EmPower HR is not an HR software platform you can log into and start configuring. It is a Professional Employer Organization (PEO), meaning it acts as a co-employer for your workforce, taking over payroll, benefits administration, compliance, and other HR functions on your behalf. If you arrived here looking for standalone HRMS software, this distinction matters. EmPower HR sells outsourced HR services bundled with technology, not technology alone.
Founded in 1995 and now operating as a division of Vensure Employer Services, EmPower HR targets small and mid-sized businesses with 5 to 500 employees. Its core value proposition is straightforward: hand off the administrative burden of HR so you can focus on running your business. The service is strongest in the Upper Midwest, with offices in Wisconsin, Illinois, Michigan, and Ohio, though it serves clients more broadly.
Our assessment: EmPower HR is a serviceable PEO option for small businesses in its geographic footprint, but limited public information about its technology platform, thin independent review data, and its absorption into the much larger Vensure Employer Services organization make it difficult to evaluate with the same confidence we’d bring to a standalone HR software review.
What Is EmPower HR?
EmPower HR was founded in 1995 and is headquartered at 126 N Jefferson St, Suite 250, Milwaukee, Wisconsin. In June 2022, it was acquired by Vensure Employer Services, one of the largest PEO providers in the United States. EmPower HR now operates as a division within Vensure’s broader portfolio of employer services companies.
As a PEO, EmPower HR enters into a co-employment relationship with its clients. This means EmPower HR becomes the employer of record for tax and benefits purposes, while the client company retains day-to-day control over its employees’ work. This model allows small businesses to access benefits, compliance support, and HR infrastructure that would otherwise be available only to much larger organizations. The company lists Humana, MetLife, and Fifth Third Bank among its partners.
EmPower HR Key Features
Because EmPower HR is a PEO rather than a software product, its “features” are really services delivered by human consultants supported by technology. Here is what the company offers:
HR Consulting
EmPower HR provides dedicated HR consultants who handle day-to-day human resources tasks for client companies. This includes employee relations guidance, policy development, and general HR administration. For a company with 5 to 50 employees that cannot justify a full-time HR hire, this is the core appeal of the PEO model. The quality of this service depends heavily on the individual consultant assigned to your account.
Payroll Administration
EmPower HR processes payroll on behalf of its clients, handling tax calculations, direct deposits, and payroll tax filings. The company’s website emphasizes “correct and on-time” payment as a key benefit. However, there are mixed signals on payroll reliability; some feedback indicates inconsistencies in payroll processing, which is a serious concern for any payroll provider. Prospective clients should ask for references specifically on payroll accuracy during the evaluation process.
Employee Benefits Administration
One of the strongest arguments for using a PEO is access to better benefits. EmPower HR markets “Fortune 500-level” benefits packages for its partner companies’ employees. By pooling employees across all its client companies, EmPower HR can negotiate group rates on health insurance, dental, vision, and other benefits that a 20-person company could never secure on its own. The company partners with carriers like Humana and MetLife.
Compliance Management
EmPower HR’s compliance team manages regulatory requirements including ACA (Affordable Care Act) compliance, HIPAA, CCPA, unemployment tax filing, and workers’ compensation. They also offer Employment Practices Liability Insurance (EPLI), which protects businesses against claims of wrongful termination, discrimination, and harassment. For businesses in heavily regulated industries like healthcare, this compliance support can be particularly valuable.
Risk Management
The risk management offering covers workers’ compensation administration, unemployment claims management, and EPLI coverage. EmPower HR handles the administrative side of workplace safety and employment risk, which can reduce the operational burden on small business owners who would otherwise need to manage these processes themselves or hire outside counsel.
Foundational Recruiting
EmPower HR provides recruiting support, including dedicated consultants who handle administrative aspects of the hiring process. This is described as “foundational” recruiting, suggesting it covers job postings, candidate screening, and basic recruitment coordination rather than executive search or specialized talent acquisition. Companies with high-volume hiring needs or specialized roles may need to supplement this with additional recruiting resources.
EmPower HR Pricing and Plans
EmPower HR does not publish pricing on its website. This is standard for PEO providers, where pricing is calculated based on the number of employees, services selected, industry, and the complexity of the client’s HR needs. One third-party source estimates pricing in the $100 to $500 range, though it is unclear whether this is per employee per month, per service engagement, or some other structure.
| Detail | Information |
|---|---|
| Pricing Model | Custom quotes based on company size and services needed |
| Estimated Range | $100 – $500 (unverified; contact vendor to confirm) |
| Free Trial | No |
| Free Version | No |
| Public Pricing Tiers | None; no Basic/Pro/Enterprise plans published |
| Contract Terms | Not publicly disclosed; inquire directly |
To get a quote, you will need to contact EmPower HR directly at (414) 847-5900 or through the contact form on empowerhr.com. Expect the conversation to include questions about your employee count, current benefits setup, payroll frequency, and which services you want to outsource. PEO pricing typically works as either a flat per-employee-per-month fee or a percentage of total payroll; EmPower HR does not disclose which model it uses.
