clients navigate the myriad of different types of background screening and drug testing options available so executives can focus on the core tasks of running their business. 

To participate in the webinar, RSVP at https://saferplacesinc.com/podcast

Hear me, see me, and retain me.  Better communication equals better retention in the workplace. Free webinar April 6, 1 p.m.Read More

HR Knowledge advises on when and how to outsource human resources

Jeff Garr, CEO

Juggling the needs of your business with business tasks can be a delicate balancing act. Whether you elect to do things in-house or outsource tasks such as human resources depends partially upon the company’s growth, and partially upon finding excellent outsourcing partners.

Jeffrey C. Garr, CEO of HR Knowledge, Inc., a leading HR, payroll and benefits service provider in the Boston area explained, “As a company grows, it’s important to know when to look for support outside of the company. This is referred to as outsourcing. Knowing your strengths helps you to determine what aspects of your business can be outsourced to a specialist, which ultimately saves you time and money in the long run.”

There are five keys to understanding when and how to outsource human resources for success:

1. Know your core value proposition. The first step to intelligently delegating work outside your company is understanding what you do best. This is your core value proposition. Many of the things that are important to running a business will pull your attention and focus away from the core value, and understanding it and knowing what it is that you do best will help your company grow and will also define those things that should be done within the company versus those activities that potentially could be outsourced.

2. Be organized. Before you can delegate you must create the specification of work. The extent in which you can clearly delineate the scope of the project or work will define how successful you will be. In addition, you should create a timetable for deliverables, a template for reporting, and an exit strategy if the relationship isn’t functioning the way you feel it should be. Not creating a clear understanding in the beginning could be a recipe for failure in the future.

3. Know Your Budget. Your time is valuable. You’re more likely productive at your core value proposition that you are to some of the supporting roles that are necessary to run a business. To that extent, outsourcing will actually save you money since you can be much more proficient doing what you do best and simply paying others to do what they do best.

4. Make a Plan. Authorized alterations can be expensive. If you have plan, try to stick to the plan. Each modification that sounds great as the project moves along may wind up costing in the end. Be sure that you have a goal and plan in mind and that you and your outsourced vendor are both sticking to that plan.

5. Don’t Settle. If you aren’t happy with the results or the partnership, it’s possible you missed one of the steps along the way – you may not have made a good plan, or you may not have clearly shared expectations. Either way, if it becomes apparent that the project is not progressing well, you should have an exit plan.

Garr continued, “Understanding and sharing expectations when it comes to outsourcing is critical for the relationship to be effective.”

About HR Knowledge, Inc.

HR Knowledge, Inc. is a leading Business Process Outsourcer (BPO) serving emerging to mid-sized companies throughout the Northeast. HR Knowledge has the experience and technology to efficiently provide best-in-class integrated HR services at an affordable cost to clients.

HR Knowledge’s leaders have more than 100 years of combined experience and provide expert guidance in Human Resource management, Group Benefits Brokerage, Payroll Processing & Managed Services, Financial Services and Recruiting and Hiring Process Management (HPM).

Through their comprehensive Human Resource Services, HR Knowledge helps organizations minimize operational risks, reduce administrative costs and better serve their people.

HR Knowledge has been recognized as a Gold Level Broker by Harvard Pilgrim Healthcare. The company is headquartered at 905B South Main Street, Suite 203 in Mansfield and their second office is located at 890 Winter Street, Suite 208 in Waltham, MA. For more information, contact (508) 339-1300 or visit their website at www.hrknowledge.com

HR Knowledge advises on when and how to outsource human resourcesRead More

HR Knowledge Inc. Weighs in on Obtaining Facebook Login from Job Applicants

Jeffrey C. Garr

Recent reports of employers asking prospective employees for Facebook login information have raised alarm in Facebook, job applicants and the legal community.

There have been at least three cases recently reported in the media where individuals were required to share Facebook passwords and user names as part of the application process for employment. There is also the instance of a city that required prospective job applicants to provide access to their Facebook account as well as their email accounts so they could review applicants’ private information. Is this legal?

