Scalable HR Infrastructure & PEO/EOR Advisory

Institutional-Grade Infrastructure for Scaling Organizations.

Challenges

The High Cost of Staying Independent

In 2026, the competitive gap between industry giants and growing organizations has widened. For Elite Clinical Practices, Leading Law Firms, and High-Tech Innovators across NY State, traditional HR is no longer a back-office function—it is a financial bottleneck.

The 2026 Premium Crisis: With NY State health insurance premiums approved by the DFS to rise by 13% to 22%, independent scaling entities are being priced out of the premium medical networks their talent demands.

The Talent Drain: Your A-Players are being lured away by hospital systems and "Big Law" firms that offer Fortune 500-level "Total Rewards"—lower deductibles, superior 401(k) matches, and modern wellness packages.

The Legacy Drag: Traditional payroll systems are mere tools, not partners. They leave you with 100% of the compliance liability and zero collective buying power, forcing partners to waste over 570 hours annually on administrative tasks that drive zero revenue.

Future Outlook

Compliance 2.0 & The Talent Magnet

By 2026, the U.S. employment landscape has entered the era of "Compliance 2.0," defined by mandatory AI-hiring audits, strict pay transparency, and the New York State Trapped at Work Act.

However, for the proactive firm, this complexity is a strategic opportunity. Organizations that build a sophisticated HR backbone today will turn compliance into a talent magnet. By leveraging advanced PEO (Professional Employer Organization) models, high-growth firms can access "Large Group" economies of scale, allowing them to out-compete domestic giants for elite talent while significantly protecting their EBITDA.

Our Solution

iVision transforms HR from a back-office burden into a strategic talent magnet. We act as your independent strategic advocate, ensuring your infrastructure is built for scale, not just administration.

Phase I: Advanced PEO Advisory & Platform Calibration

We conduct a deep-dive audit to identify the optimal employment model (PEO vs. EOR) for your specific growth stage.

Independent Comparison: We provide unbiased evaluation of top-tier PEO platforms matching their tech stacks to your operational needs.

Benefit Plan Arbitrage: We compare "Large Group" medical, dental, and vision plans to your current rates, typically securing 15% to 40% savings while providing your team with Fortune 500-level coverage.

Risk Modeling: We calibrate your Workers’ Comp and EPLI coverage, leveraging the PEO’s co-employment model to share legal liability and lower your overall risk profile.

Phase II: HRIS Modernization — Replacing the "Legacy Drag"

Traditional systems often act as static "DIY" tools that lack the integrated intelligence scaling firms require. We help you migrate to a modern HRIS that acts as a performance driver.

Reduced Administrative Friction: Modern systems automate onboarding, I-9 compliance, and time-tracking, reducing manual work and human error.

Release Your Time: By eliminating the "HR paperwork trap," we free your leadership team to focus on clinical outcomes, client service, and revenue-generating growth.

Accuracy & Audit-Readiness: Automated adherence to NY State wage mandates and the Wage Theft Prevention Act ensures your records are "audit-proof" from day one.

Phase III: Turnkey Implementation & Strategic Execution

Design is useless without execution. We provide the technical and operational bridge to ensure your plan goes live without disrupting your business.

System Configuration: We manage the full migration, including employee data import, Payroll schedule setup, and 401(k)/FSA integration.

Compliant Entity Launch: For international groups or out-of-state firms, we manage state-level tax registrations, IRS filings, and I-9 excellence to ensure a compliant "Soft Landing".

The Global Bridge: iVision serves as the professional HR link between your global HQ and the U.S. team, resolving cross-border operational friction and ensuring cultural alignment.

Success Story

From Legacy Payroll to Scalable HR:

A Clinic's 1-Year Turnaround

Background: A 5-person dental clinic struggled with rising insurance costs, outdated payroll tools, and lack of HR support — leading to compliance exposure and staff retention risks.

Solution: Migrated to a modern PEO model with integrated payroll, compliance, and Fortune 500–grade benefits, delivered at a 15% lower group insurance rate. System migration was audit-proof and hands-off for clinic owners.

Year 1 Wins:

$12,960 in direct savings — via lower insurance premiums and admin cost reduction
$5,000+ in penalties avoided — I-9, tax, and labor law compliance risks mitigated
40 leadership hours reclaimed — no more backend HR busywork
Fortune 500–level benefits unlocked — improved retention without increasing spend

The iVision Edge

Why Scaling Organizations and Clinical Groups Trust Us to Build Their Infrastructure.

NY State Regulatory Authority

We navigate the friction of Article 28, the Trapped at Work Act, and evolving wage mandates with operator-led precision. We ensure your practice is "audit-proof" from Day 1.

Conflict-Free Strategic Advocacy

We are 100% platform-agnostic. We don’t sell software; we engineer the PEO and HRIS architecture that protects your capital and reduces your total cost per employee by 15-40%.

Operator-Led Execution DNA

Built by former HR Directors and operators who have personally owned the financial cost of mis-hires. We treat your P&L as our own, evaluating every hire through an investor’s lens.

Investor-Grade Ecosystem Alignment

We synchronize your HR strategy with legal, tax, and PE teams. We ensure your infrastructure is calibrated for high-velocity scaling or a high-value clinical exit.