Integrations
EmPower HR does not publicly document its technology stack or integration capabilities on its website. As a PEO, the company provides technology as part of its service offering rather than selling standalone software. This means your experience with integrations will depend on whatever HR technology platform EmPower HR (or its parent company Vensure Employer Services) uses to deliver its services.
There is no publicly available information about API access, third-party software integrations, or compatibility with popular business tools like accounting software, CRMs, or project management platforms. If your business relies on specific software systems and needs payroll or HR data to flow between them, this is a critical question to raise during the sales process. Ask specifically about data export capabilities, integration with your existing accounting software, and whether you will have direct access to the technology platform or only interact with it through your EmPower HR consultant.
Customer Support
EmPower HR’s support model is built around dedicated consultants rather than a traditional software support desk. When you engage EmPower HR as your PEO, you are assigned HR professionals who serve as your primary point of contact for all HR-related questions and issues. The company can be reached by phone at (414) 847-5900 or through the website contact form.
The company maintains an HR Resources section on its website with blog posts and updates on HR topics, though this is more of a content marketing resource than a comprehensive knowledge base. Specific support hours, SLA commitments, and escalation procedures are not publicly documented.
The limited independent review data available presents a mixed picture of service quality. One review gives the company a perfect score across all support dimensions, while other feedback channels show significant dissatisfaction, particularly around payroll processing. With only a handful of published reviews available, it is difficult to draw reliable conclusions about the typical support experience. The acquisition by Vensure Employer Services in 2022 may have also changed the support structure and team, so any pre-acquisition feedback should be weighed accordingly.
Pros and Cons
Based on our analysis of EmPower HR’s service offering, available client feedback, and competitive positioning within the PEO market, here are the key strengths and weaknesses to consider.
Pros
- Provides access to Fortune 500-level employee benefits packages through PEO co-employment model, leveling the playing field for small employers
- Comprehensive HR outsourcing covers payroll, benefits, compliance, and recruiting under one provider
- Compliance support includes ACA, HIPAA, CCPA, workers' compensation, and EPLI coverage
- Dedicated HR consultants handle day-to-day HR tasks, eliminating the need for an in-house HR hire at small companies
- Serves a broad range of industries including healthcare, technology, financial services, and non-profit
Cons
- Mixed feedback on payroll processing accuracy, which is a critical concern for a payroll-focused service provider
- No publicly available pricing; requires a sales consultation to get any cost estimate
- Very limited independent review data makes it difficult to assess typical service quality
- Technology platform and integration capabilities are not publicly documented or transparent
- 2022 acquisition by Vensure Employer Services introduces uncertainty about continuity of service model and team
- Not a standalone software product; cannot purchase or use the technology independently of the PEO service
Who Should Use EmPower HR?
EmPower HR is best suited for small businesses with 5 to 100 employees that want to fully outsource their HR function rather than build an internal HR team or implement HR software themselves. If you are a business owner who does not want to deal with payroll, benefits enrollment, compliance tracking, or employee relations issues, the PEO model that EmPower HR offers can be genuinely useful.
The company serves clients across financial services, private equity, technology, professional services, healthcare, hospitality, and non-profit sectors. Its physical presence in Wisconsin, Illinois, Michigan, and Ohio makes it most practical for businesses in the Upper Midwest, though PEO services can often be delivered remotely.
EmPower HR is not the right choice if you are looking for standalone HR software you can purchase and control independently. It is also not ideal for companies with more than 500 employees, which typically have the scale to justify in-house HR departments and enterprise HRIS platforms. Companies that need deep HR analytics, advanced talent management, or highly customizable workflows will find standalone HR software (like BambooHR, Gusto, or Rippling) to be a better fit. Finally, if payroll accuracy is your top priority, the mixed feedback on EmPower HR’s payroll processing warrants extra due diligence before committing.
EmPower HR Alternatives
Justworks
Justworks is a PEO with transparent, publicly listed pricing (starting at $59/employee/month for its basic plan) and a modern, self-service technology platform. It is a better choice for tech-savvy small businesses that want PEO benefits with more visibility into their HR data and a cleaner user experience. Justworks is weaker on hands-on HR consulting compared to a traditional PEO like EmPower HR.