According to Jeffrey C. Garr, CEO of HR Knowledge, Inc., a leading HR, payroll and benefits service provider in the Boston area, “Right now it is not illegal to ask for job applicants’ login information. But, employers who access private account information can therefore be accused of unlawfully discriminating against otherwise qualified applicants based upon information contained in private Facebook accounts.”

He continued, “Unlike comprehensive background checks for employment in law enforcement, or at highly sensitive infrastructure sites where there may be access to vulnerable populations, which is generally accepted, employers may gain information they cannot ask about through a social media profile. This information obtained could be the individual’s religion, age, marital status, pregnancy status or other protected information.”

The onus is on employers to understand that there are categories of information that they are not permitted to make hiring decisions based on. Having access to this through a Facebook profile could be deemed sufficient to subject the employer to civil liability.

Facebook made a statement that it is a violation of “Facebook’s Statement of Rights and Responsibilities” to solicit a Facebook password. In fact, Facebook notes that this “undermines the privacy expectation and the security of both the user and the user’s friends”.

Another point made by Facebook is that asking for user credentials in order to gain information about prospective employees could expose employers to lawsuits. Once an employer gets access to information, such as discovering the individual is a member of a protected group, the employer could be exposed to discrimination suits if the employer does not hire that person.

Garr concluded, “There is current litigation pending and being drafted to address gaps in federal law that allow employers to require personal login information from prospective employees to be considered for a job. Asking for Facebook login information of job applicants in order to review their personal information is not something that we, as an HR company, recommend.”

About HR Knowledge, Inc.

HR Knowledge, Inc. is a leading Business Process Outsourcer (BPO) serving emerging to mid-sized companies throughout the Northeast. HR Knowledge has the experience and technology to efficiently provide best-in-class integrated HR services at an affordable cost to clients.

HR Knowledge’s leaders have more than 100 years of combined experience and provide expert guidance in Human Resource management, Group Benefits Brokerage, Payroll Processing & Managed Services, Financial Services and Recruiting and Hiring Process Management (HPM).

Through their comprehensive Human Resource Services, HR Knowledge helps organizations minimize operational risks, reduce administrative costs and better serve their people.

HR Knowledge has been recognized as a Gold Level Broker by Harvard Pilgrim Healthcare. The company is headquartered at 905B South Main Street, Suite 203 in Mansfield and their second office is located at 890 Winter Street, Suite 208 in Waltham, MA. For more information, contact (508) 339-1300 or visit their website at www.hrknowledge.com

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New Year, New Resolution for Hiring Managers: Improve Interview Techniques to Reduce Cost

Job interviews can be stressful on new hire candidates, but they also put pressure on the hiring manager. The cost of making a “bad hire” decision incurs the obvious expenses of salary and benefits, but there are also hidden costs. Time invested in training and lost time in finding the right candidate (which can takes months) cannot be recouped.

HR Knowledge, Inc. a leading human resources Business Process Outsourcer (BPO) serving emerging to mid-sized companies throughout the East Coast with offices in Mansfield and Waltham, share their “Top 5 Tips for Successful Interview” techniques.

Many Human Resource Managers begin with the resumé and ask questions to determine what the skill set may have been for jobs listed on the resumé. Carefully listening to the answers may indicate a situation where the candidate has inflated the resumé or listed positions in the background that have been glamorized. Asking closed ended questions that have yes or no responses may not ferret these errors out, and it may not be assumed that these omissions will be picked up in a background check.

There are some simple, logical tips that can be used during a job interview to discern the credibility of the candidate. Here are the Top 5:

1. Ask open ended questions. Follow up with questions that will shed light on areas where there may be inconsistencies.

2. Look for eye contact. When applicants stretch the truth, they typically break eye contact or look away.

3. Nervous twitches or tics may give away the false answers. Switching crossed legs, leg shaking, toe tapping, finger drumming… are all indications that the candidate is uncomfortable. Looking into this discomfort may reveal areas of potential deception.

4. Evaluate the candidate’s handshake. It may seem trivial, but a firm and direct handshake are important. A limp or moist handshake are giveaways that the candidate may be insecure with their presentation to you.

5. Obvious factors such as chewing gum or inappropriate attire during an interview are tip-offs that the candidate does not take the position seriously. Unless you want to have ongoing problems with lateness or unprofessional representation, you may want to skip these candidates.

