Who benefits from HR outsourcing?

Businesses of every size. Smaller companies often gain the most from a PEO model for benefits, while larger companies use HRO for targeted support.

How does it improve compliance?

Our team tracks labour laws and regulations, so your policies, payroll and records stay compliant and legal risk goes down.

Does outsourcing HR reduce costs?

Yes. You get a mature HR system without building it in-house, which cuts HR costs and supports savings across the organisation.

Can the service be customised?

Yes. You choose which HR functions we run, from a single area like payroll to the full HR function.

Why choose VISH for HR co-sourcing?

We work as part of your team, not a vendor at arm’s length. That means faster operations, better compliance and more of your time back for the business.

Your HR function, co-run by our team

Co-sourcing means we integrate with your organisation and become part of your team, from one HR area to the whole function.

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A team putting their hands together over a table

40-60%

of their time: what C-level executives and founders told us they spend on HR work.

Where our approach comes from

Through conversations with C-level executives, entrepreneurs and business owners, we kept hearing the same thing: HR work was taking 40-60% of their time and pulling focus from the core business.

So we built a model where we integrate with your organisation, take over HR activities, and make your team more efficient, while you focus on what you do best.

How co-sourcing works

Assess

We review your HR set-up, gaps and priorities with your leadership team.
Plan

Together we agree what we run, what you keep, and how success is measured.
Run

Our team works inside your organisation and runs the agreed HR functions.
Review

Regular reviews keep the work aligned with how the business changes.

Services

Nine services in three groups. Use one, or let us run the whole HR function.

Strategy and structure

Set the direction: HR strategy, policies, structure and culture.

HR strategy

We assess where HR stands today, design the plan with you, then stay to run it and measure it.

Policy making and implementation

We audit your current policies, write what is missing, train your managers and track how it lands.

Culture and organisation design

We measure the culture you have, define the one you need, and run the programmes that close the gap.

People operations

Run the day to day: HR processes, payroll and every stage of the employee journey.

HR operations

We map your HR processes, fix what is slow, and run them with your team from then on.

Payroll, compensation and benefits

We run payroll accurately, design fair compensation and benefits, and keep it all compliant.

Employee lifecycle

From the offer letter to the exit interview, our team manages each stage so nothing falls through.

Retention and growth

Keep and grow your people: attrition, engagement and training.

Attrition management

We trace the root causes of turnover, build the retention plan, and track it quarter by quarter.

Employee engagement

We learn what motivates your people, then design and run the programmes that keep them engaged.

Training and development

We find the skill gaps, design the programmes, deliver them and measure what changed.

HR outsourcing models, explained

Not sure which model fits? Here is how the three common ones compare. We will help you choose.

PEO

Professional Employer Organization

A co-employment model where the provider becomes the employer of record and handles payroll, taxes and benefits. You keep day-to-day management.

Best for: Small businesses that want access to competitive benefits.

ASO

Administrative Services Organization

The provider runs all HR administration while you stay the employer of record. Full support without co-employment.

Best for: Companies that want to keep their own benefits and direct control.

HRO

Human Resources Outsourcing

You pick specific HR functions to outsource, such as recruitment, employment law or benefits administration.

Best for: Larger companies that need targeted, specialist help.

HR co-sourcing questions

Who benefits from HR outsourcing?: Businesses of every size. Smaller companies often gain the most from a PEO model for benefits, while larger companies use HRO for targeted support.
How does it improve compliance?: Our team tracks labour laws and regulations, so your policies, payroll and records stay compliant and legal risk goes down.
Does outsourcing HR reduce costs?: Yes. You get a mature HR system without building it in-house, which cuts HR costs and supports savings across the organisation.
Can the service be customised?: Yes. You choose which HR functions we run, from a single area like payroll to the full HR function.
Why choose VISH for HR co-sourcing?: We work as part of your team, not a vendor at arm’s length. That means faster operations, better compliance and more of your time back for the business.

Hand HR to a team that runs it

Tell us which HR areas are taking your time. We will propose what we run and how.