ADP TotalSource
ADP TotalSource is one of the largest PEOs in the country, backed by ADP’s extensive payroll and HR technology infrastructure. It offers a broader range of services and a more established technology platform than EmPower HR. The trade-off is that ADP TotalSource is typically more expensive and can feel impersonal for very small businesses that value a close relationship with their HR consultant.
TriNet
TriNet specializes in PEO services for specific industries, including technology, financial services, and professional services. It offers industry-tailored benefits packages and compliance expertise. TriNet is a strong alternative if your business fits neatly into one of its industry verticals. It is generally pricier than smaller regional PEOs like EmPower HR.
Gusto
Gusto is not a PEO but a standalone payroll and HR software platform. It is the right choice if you want to manage HR yourself with good software rather than outsourcing it entirely. Gusto offers transparent pricing (starting around $40/month plus $6/employee/month), an intuitive interface, and strong payroll accuracy. It lacks the co-employment benefits and dedicated HR consulting that a PEO provides.
Insperity
Insperity is a well-established PEO focused on businesses with 5 to 5,000 employees. It offers a more comprehensive technology platform than EmPower HR and has a strong reputation for customer service. Insperity is a good alternative for businesses that want the PEO model but need more sophisticated technology tools and a larger, more established provider.
Frequently Asked Questions
Is EmPower HR a software product or a service?
EmPower HR is a Professional Employer Organization (PEO), which means it is primarily an HR outsourcing service rather than a standalone software product. Technology is included as part of the service, but you cannot purchase EmPower HR’s software independently. You engage EmPower HR as a co-employer that handles your payroll, benefits, compliance, and HR administration.
How much does EmPower HR cost?
EmPower HR does not publish its pricing. Costs are customized based on the number of employees, services selected, and your industry. Third-party estimates suggest pricing in the $100 to $500 range, but you will need to contact the company directly for an accurate quote. Call (414) 847-5900 or use the contact form on empowerhr.com.
What happened to EmPower HR after the Vensure acquisition?
In June 2022, EmPower HR became a division of Vensure Employer Services, a large PEO holding company. EmPower HR continues to operate under its own brand, but its services, technology platform, and internal operations may have changed as part of the integration into Vensure’s portfolio. Prospective clients should ask how the Vensure relationship affects their day-to-day service experience.
What size company is EmPower HR designed for?
EmPower HR serves companies with 5 to 500 employees. The sweet spot appears to be small businesses with 5 to 100 employees that lack a dedicated HR team and want to outsource the entire HR function. Companies with more than 500 employees typically outgrow the PEO model and are better served by in-house HR departments supported by enterprise HRIS software.
Does EmPower HR offer a free trial?
No. EmPower HR does not offer a free trial. Because it is a PEO service involving co-employment agreements, onboarding requires a contractual commitment. You can request a consultation and quote through the company’s website to evaluate fit before committing.
What industries does EmPower HR serve?
EmPower HR serves clients in financial services, private equity, technology, professional services, healthcare, hospitality and restaurants, and non-profit organizations. The company does not appear to restrict its services to any specific industry, but these are the verticals highlighted on its website.
Is EmPower HR the same as empower by AdviserPlus?
No. EmPower HR (empowerhr.com) is a US-based PEO headquartered in Milwaukee, Wisconsin. Empower by AdviserPlus is a completely separate UK-based HR employee relations and case management software product. The two share a similar name but are unrelated companies offering different services to different markets.
The Bottom Line
EmPower HR occupies a specific niche: it is a regional PEO for small businesses in the Upper Midwest that want to hand off HR entirely. For a company with 10 to 50 employees and no HR staff, the ability to outsource payroll, benefits, compliance, and basic recruiting to a single provider has genuine appeal. The access to Fortune 500-level benefits packages alone can make a PEO arrangement worthwhile for small employers competing for talent.
That said, EmPower HR is difficult to recommend with strong confidence. The independent review data is too thin to reliably assess service quality. The mixed feedback on payroll accuracy is concerning for a company whose core job is getting payroll right. And the 2022 acquisition by Vensure Employer Services introduces uncertainty about whether the small-company, personal-touch service model that defined EmPower HR still exists in practice.
If you are evaluating PEOs, we recommend getting quotes from EmPower HR alongside at least two or three larger, more established providers like Justworks, TriNet, or Insperity. Compare not just pricing but also the technology platform you will use day-to-day, the specific benefits packages available, and the responsiveness of the team during the sales process. If you are open to managing HR yourself with software rather than outsourcing it, platforms like Gusto or BambooHR may deliver more control and transparency at a lower cost.