According to Jeff Garr, CEO of HR Knowledge, “Searching for great employees is more than evaluating the resumé. Hiring the right person is important for the morale of the existing employees as well. The old adage “you are known for the company you keep” extends to the workplace. As each new hire represents your company, it’s important to assess them on the basis of their skills, but also how they will fit into your corporate culture and ultimately, how they will represent your company and your brand.”
For more information about compensation, HR and or benefits contact Jeff Garr, CEO at HR Knowledge or 508-339-1300.
About HR Knowledge, Inc.
HR Knowledge, Inc. is a leading Business Process Outsourcer (BPO) serving emerging to mid-sized companies throughout the East Coast. HR Knowledge has the experience and technology to efficiently provide best-in-class integrated HR services at an affordable cost to clients.

HR Knowledge’s leaders have more than 100 years of combined experience and provide expert guidance in Human Resource management, Group Benefits Brokerage, Payroll Processing & Managed Services, Financial Services and Recruiting and Hiring Process Management (HPM).
Through their comprehensive Human Resource Services, HR Knowledge helps organizations minimize operational risks, reduce administrative costs and better serve their people.

HR Knowledge has been recognized as a Gold Level Broker by Harvard Pilgrim Healthcare. The company is headquartered at 905B South Main Street, Suite 203 in Mansfield and their second office is located at 890 Winter Street, Suite 208 in Waltham, MA. For more information, contact (508) 339-1300 or visit their website at www.hrknowledge.com

New Year, New Resolution for Hiring Managers: Improve Interview Techniques to Reduce CostRead More

HR Knowledge Inc. Shares 7 Key Points for Building A Strong Sales Team

Jeff Garr, CEO

Compensating your sales people correctly can be a great challenge to the average business manager or owner. If you don’t compensate correctly or adequately, sales production may suffer, which will directly affect business growth and profit. If you do incentivize sales staff correctly but pay them too much, it could create future problems related to growth and or profitability of your business.

HR Knowledge, Inc., a leading human resources Business Process Outsourcer (BPO) serving emerging to mid-sized companies throughout the East Coast with offices in Mansfield and Waltham, shares their “7 Key Points for Building a Strong Sales Team”:

1. Consider a Compensation Model prior to targeting and hiring sales people. It helps to have a good understanding of what makes some people “tick”, yet not others. Maslow’s Hierarchy of Needs states that there are a number of aspects that generate needs for any person, some of which may be of more interest to one person and less interest to another. Once you understand which aspect(s) motivate people, you can create a better environment to help create greater success.
2. Hire the right team of sales people. Before hiring, understand the type of sales person you need and then target them. Are you looking for an “order taker”? This is a person who can call on existing accounts and build great relationship with the client. Are you looking for a sales person who can “make it rain”? This person has the ability to create and generate business. If they are able to “find” business then they are the “hunter”. Understand what type of sales person you need and then target them in recruiting.
3. Adhere to the “Three A’s” when hiring. Once you understand the type of sales person you are looking for, remember the “Three A’s” when hiring for a sales position in your company. The first and most important “A” is Attitude. The right attitude is everything when hiring people. If they have the right attitude they will go through the wall for you to close business and follow the direction of the company. The second “A” is Aptitude. Ask yourself if s/he has the aptitude for the position of the company. Webster Dictionary defines aptitude as “capability; ability; innate or acquired capacity for something; talent”. The final “A” is Altitude, meaning, how high can they go? How high do you need them to go? Will they plateau at a certain point and coast?
4. Beware of complacency. The next concern when hiring sales people and thus managing them is complacency. Most sales people will reach a point of complacency and then coast in the job. Less work and more play becomes their mantra. The key challenge for management is to do all you can do to prevent complacency by your sales people. Most people become satisfied (and have obtained fulfillment of Maslow’s higher level emotional needs) once they attain job satisfaction or reach a particular level of income or status. With sales people, the challenge is to prevent this from happening.
5. Utilize your Compensation Model. It is vital to keep sales people motivated and “in the game”. From a managerial standpoint, it is far easier to compensate sales people and steer them in the direction the company wants them to go than it is to create compensation models to drive operations people, where you have to rely on coaching and management techniques. Sales people are experts in understanding compensation models and how they can maximize their income in the quickest time frame. They are usually very highly motivated and understand how the game works. This being the case, it is imperative to find a compensation model to drive the sales team to do what you want them to do.
6. Understand what your company’s objectives are and then create the compensation model to attain those objectives. For example, if your interest is to expand and grow your client base, then the compensation model needs to reward your sales team for new business and retention. You can create additional incentives to ensure that a large portion of their pay will be derived from new business acquisition. If it is imperative that your sales team be involved in the retention of clients, then you need to find a compensation model which will reward them for retaining and maintaining great relationships with clients. If they lose clientele, you must ensure that this will affect their compensation. This is a delicate area because if your operations team is not equally committed to retaining clients and the service or product you are delivering is not up to standard, then the sales team has no chance to retain the business no matter how great their relationship is with that client.
7. Do all that you can to ensure that the product or service you deliver is “remarkable!” Make sure that your company is setting the tone and the barometer in the marketplace for what you do. This will allow your sales people to confidently and comfortably sell your product or service. Without this, no sales person of any quality can survive and thrive in today’s business environment. Make sure that your operations team are as committed and passionate about clients as your sales team.
For more information about compensation, HR and or benefits contact Jeff Garr, CEO at HR Knowledge or 508-339-1300.
About HR Knowledge, Inc.
HR Knowledge, Inc. is a leading Business Process Outsourcer (BPO) serving emerging to mid-sized companies throughout the East Coast. HR Knowledge has the experience and technology to efficiently provide best-in-class integrated HR services at an affordable cost to clients.

