Wolfe & Wyman had pieced together a PEO, a local HR consultancy, and separate benefits contracts. Allvia replaced the patchwork with one end-to-end HR, payroll and benefits solution – and lowered total costs by 12%.
12%
Lower total HR, payroll and benefits costs
92
Employees
Same-day
Response on urgent HR matters
Client Snapshot
- Industry: Legal
- Headcount: 92
- Locations: 3 in California, 1 in Nevada, 1 in Florida
- Partnership: Referred by a broker partner
Situation
- Referred by a broker partner, Wolfe & Wyman had cobbled together Insperity PEO, a local HR consultancy, and ancillary benefits under separate contracts. This created redundancy, cost inefficiency, and accountability gaps.
- Allvia partnered with the broker and HRIS provider to present a joint proposal for an end-to-end HR/payroll/benefits solution.
Complication
- Managing Partners had no direct visibility into day-to-day HR processes or employee matters, creating both operational risk and a sense of disconnection from their own firm.
- The PEO model imposed a “one-size-fits-all” structure that couldn’t accommodate the firm’s specific payroll, reporting, or cultural needs.
- No clear escalation path for time-sensitive HR matters like terminations, leaves, or compliance deadlines.
Resolution
- Reduced total HR/payroll/benefits costs by 12%, even after migrating off the PEO and absorbing higher benefits costs; net savings driven by eliminating redundant HR admin and payroll fees.
- Firm leadership now has a direct, responsive HR partner for time-sensitive matters: terminations, employee issues, and urgent requests handled same-day.
- Proactive compliance audits across 401(k), PTO, and I-9s have reduced regulatory exposure and caught inaccuracies before they became liabilities.
