Client Success

massage envy lg

What does one do after 14 years in corporate America?

Get a massage. At least that’s what sounded right to Bruce McGovern, a Texas entrepreneur who after eleven years of being in business for himself now owns five Massage Envy franchises. But Bruce, like most successful small business owners, will tell you if you’re not careful you can find yourself trapped under process, paperwork and administrative headaches leaving you significantly less time to devote to customers and building your business.

Starting a business can be a daunting task. For Bruce, being a franchisee made sense, and Massage Envy presented a unique business model. He recognized that a fragmented industry with no central player offered a great opportunity to consolidate the market under a growing, promising brand. Additionally, Massage Envy supported Bruce’s new venture through extensive training, software tools, marketing and ongoing guidance. He was impressed with a program that later earned Massage Envy a top spot on Entrepreneur magazine’s Fastest Growing Franchises.

Even with all his business experience and Massage Envy’s support, Bruce calls the past eleven years, “a real education.” Managing 220 employees is a consuming task. Many aspects are rewarding, but as Bruce discovered, “all the things that you don’t think about that come up on a daily basis,” can end up taking the majority of one’s time. Consider: hiring and termination processes, interviewing candidates, unemployment claims, workers compensation, regulations and compliance issues, just to name a few.

Bruce knew he had to gain control of an aspect of his business that left unchecked would end up running him rather than he running his business. On the suggestion of Massage Envy’s corporate office, Bruce contacted DHR. After a thorough consultation and exploration of the different service options, Bruce brought on DHR to manage both his HR and payroll needs. He considered hiring an internal HR manager, but the costs just didn’t pencil out: “An employee wouldn’t have the breadth of specialized services, knowledge and experience. It was more cost effective to hire DHR.”

The decision eliminated some of Bruce’s “biggest headaches” of running his business. DHR manages his HR policies and documentation, compliance requirements, claims and hiring processes, all of which have yielded a “tremendous time savings” for Bruce. For example, now when hiring an employee, Bruce says he doesn’t “have to look through every single application. DHR screens for the five or six applicants that best fit our needs and are most worthwhile for me to interview.”

In addition to the time savings, Bruce says he’s gained a knowledgeable, experienced advisor that he can call on when needs arise. Be it his local HR specialist in Dallas or the extended DHR legal team, Bruce appreciates the ability to seek counsel and use DHR as a “sounding board” when issues come up. Bruce uses DHR to ensure he’s armed with the information and perspective he needs to make the right call: “When you’re faced with a difficult situation and trying to make the right decision, DHR helps you make sure you’ve considered and done everything you’re supposed to.” And with what he saves on legal fees, the approach represents a good value as well: “I don’t have to call my attorney every time an issue comes up. I can run the situation by the DHR team and make a decision.”

As Bruce looks to the future and considers the continued growth of his company, he’s confident DHR will continue to be part of his team. DHR’s flexibility to scale and adjust to his company’s “needs as they change over time,” gives Bruce the assurance that he’ll continue to benefit from the value and relief from administrative headaches that originally attracted him to DHR.

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