HR Knowledge’s leaders have more than 100 years of combined experience and provide expert guidance in Human Resource management, Group Benefits Brokerage, Payroll Processing & Managed Services, Financial Services and Recruiting and Hiring Process Management (HPM).
Through their comprehensive Human Resource Services, HR Knowledge helps organizations minimize operational risks, reduce administrative costs and better serve their people.

HR Knowledge has been recognized as a Gold Level Broker by Harvard Pilgrim Healthcare. The company is headquartered at 905B South Main Street, Suite 203 in Mansfield and their second office is located at 890 Winter Street, Suite 208 in Waltham, MA. For more information, contact (508) 339-1300 or visit their website at www.hrknowledge.com

HR Knowledge Inc. Shares 7 Key Points for Building A Strong Sales TeamRead More

In light of Herman Cain Situation, HR Guru weighs in on Sexual Harassment

Sexual Harassment can happen to any employer, manager or employee, we are all at risk. Herman Cain may be completely innocent of these allegations. However, most employers when these issues arise, will often times settle the cases before they go to court as the legal fees alone will usually be a far great dollar amount than the amount settled for in a much quicker time frame for resolution. Neither side is admitting fault but the settlement makes the matter go away.

What can employers do to protect themselves? Jeff Garr, CEO of HR Knowledge, Inc., a leading Business Process Outsourcer (BPO) serving emerging to mid-sized companies throughout the Northeast with offices in Mansfield and Waltham, explains there are a number of rules to set in motion as employers to ensure that companies and their employees are protected from frivolous law suits. Garr provides an easy set of guidelines to follow which are outlined below:

1. Create and maintain an up-to-date Employee Guideline or Manual. This Manual should contain all of the legal laws and regulations required by local and national laws. In addition, please ensure that all employees sign a notice of acceptance of this Manual and keep those signed/dated documents in a safe and secure place.

2. Provide annual Sexual Harassment Training for your entire company. This training should help employees understand the do’s and don’ts of supporting a positive work environment. In addition, have each employee sign a letter of acceptance that they have gone through this annual training.

3. Ensure that the Policy in the Employee Guideline/Manual for Sexual Harassment is followed and supported by all in the company. If there is an employee that is feeling as though they are being sexually harassed ensure that proper procedures and or an investigation ensues in order to determine what the issues are. Whatever you do don’t turn your head and act as though nothing happened, this can only make the employee angry and create a better likelihood of the employee suing the employer and or the employee. Remember that not only is the Employer subject to liability but so is the employee if they are the one doing the harassing.

