HRBoost, LLC.

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HRBoost, LLC. Define Boost (verb): refers to raise or lift by pushing up from behind or below, to assist in furthe

HRBoost offers services that allow your business to do
what it does best. Helping companies contain costs,
minimize employer-related risk, and relieve the
administrative burden of HR while creating results
that rival big competition.

When outsourcing goes too farOutsourced HR should give your managers someone to call when they need help.I want a manage...
10/15/2026

When outsourcing goes too far

Outsourced HR should give your managers someone to call when they need help.

I want a manager to ask us how to document a performance concern or handle a difficult conversation.

Getting guidance early can make a real difference to how that situation unfolds.

The problem starts when getting help becomes stepping away.

A manager assumes the HR partner is handling an employee's performance, so nobody follows up. A policy goes into effect without the business reviewing it.

A decision about someone's pay is made without the approval it needed.

That's where the arrangement needs attention.

Sit down with your provider and get specific.

Who follows up with the employee after the performance conversation?

Who approves a pay change?

When does an issue need to reach you?

Your managers can have direct access to HR expertise and still be responsible for leading their people.

A good partnership makes those responsibilities easier to carry.

Does your team know which decisions they can make and which need your approval?

“I’ll just do it myself.”Sometimes that’s the right call. The customer is waiting, the deadline is close, and the work n...
10/14/2026

“I’ll just do it myself.”

Sometimes that’s the right call. The customer is waiting, the deadline is close, and the work needs to get done.

But when it becomes your usual response, your team learns to wait for you.

I understand the temptation. Explaining a task can take longer than doing it, especially when you already know exactly how you want it handled.

The question is what happens the next time. Can that employee handle more of the work independently? Or are you starting the same conversation again?

That’s where coaching and clear expectations make a difference. You can help someone work through a problem without taking the whole thing back.

We’ll work on that at our October 23 leadership session, including how to delegate while keeping accountability clear.

If your new supervisor is still doing everyone else’s work, this session may be a useful next step.

Learn more:
https://hrboost.com/from-managing-tasks-to-leading-people-leadership-foundations-self-awareness/

"So what do I still have to do myself?"It's the question I hear most once an owner decides outsourced HR makes sense. My...
10/14/2026

"So what do I still have to do myself?"

It's the question I hear most once an owner decides outsourced HR makes sense.

My answer is simple: outsource the work, keep the decisions.

Swipe through for where the line usually falls, including the gray zone where most owners get it wrong.

Who helps your new manager after you give them the title?I think that question gets missed in a lot of small businesses....
10/13/2026

Who helps your new manager after you give them the title?

I think that question gets missed in a lot of small businesses.

You choose someone dependable. They know the work, customers trust them, and you’re comfortable leaving things in their hands.

Then a former coworker starts arriving late. Someone pushes back on an assignment. Two employees won’t work together.

Knowing the job doesn’t tell your new manager how to handle those conversations. And being promoted doesn’t make them comfortable having them.

Before you decide someone isn’t management material, look at what preparation they’ve had.

On October 23, we’re hosting From Managing Tasks to Leading People with Evolve HR & Leadership Consulting. It’s designed for supervisors, team leads, and people preparing to take on their first leadership role.

If someone on your team is making that transition, I’d like you to consider sending them.

Details and registration:
https://hrboost.com/from-managing-tasks-to-leading-people-leadership-foundations-self-awareness/

Many owners I meet have outsourcing backwards.They hold on to payroll and benefits paperwork because it feels too risky ...
10/13/2026

Many owners I meet have outsourcing backwards.

They hold on to payroll and benefits paperwork because it feels too risky to hand over.

Then they hand off the conversations they find uncomfortable: the performance talk, the termination, the employee who has been struggling for weeks.

I understand the instinct. Paperwork feels like something you can control.

Hard conversations feel like something an expert should handle.

It works better the other way around. Paperwork depends on rules applied consistently, and a good HR partner does that every day.

Hard conversations depend on trust, and your people trust you, not a firm they've never met.

Hand off the forms. Keep the conversations, and let your partner help you prepare for them.

