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Strategic HR Architecture for Scaling Organizations

From modernizing HR infrastructure for New York State’s elite professional practices to launching '0-to-1' leadership teams for global innovators, iVision delivers the operator-led advisory required to eliminate execution risk and protect your long-term enterprise value.

Scalable HR Infrastructure

(The PEO Strategic Pivot)

Best for: Established NY State clinical practices, law firms, and tech scaling entities (2–100+ employees). 

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In 2026, the cost of "staying independent" is skyrocketing. We help NY State organizations transition from legacy, administrative-heavy tools to modern, co-employment PEO models that offer institutional-grade buying power.

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Our PEO Advisory & Implementation Service:

  • Fortune 500 Benefits for Scaling Teams: We secure "Large Group" health insurance with 15% to 40% savings, allowing you to out-compete industry giants for A-Player talent.   

  • HRIS Modernization: We manage the migration to modern, employee-first platforms that automate I-9 compliance, pay transparency, and onboarding friction.   

  • Regulatory Shield: From the Trapped at Work Act to Article 28/36 standards, we ensure your HR infrastructure is "audit-proof" and your P&L is protected .

  • Shared Liability: Leverage co-employment to share the legal risk of employment compliance and workers’ compensation.

Executive & Core Team Build

U.S. Entry & Core Team Build

Best for: International groups and high-growth scale-ups launching their first U.S. headquarters.

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Entering the U.S. market is your highest-stakes challenge. A single executive mis-hire in the "0-to-1" phase can cost 30% of a salary and delay entry by months. We serve as your on-the-ground HR architect and headhunting partner.

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Our Executive Search & Entry Advisory:

  • The "0-to-1" Leader Search: We identify the high-Cultural IQ executives capable of bridging the gap between your global HQ and American clinical/commercial realities.

  • Compliant Market Presence: We provide the strategic bridge—using EOR (Employer of Record) for rapid testing or launching full PEO frameworks for long-term growth.   

  • De-Risking the Launch: From I-9 excellence to 50-state tax compliance, we’ve "seen this movie before." We align your hiring strategy with U.S. labor law from Day 1.   

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Common Searches for U.S. Launch:

  • U.S. Country Manager / GM (The bridge between HQ and U.S. execution)

  • Head of Business Development (The "Icebreaker" with a local rolodex)

  • First U.S. Ops Hire (Building the scalable domestic systems)

  • Head of People / U.S. HR Director (To lead domestic culture-building)

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