4. Purchase an EPLI policy from your Liability Insurance Provider. EPLI stands for Employment Practice Liability Insurance. This is the only insurance in place to protect the employer and its employees from this sort of litigation. Without this insurance coverage the employer will run blind and the meter will start ticking with any attorney hired to defend you. This policy will also insure that you will be provided Legal Representation. These suits can bankrupt a company if the damages are great enough and they don’t have this insurance.

5. Enlist the services of a strong HR Outsourcing Company or have HR Professionals on board as employees. These professionals can help ensure that you are doing the right thing every day in every way. Notify them early on of any potential issues so that they can start the process of investigating and working on making sure level heads prevail and move forward in a positive way.

For more information or to arrange a speaking engagement with HR guru Jeff Garr, contact (508) 339-1300.

About HR Knowledge, Inc.

HR Knowledge, Inc. is a leading Business Process Outsourcer (BPO) serving emerging to mid-sized companies throughout the Northeast. HR Knowledge has the experience and technology to efficiently provide best-in-class integrated HR services at an affordable cost to clients.

HR Knowledge’s leaders have more than 100 years of combined experience and provide expert guidance in Human Resource management, Group Benefits Brokerage, Payroll Processing & Managed Services, Financial Services and Recruiting and Hiring Process Management (HPM).

Through their comprehensive Human Resource Services, HR Knowledge helps organizations minimize operational risks, reduce administrative costs and better serve their people.

HR Knowledge has been recognized as a Gold Level Broker by Harvard Pilgrim Healthcare. The company is headquartered at 905B South Main Street, Suite 203 in Mansfield and their second office is located at 890 Winter Street, Suite 208 in Waltham, MA. For more information, contact (508) 339-1300 or visit their website at www.hrknowledge.com

In light of Herman Cain Situation, HR Guru weighs in on Sexual HarassmentRead More

Frank J. Zych, Jr. Named Vice President, Human Resource Services at HR Knowledge Inc.

Frank Zych Jr.

HR Knowledge, Inc., a leading Business Process Outsourcer (BPO) serving emerging to mid-sized companies throughout the Northeast with offices in Mansfield and Waltham, has promoted Frank J. Zych, Jr. to Vice President, Human Resource Services. Zych is a resident of Sandwich, MA.

Zych has worked with HRK since 2004, holding the position of Director of Human Resource Services since 2006. As Vice President, Human Resource Services, he consults on a daily basis with clients, business owners and CEO/CFO’s regarding Human Resource issues including compensation, training, professional development, employee relations, organizational design, recruiting and government compliance. Additionally he manages the Company’s team of HR Advisors.

HR Knowledge’s clients range from start-up to 5000 employees in size.

Zych also conducts a wide variety of business seminars to clients and other organizations on topics including sexual harassment prevention, team building, leadership skills development and HR Boot Camp (a management 101 seminar for non-HR people). He is the author of numerous HR articles and has most recently been featured in Achieving Business Excellence.

Zych’s prior experience includes serving as the Director of Human Resources for Aerovox Inc., a $125M publicly traded company with over 1,000 employees in three countries. He also served as Human Resource Manager for Volex Corporation’s US operations. In 1999, Zych became a founding partner in Crocker Consulting Inc. before joining HR Knowledge.

Zych is a graduate of The Catholic University of America in Washington, D.C. and has had extensive continuing education in Human Resources, including the Harvard/MIT Consortium’s “Program on Negotiation”. He is a member of the Society for Human Resource Management (SHRM).

About HR Knowledge, Inc.
HR Knowledge, Inc. is a leading Business Process Outsourcer (BPO) serving emerging to mid-sized companies throughout the Northeast. HR Knowledge has the experience and technology to efficiently provide best-in-class integrated HR services at an affordable cost to clients.

HR Knowledge’s leaders have more than 100 years of combined experience and provide expert guidance in Human Resource management, Group Benefits Brokerage, Payroll Processing & Managed Services, Financial Services and Recruiting and Hiring Process Management (HPM).
Through their comprehensive Human Resource Services, HR Knowledge helps organizations minimize operational risks, reduce administrative costs and better serve their people.

