HR Companies & HR Consultants in Omaha, NE

Overview

Alliance Group, which operates online as Alliance PEO, is a professional employer organization based in Omaha, Nebraska. It serves employers that want to hand off some or all of the administrative work involved in managing a workforce. Under a co-employment arrangement, Alliance Group shares certain employer responsibilities with its clients. It takes on tasks tied to payroll, staff benefits, HR administration and workplace risk so that owners can spend more of their time running and expanding their companies.

The company is now affiliated with Vensure Employer Solutions. Its website says visitors are being redirected to the Vensure site, where the same services are presented. Buyers evaluating Alliance Group should note this affiliation, because ongoing service delivery and technology may now be connected to the larger Vensure organization.

Services

Alliance Group lets clients either outsource a single function or put together a broader package suited to their situation. Its four core service areas are:

• Human resources: compliance support covering state and federal workplace rules, plus help working through difficult personnel matters
• Employee benefits: access to competitive benefit options for staff
• Payroll processing: simplified payroll administration intended to reduce costly mistakes
• Risk management: a full workers' compensation program, including support that streamlines the handling of claims

In addition to these core areas, the firm provides paperless onboarding for new hires. Its website also offers educational material for prospective clients. This includes an FAQ explaining how a PEO works, a page on productive versus non-productive time, and an overview of the reasons an employer might choose a PEO. The company has also published COVID-19 resources for clients.

Technology

Clients and their workers use an online technology platform to work with Alliance Group. The site refers to WorkLogic and provides tutorials and a login for it. It also maintains separate portals for client companies and for employees. Employers get a digital channel for payroll and HR tasks, and employees can reach their own information directly.

How They Work With Clients

Alliance Group emphasizes personal relationships over purely transactional service. The firm says it meets clients face to face and keeps the relationship active through regular conversations and visits. Its stated aim is a lasting arrangement that fits each employer, with cost savings and convenience treated as only part of the picture. For buyers, this points to a hands-on, relationship-driven model in which an Omaha-based team stays involved after onboarding.

The firm presents its services as protection against a range of employer liabilities, such as compliance gaps, complicated personnel situations and payroll errors. The model suits employers that want to outsource HR administration, or that prefer to combine payroll, benefits, HR support and workers' compensation with a single provider rather than managing several vendors.

Eggers Consulting Company, Inc. is an executive search and recruiting firm based in Omaha, Nebraska. It works with employers across the country to fill senior and specialized positions. The company does not offer a broad menu of HR administration services. It concentrates on one discipline: identifying, vetting and placing accomplished professionals in leadership and sales roles. Its clients are mainly organizations in banking and financial services, along with companies hiring sales talent in the medical and pharmaceutical fields.

Background and ownership

The firm traces its roots to 1967, when James W. Eggers, C.P.C., started the business and led it as president. He chose to retire in 2014, and ownership passed to two longtime staff members. Randy Lyons now serves as CEO and Ellen Hembertt as president.

Together the pair had spent roughly 45 years at the company before taking it over, which gives the firm continuity of leadership and long institutional memory. The team also includes a director of research, David Hamilius, and a group of recruiters. Several recruiters hold senior or vice president titles, and at least one carries the CPC credential.

How the firm recruits

Eggers organizes its recruiters by specialty and by geography. Within banking, individual recruiters cover particular states or regions:

• Minnesota
• Iowa
• Ohio
• Wisconsin
• Tennessee
• Texas and Louisiana
• Oklahoma and Arkansas
• Illinois and Indiana

This structure lets each recruiter build relationships and market knowledge in a defined territory. The firm's sourcing approach deliberately looks beyond active job seekers. Recruiters reach out to employed, high-performing professionals who may be content in their current roles but open to the right opportunity. Instead of forwarding a large stack of resumes, the firm screens extensively. It then presents a short list of people matched to the client's skill requirements and company culture.

Services

• Executive search for banks and financial institutions
• Recruiting for medical and pharmaceutical sales positions
• Passive candidate sourcing and research
• Candidate screening and shortlist presentation
• Executive placement and career representation for candidates
• Interview scheduling, coaching and feedback
• Compensation and benefits negotiation support
• Resignation guidance for placed candidates

On the candidate side, Eggers acts as an advocate through the full hiring process. Recruiters learn about a candidate's goals and family considerations and arrange interviews. They also provide coaching and candid feedback, help negotiate pay and benefits, and assist with leaving a current employer. Confidentiality is a central commitment. The firm states that it does not share a candidate's details with a client without permission and will not reach out to a candidate's present employer.

