NAPEO
October 2026
THIS MONTH'S FOCUS: Strategic HR
HOW ALLEVITY TURNED A FOUNDER’S VISION INTO A 50-YEAR PEO LEGACY
Kent Ahlswede understood early on that for the emerging industry to succeed, PEOs needed more than a viable business model. They needed a collective voice.
BY CHRIS CHANEY
October 2026CONTENTS
FEATURED
HOW PEOS HELP CLIENTS BUILD STRONG EMPLOYER BRANDS
Whether it's designing benefit offerings, determining waiting periods or developing onboarding materials, every decision sends a message about how an organization values its employees.
BY HEATHER KEEFER SAULSBURY
October 2026
THE UNSUNG HERO: HOW PEOS ARE EVOLVING FROM ADMINISTRATOR TO STRATEGIC PARTNER
The shift from administrative to strategic doesn't mean adding complexity or overhauling everything. It means bringing solutions before clients know to ask for them.
BY JENNIFER MING
October 2026
CAN HUMAN RESOURCES DRIVE REVENUE? RETHINKING THE STRATEGIC VALUE OF PEOS
In an increasingly competitive labor market, the businesses that treat HR as a strategic investment rather than an administrative necessity will be the ones best positioned to outperform their competitors.
BY STACY JENSEN, SPHR
October 2026
YOUR PEOPLE STRATEGY IS YOUR BUSINESS STRATEGY
When HR leaders understand how the business creates value, they make better decisions about hiring, leadership development, compensation, workforce planning and organizational effectiveness.
BY MANDY RESMONDO
October 2026
FROM HR VENDOR TO STRATEGIC PARTNER: HOW PEOS CAN ELEVATE THE CLIENT CONVERSATION
Moving from HR vendor to strategic partner isn't about abandoning the administrative work clients depend on. It's about using that work, the data behind it, and the expertise surrounding it to help clients make better business decisions.
BY RONDA McCULLOUGH
October 2026
WHY THE MOST SUCCESSFUL PEOS ARE BUILDING RELATIONSHIPS, NOT JUST PROCESSING TRANSACTIONS
The PEO industry has earned its reputation through decades of administrative excellence. We should never lose sight of that foundation. But our future will be defined by something larger.
BY KIRK DAVIS
October 2026ADVERTISEMENT
TRACKS
“If you’ve never attended a NAPEO event, I encourage you to make that a goal for 2027.”
BY BILL MANESS
October 2026HOURS, NOT HEADCOUNT: WHAT THE LABOR MARKET IS ACTUALLY TELLING US
Altogether, the labor market can best be described as a “no hire, no fire” environment.
BY JOHN SLAVIC
October 2026GET AI-SEARCH-READY BEFORE SWITCHING SEASON
For most PEOs, this shift in buyer behavior remains largely invisible because they are not yet tracking AI visibility as part of their marketing strategy.
BY AMANDA MOORE ORTEGA
October 2026
THE CRITICAL IMPORTANCE OF TRANSITIONING HUMAN RESOURCES FROM A COMPANY COST TO A REVENUE GENERATING ENABLER
While HR has been rightly viewed as a critical, necessary fixed cost for doing business, that’s simply not the case anymore.
BY JAY MINCKS
October 2026FROM ADMINISTRATIVE HR TO STRATEGIC PARTNER: THE PEO EVOLUTION
Most PEOs have the tools to make this shift. What they do not always have is the habit of walking into a client meeting and leading with the future instead of the last 30 days.
BY KRISTEN FRADIANI
October 2026WHO OWNS YOUR ACH COMPLIANCE?
Depending on how a PEO structures its ACH processing relationship, significant responsibilities including fraud monitoring, annual ACH Rules reviews, documented policies, risk assessments, and maintaining supporting evidence may remain with the PEO.
BY JOE MIGNECO
October 2026LABOR AND EMPLOYMENT LAW LANDSCAPE FOR PEOS APPROACHING 2027
The hodgepodge of local labor and employment policies that vary from jurisdiction to jurisdiction will continue to pose compliance challenges for PEOs that operate across state lines.
BY JOHN POLSON, ESQ.
October 2026BEYOND THE PAYCHECK: WHY THE REAL BATTLE FOR HR STRATEGY IS MOVING TO THE BOARDROOM
The real competitive battleground has quietly shifted — from how fast an HR partner processes routine paperwork to how deeply their guidance impacts a company’s bottom line.
BY ALYSSA SCHNEIDER
October 2026MENTAL HEALTH IS A STRATEGIC WORKFORCE PRIORITY FOR PEOS
Managers should not be asked to provide care. They should know how to recognize a change in behavior, start a respectful conversation and connect employees with available support.
BY PAUL KELLEY
October 2026BEYOND THE MANDATE: WHAT PEOS SHOULD EVALUATE IN FERTILITY BENEFITS
A specialized fertility benefits partner can help bring together considerations such as provider quality, treatment patterns, pharmacy coordination, utilization, and benefit design.
BY DEBORAH HUTTON
October 2026ADVERTISEMENT
