The outcomes behind the stories.
Jump to the case that looks like your business.
Eight facilities, one team to call.
Eight locations meant eight payroll vendors, eight benefits brokers, and a workers’ comp mod rate that crept up every renewal. We moved the whole operator onto one platform, with one team answering the phone.
31% lower workers’ comp spend, and payroll that lands on time across all eight sites.
One platform, one team, one number to call. That was the entire pitch, and they delivered.
A safer floor, and a premium that finally dropped.
Near-misses on the floor and class codes that didn’t match the actual work had pushed this manufacturer’s workers’ comp to a breaking point. Our specialist rebuilt the safety program and got the coverage classified right.
23% lower premium within four months, with zero OSHA citations since.
Four months in, the premium hit and our shop floor was actually safer.
Grew sevenfold without hiring HR.
Opening offices across four states exposed every gap, tax registration, classification, ACA, while the managing partner signed offer letters instead of practicing law. We became the firm’s HR department.
12 to 85 people across four states, with no in-house HR hire and a clean compliance record.
We grew 7x and never hired an HR person. Our specialist was the HR team.
From bracing for the board to briefing it.
A solo HR director was buried under shifting regulations, missed training deadlines, and a handbook five years stale. We rebuilt the program and put a board-ready risk report in her hands.
Fully compliant in 90 days, with mandated training tracked to completion.
I actually feel confident when our board asks about HR risk now.
The owner got their week back.
Crews in three states, a mod rate well above benchmark, and no HR meant the owner lost a dozen hours a week to payroll fixes and compliance email. We took the whole load off their plate.
~12 hours a week back for the owner, and a 23% lower workers’ comp premium in year one.
Before VertiSource HR, I was losing 12 hours a week to payroll questions and WC paperwork. Now it’s just handled.
Multi-state payroll became a non-issue.
Prevailing-wage jobs across three states and an EMR of 1.8 turned every renewal into a price hike and every audit into a multi-week scramble. Our specialist took over the claims, the safety docs, and the certified payroll.
EMR cut nearly in half (1.8 to 0.9), and an audit cycle that’s now a single phone call.
Multi-state payroll is just a non-issue now, and our specialist knows every claim by name.
Open enrollment that closes in two days.
Across three locations, open enrollment dragged on for weeks and still ended in carrier errors, with the owner fielding benefits questions after hours. Our benefits team took the entire cycle over.
~80% less time on benefits admin, and enrollment that wraps in two days, not two weeks.
For a 34-person practice, having this level of HR support changes everything.
Open a case for the full story.
The stories above are the short version. Open any engagement for the full picture, what was breaking, what we changed, and where it landed.
Healthcare / LTC · 8-facility operator, ~340 employees
The challenge in detail: Eight separate payroll vendors and benefits brokers. Workers’ comp EMR drifting upward year over year. Cross-facility hires creating duplicate records and late pay. No unified GL coding for cost-center reporting.
What we did: Migrated all eight facilities onto one PEO. Unified master workers’ comp policy. Standardised benefits plan menu. One broker, one renewal. Axiom Bookkeeping mapped GL coding by cost center. One team across the entire operator.
Manufacturing · 50-employee component manufacturer, Utah
The challenge in detail: Multiple OSHA near-misses on the shop floor. Workers’ comp class codes misaligned with actual roles. No formal safety program or recordable-incident review. Recordable incidents trending up.
What we did: Our WC specialist restructured the safety program. Reclassified employee codes to match actual duties. Migrated to master workers’ comp policy. On-site training plus monthly toolbox talks. OSHA 300 log ownership.
Professional Services · 85-attorney litigation firm, 4 states
The challenge in detail: Multi-state tax registration gaps as offices opened. Inconsistent exempt classification. Managing partner personally drafting offer letters. ACA tracking done manually in spreadsheets.
What we did: Payroll specialist handled multi-state tax registration end-to-end. ACA tracking and 1095-C reporting fully owned. Standardised offer-letter templates by state & role. Benefits eligibility workflow tied to hire date. Axiom integrated billable-hour reporting with payroll.
Nonprofit · 120-employee 501(c)(3), Utah
The challenge in detail: Employee handbook 5 years out of date. Mandated training deadlines missed across multiple programs. No tracking system for compliance training completion. Solo HR director drowning in regulatory updates.
What we did: HR specialist ran a 90-day compliance audit. Rebuilt the handbook from scratch. Stood up a recurring mandated-training calendar with reminders. Deployed completion-tracking dashboards by program. Delivered a quarterly board-ready HR risk report.
Construction · 47-person framer, UT/ID/NV
The challenge in detail: Workers’ comp mod rate 18% above industry benchmark. Multi-state payroll compliance constant fire drill. No dedicated HR. All issues routed to ownership. Inconsistent onboarding across job sites. No formal safety program.
What we did: Full PEO co-employment structure. Workers’ comp benchmarking and mod rate review. Consolidated multi-state payroll and tax. Dedicated HR specialist as single point of contact. Safety program documentation and OSHA recordkeeping.
Construction · 78-person general contractor, UT/NV/ID
The challenge in detail: EMR of 1.8. Premium 30%+ above peers. Certified payroll for prevailing-wage jobs done by hand. Inconsistent OSHA 300 logs across job sites. Audit prep pulled controller off billable work for weeks. Multi-state SUTA / UI gaps.
What we did: WC specialist took over claims intake, return-to-work, OSHA documentation. Migrated company onto master workers’ comp policy. Automated certified payroll generation with WH-347 export. Axiom reconciled certified-payroll cost coding. Standardised incident reporting across three states.
Healthcare / Dental · 3-location practice, Salt Lake City
The challenge in detail: Open enrollment ran 2+ weeks with carrier errors after. Owner answering benefits questions personally, off-hours. Payroll deductions never matched carrier invoices. WC audits caused weeks of stress. No structured onboarding across 3 locations.
What we did: Benefits specialist owns carrier coordination & enrollment. Single audit point of contact for WC. Axiom aligned payroll deductions to plan elections. Structured onboarding workflow standardised across all 3 sites. Employee self-service portal for benefits questions.