CheckPoint HR
All-in-One Solution from Recruitment to Retirement

When he and his partners launched CheckPoint HR in 2001, President and CEO Tim Padva’s vision was to level the playing field for mid-market companies, enabling them to perform like an enterprise at a price they could afford. Tim and his partners understood these employers didn’t have access to technology like the larger companies did, but had the same HR needs. They covered employees with benefits like their larger counterparts, so there was an underserved need in the market to provide them with a service and a technology platform to manage their benefits and improve efficiencies. A PwC study revealed that these companies spent 30 percent more per employee than larger enterprises to handle payroll, time and attendance, and workforce administration.

“We introduced technology, support and services for employee administration—all on a hosted model. Instead of writing a big check, we created a technology on a per-check fee, enabling mid-market employees to access the technology at a price they could afford,” says Padva. “Our solution was getting everything out of filing cabinets and helping employers compete in a changing world.” New Jersey-based CheckPoint HR combines payroll, HR management services and benefits with a web-based Human Resource Management System (HRMS) technology platform to offer customers an affordable and centralized solution. “Our focus is on helping businesses lower costs and improve productivity by lowering what they pay per-employee, per-year on employee administration,” says Padva.

The current trend in HR is “data integration”. With the changing marketplace, employers are starting to understand the importance of having their HR, benefits and payroll data all in one place. “Our products keep evolving to meet the needs of our market. We are continually extending our product to more fully encompass the employee lifecycle—from recruitment to retirement,” remarks Padva. CheckPoint HR helps employers manage their employee administration and compensation programs through a combination of technology and services.

The company’s Human Capital Management (HCM) system delivers the tools that enable HR departments of all sizes to operate like an enterprise.

Our focus is on helping businesses lower costs and improve productivity by lowering what they pay per-employee, per-year on employee administration

Once a candidate submits an online application and is selected to fill a position, the employee is onboarded into the HCM system, where he or she can self-serve using the tools available, including enrolling in benefits, accessing the company intranet, and requesting paid time off. Employees have online access to their paycheck data, PTO balances, and W-2 information. Additionally, employees can choose their plans and complete the open enrollment process with the help of CheckPoint Choice, a benefits marketplace that assembles benefits plan options into an online portal. “We set up the marketplace with products, establish the client’s desired funding rules, and enable online functionality for both employees and HR management,” adds Padva.

In one instance, client KIPP Metro Atlanta Schools, a non-profit organization, wanted to control administrative costs. The school also needed to attract excellent teachers and administrators with employee benefits that included healthcare. KIPP Metro faced a 24 percent cost increase for healthcare plan renewals, which would have had tremendous negative financial impact on the organization. With a strategic approach and careful negotiation, CheckPoint HR was able to keep KIPP Metro’s medical renewals to single-digital increases for three continuous years without changing the school’s health insurance carrier.

Today, CheckPoint HR is focused on technology integration, HR and benefits expertise, and dedicated service. “Moving into the future, we’re increasingly working toward the consumerism of healthcare— choice and empowerment for employees,” concludes Padva.