Compliance Doesn’t Wait for You to Have Time

Payroll is complicated, wage and hour rules, harassment prevention training, handbook requirements, leave laws, and workplace safety obligations change constantly – and in California, the rules are some of the most demanding in the country. Most business owners don’t have an in-house HR department to keep up with it. That’s the gap we help close by connecting you to the right solution and the right specialists to execute it.

Whether you need expert guidance, better technology, or full outsourcing, we’ll match you to the right level of support – no fixed package required!

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Three Ways to Handle HR – Pick the Level That Fits

Strategy 1: Compliance Tools & Expert Guidance

Keep HR in-house, with backup. This strategy pairs your team with on-demand access to HR and employment law experts, plus self-service tools:

Live guidance on hiring, termination, leave, and discrimination questions
An employee handbook kept current with state and federal law
Alerts when regulations that affect your business change
Harassment prevention and workplace safety training
Job description and compensation benchmarking tools

Best for: businesses that want to stay hands-on with HR but need expert backup and fewer blind spots.

Strategy 2: Modern Payroll & Workforce Technology

Replace manual payroll and paperwork with a technology platform built for it:

Payroll processing and tax filing, done automatically and on schedule
Time and attendance tracking
An employee self-service portal for pay stubs, documents, and benefits enrollment
HR data and reporting in one system instead of spreadsheets

Best for: businesses that want to keep HR decisions in-house but eliminate manual payroll and admin work.

Strategy 3: Full-Service HR Outsourcing

Hand off HR, payroll, benefits, and workers’ compensation entirely to a dedicated outside team, under a shared-employment structure:

Payroll and tax administration
Benefits administration, often with access to large-group pricing
Workers’ compensation coverage and claims support
Day-to-day HR administration – onboarding, compliance, employee relations

Best for: businesses that want HR completely off their plate, or that are growing fast enough that HR admin can’t keep up.

Compare the Three Strategies

	Bertram Tools & Guidance	Payroll & Workforce Tech	Full Outsourcing
Best for	Staying hands-on, with backup	Automating payroll & admin	Handing off HR entirely
Payroll processing	◊	♦	♦
Benefits administration	♦	Limited	♦
Workers’ comp administration	Optional	◊	♦
Live HR/compliance guidance	♦	◊	♦
Handbook & policy support	♦	◊	♦
Additional Business Insurance	♦	◊	◊
Who does day-to-day HR	You, with support	You, with better tools	The outsourced team
	Bertram tools & guidance, if: You have a handful of employees and handle HR yourself or with an office manager You need a compliant handbook and occasional expert advice, not a full HR department You want to reduce legal exposure without adding headcount	Payroll & workforce technology, if: Payroll is still manual, or spread across spreadsheets and paper files You want employees to self-serve pay stubs, time off, and documents You’re comfortable making HR decisions yourself but tired of the admin	Full outsourcing, if: Payroll, benefits, and workers’ comp are eating hours you don’t have You’re growing fast and HR administration can’t keep up You want access to benefits pricing usually reserved for larger employers

Not Sure Which Fits? Start Here

Frequently Asked Questions

How do I get started?Bertram Insurance Service2026-09-02T11:41:05-07:00

How do I get started?

Contact us and tell us about your current HR setup and team size. We’ll walk through which strategy fits best – there’s no obligation.

Do I need all three?Bertram Insurance Service2026-09-02T11:40:12-07:00

Do I need all three?

No – most businesses use one strategy at a time and move to a more comprehensive one as they grow. Some pair compliance tools with a payroll platform before moving to full outsourcing later.

What’s the difference between the three strategies?Bertram Insurance Service2026-09-02T11:39:51-07:00

What’s the difference between the three strategies?

Compliance tools and guidance keep HR decisions with you, with expert backup. Payroll and workforce technology automates payroll and admin while you keep making HR decisions. Full outsourcing hands off payroll, benefits, workers’ comp, and day-to-day HR entirely under a shared-employment model.

Does Bertram Insurance administer our payroll or HR directly?Bertram Insurance Service2026-09-02T11:39:22-07:00

Does Bertram Insurance administer our payroll or HR directly?

No. We help you choose between HR compliance tools, payroll technology, or full HR outsourcing, and connect you with the right specialist for each. Our role is to help you pick the right fit and stay involved as your agent.

One Relationship

We’re your insurance agency first – which means we already understand your business, your risk, and your team. Rather than leave you to research HR options on your own, we’ve built relationships across all three strategies above, so there’s a clear next step no matter where you’re starting from. You stay with one point of contact at Bertram; we make the introduction and stay involved.

How It Works

Free consultation – Tell us about your team size, current HR setup, and where things feel hardest. No obligation.
We recommend a strategy – We’ll point you to a solution that best fits your business and is aligned with your long-term goals.
We make the introduction – You get connected directly to the right solution and we are with you for the whole process.

Whether you need expert backup, better payroll technology, or a team to take HR off your plate entirely, we’ll help you find the right solution.