HR Knowledge is headquartered at 905B South Main Street, Suite 203 in Mansfield and their second office is located at 890 Winter Street, Suite 208 in Waltham, MA. For more information, contact (508) 339-1300 or visit their website at www.hrknowledge.com

Frank J. Zych, Jr. Named Vice President, Human Resource Services at HR Knowledge Inc.Read More

HR Experts to Speak at XPX-Boston Breakfast at Babson College

Jeff Garr, CEO and Ken Bettenhauser, President of Brokerage Services at HR Knowledge, Inc., a leading Business Process Outsourcer (BPO) serving emerging to mid-sized companies throughout the Northeast with offices in Mansfield and Waltham, will speak at Exit Planning Exchange (XPX) Boston’s Breakfast Meeting on Wednesday, May 18, 2011, from 7:15 AM to 9:00 AM at Babson College in the Needham Wellesley Room, Wellesley, MA.

Garr and Bettenhauser will be speaking on the topic of “An Owner’s Perspective: When is an Exit not an Exit” and share their thought process around why they decided a merger was the answer to growth; how they developed their business plan; mitigated risk; dealt with challenges and leveraged their most trusted relationships.

A hot breakfast will be served. Advanced registration is recommended. Admission is $50 for Members; $70 for Non-Members. (Registrations at the door are an additional $10.) Parking is available in the lot next to Knight Auditorium.

To register for the event, visit xpxboston.com.

Garr and Bettenhauser are available for speaking engagements. Dedicated to helping businesses and individuals achieve their short and long term goals, they can share their knowledge on a variety of HR topics ranging from payroll processing, HR management, group benefits, financial services, recruiting and hiring.

Garr’s expertise has been honed from more than two decades in Sales, Management and HR in the distribution, manufacturing and business to business sectors. He has won countless sales awards and led dozens of seminars and training sessions over the years. Garr helped launch his first HR outsourcing company, HR Logic, in 1998, which was a Fidelity Investments Company. He went on to found AdminaService in 2001 and subsequently partnered with the HR Knowledge Team in 2005. Garr is the president of Network 128, an esteemed Boston based networking group and the past president and current auction chairman of The Mansfield Rotary. For the past eight years, he has been involved with MIT’s CFO Summit and he will be a speaker for Yankee Dental Congress 2012.

Bettenhauser is the co-founder of HR Knowledge. He works directly with clients to analyze and make recommendations to reduce their largest corporate expenditures surrounding payroll and employee benefit costs. Bettenhauser has more than 15 years experience in the Benefit, Payroll and HR Technology fields which he gained while serving as Director of Sales for ADP’s Emerging Business Division in New England and as Application Sales Manager at Oracle Corporation. He co-founded HR Knowledge in 2001. Over the last eight years, Bettenhauser has been involved with MIT’s CFO Summit and has served as a guest speaker regarding the Rising costs of healthcare. He is a member of Massachusetts Health Underwriters Association and is a licensed group benefit broker in over 15 states.

To arrange a speaking engagement with Jeff Garr or Ken Bettenhauser, contact Jenn Penfield at (508) 339-1300.

About Exit Planning Exchange (XPX) Boston

XPX was founded by a small group of New England business colleagues that currently serve as the organization’s national executive board known as XPX Global. For more information about XPS Boston, visit the website at www.xpxboston.com.

About HR Knowledge, Inc.

HR Knowledge, Inc. is a leading Business Process Outsourcer (BPO) serving emerging to mid-sized companies throughout the Northeast. HR Knowledge has the experience and technology to efficiently provide best-in-class integrated HR services at an affordable cost to clients.

HR Knowledge’s leaders have more than 100 years of combined experience and provide expert guidance in Human Resource management, Group Benefits Brokerage, Payroll Processing & Managed Services, Financial Services and Recruiting and Hiring Process Management (HPM).

Through their comprehensive Human Resource Services, HR Knowledge helps organizations minimize operational risks, reduce administrative costs and better serve their people.

HR Knowledge is headquartered at 905B South Main Street, Suite 203 in Mansfield and their second office is located at 890 Winter Street, Suite 208 in Waltham, MA. For more information, contact (508) 339-1300 or visit their website at hrknowledge.com.

HR Experts to Speak at XPX-Boston Breakfast at Babson CollegeRead More