If you sorted your HR tasks into those two piles today, what are you holding on to that someone else could run?

Dear business owner,I understand why handing off HR can feel uncomfortable. These are your people. You know who stayed l...
10/12/2026

Dear business owner,

I understand why handing off HR can feel uncomfortable.

These are your people. You know who stayed late during a difficult week, who is ready for more responsibility, and which conversations you've been putting off.

Getting help shouldn't mean losing your say in what happens to them.

When I talk with an owner about outsourced HR, I want us to be clear about where our work begins and where their decisions belong.

We can handle the paperwork, prepare recommendations, and help managers work through a difficult situation.

The business still decides who joins the team, what it can afford to pay, and how it wants to lead.

You shouldn't have to spend Sunday evening sorting out payroll to stay involved in your company. And you shouldn't have to step away from your people to get that time back.

This week's article looks at what you can hand to an HR partner, what should stay with your business, and the situations where we work through it together.

If you've been wondering, “What would I still need to do myself?” I hope it helps you see what that partnership can look like.

Graciously,
Nicole

10/10/2026

We built walls, and we built community too. 💚🏠

Today my heart is full of gratitude as HRBOOST celebrated our third year participating in Women Build, supporting Lake and McHenry County Habitat for Humanity.

We rolled up our sleeves, built and raised walls, and experienced firsthand what can happen when people come together to serve.

I was especially grateful to have dear friends and Boosters alongside me: Amanda Kummer, our very own Carla Murphy, Emma Johnston Berresford, Joan Hammel, Evelyn Gasher, Dori Mages, and my husband, Brian Martin. ❤️ We were also joined by wonderful people from Wintrust and the Round Lake, Lake Villa and Lindenhurst Chamber.

There is something powerful about standing together and actually raising the walls of a future home. It is a beautiful reminder that what we build together can have an impact far beyond a single day.

Gratitude. Community. Giving back. Joy and purpose in action. 💚

10/09/2026

Happening 8 AM CST today.

Most owners who sign with a PEO understand the benefits. Fewer understand the word co-employment.Picture an 11-person co...
10/09/2026

Most owners who sign with a PEO understand the benefits. Fewer understand the word co-employment.

Picture an 11-person company that joins a PEO for its health plan. Day to day, very little changes. The owner still hires, still manages, still decides who gets promoted.

What changes is underneath. Payroll taxes are now filed under the PEO's tax ID. The team's benefits come from the PEO's master plans. Payroll runs through its system, and often its handbook comes along too.

That's the trade, and for some businesses it's a good one. You give up part of the employer role in exchange for the buying power of a much larger organization.

Outsourced HR works differently. You stay the sole employer. You keep your payroll provider, your benefits, and your own policies, and you bring in the HR expertise to run them well.

Neither is wrong. I'd just want every owner to know which one they're signing.

If you're weighing the two right now, what's driving the decision for you?

Signing with a PEO at five employees is easy. Leaving one at 30 takes real planning.I understand why founders choose a P...
10/08/2026

Signing with a PEO at five employees is easy.

Leaving one at 30 takes real planning.

I understand why founders choose a PEO early. One login, benefits on day one, payroll handled. For some startups, it's a reasonable call.

Here's what I'd want a founder to know first. If you start inside a PEO, your payroll tax accounts, benefits, and sometimes your retirement plan live under its structure.

When you leave, you typically set up your own state unemployment and withholding accounts, move to new payroll, and transition benefits, ideally around the plan year so your team doesn't feel the gap.

None of that is a reason to avoid a PEO. It's a reason to choose one on purpose.
Before you sign, ask the PEO to walk you through their offboarding process. How clearly they answer will tell you a lot.

And consider the alternative path: a benefits broker for small-group coverage, plus outsourced HR to build your offer letters, handbook, and onboarding in your own name from the start.

Address

1930 Innovation Way Suite 231
Libertyville, IL
60048

Opening Hours

Monday 8am - 5pm
Tuesday 8am - 5pm
Wednesday 8am - 5pm
Thursday 8am - 5pm
Friday 8am - 5pm

Telephone

+18477365085

Website

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