For buyers comparing HR firms and consultants, Eggers fits employers that need a dedicated search partner for executive banking positions or specialized healthcare-related sales roles, rather than general HR outsourcing. What distinguishes it:

• More than five decades in operation
• A recruiter team aligned to specific states
• An emphasis on reaching passive talent
• A selective, quality-focused approach to presenting candidates

The firm is headquartered in Omaha and serves clients nationwide.

HR&B Consulting, Inc. is a small human resources consultancy in Omaha, Nebraska. It works with employers in the Omaha metro and nearby communities. The firm's name reflects its two main areas, human resources and benefits. It also offers technology services that support those functions, so one outside partner can cover people management, benefits and the systems behind them.

Who the firm serves

The firm presents itself as an HR resource for businesses at different stages. That includes a new company setting up its first employment practices, an organization adding staff, and an employer that needs help with regulatory requirements. HR&B does not use one fixed package. It scopes each engagement around the needs of the business and its employees, which suits buyers who want help on specific projects or areas rather than a standard bundle.

Services offered

Directory listings and business records describe a range of services across HR, benefits and general administration:

• HR consulting and advisory work
• Outsourced HR support for companies without an in-house department
• Communication about employee benefits and help with benefit plans
• Technology services related to HR and benefits
• Recruiting and staffing help
• Compliance guidance
• Consulting on payroll, accounting, business tax codes and business administration

This mix lets the firm help with both strategic and day-to-day issues. A client might use it to fill a role, explain a benefits program to staff, or review administrative practices that affect payroll and taxes. Business records describe its work on business taxes and administration alongside its HR consulting. That broader scope sets it apart from consultancies that focus only on personnel matters.

Background and team

HR&B Consulting started operating at the beginning of 2011 and was incorporated in Nebraska that January. It is a corporation led by Michelle A. Fagin as President and BJ Fagin as Vice President. Third-party profiles list a team of fewer than ten people. That means clients typically work directly with the firm's principals rather than with a large account-management structure. The company has kept the same address in southwest Omaha (Sarpy County) and lists one office.

Considerations for buyers

HR&B Consulting may suit small and mid-sized Omaha-area employers looking for a local, owner-led partner. The firm handles HR, benefits communication, recruiting and administrative consulting under one roof. Its custom approach to each engagement fits organizations whose needs don't match a standard outsourcing product. Buyers should ask the firm directly about engagement models, industry experience and staff credentials, because those details are not documented in the sources reviewed.

Overview

Morrow & Associates, Inc. is an Omaha, Nebraska firm that provides outsourced human resource consulting. Its work centers on managing people and on relations between employers and organized workforces. It serves three main groups: municipal and county government bodies, nonprofit organizations and private-sector employers. For buyers comparing HR consultants in Nebraska, the firm stands out for its public-sector focus, especially its testing and selection work for police and fire departments.

The firm describes itself as a partner that works alongside an organization's existing HR staff rather than replacing them. Clients hand off specific personnel tasks so their own leadership can concentrate on running the agency or business. Morrow & Associates then acts as an impartial outside party that offers recommendations. That neutrality can be useful when internal staff may be seen as having a stake in the outcome, such as in investigations, disputes or bargaining.

Consulting Services

The firm cites more than two decades of experience. It groups its offerings around hiring, promotional testing, grant writing, and seminars and training. Its listed areas of work include:

• Writing job descriptions, analyzing and evaluating positions, and conducting classification audits
• Staffing level (manpower) analysis
• Designing and auditing compensation plans, plus wage and benefit comparison studies
• Drafting personnel policies and department-level standard operating procedures
• Building performance appraisal systems
• Employee training and development programs
• Conflict resolution and workplace investigations
• Recruitment, along with hiring guidelines and procedures
• Entry-level applicant testing and promotional examinations
• Hiring under merit commission and civil service rules
• Background screening of candidates
• Labor relations support and contract negotiations
• Strategic planning and coordination of special projects

Public Safety Testing and Civil Service

A distinctive part of the practice is its support for law enforcement and fire service hiring. The website has separate sections for police applicants and fire applicants. Its homepage has also referenced results from a firefighter examination held for Papillion on December 16, 2007. Together with its experience in merit commission and civil service processes, this suggests the firm can help cities and counties run structured, rules-based testing for new hires and promotions in public safety departments.

Who It Suits

The firm is likely to suit local governments without a large internal HR function and public safety agencies that need defensible entry and promotional exams. It may also fit nonprofits or private companies that want help with compensation, policy development or labor negotiations. Because grant writing and seminars are among its service categories, it can also handle needs outside routine HR administration.

Morrow & Associates is based in Omaha. Its website does not yet publish team biographies or credentials, since the About Us page is marked as forthcoming. Much of the site content also dates from 2007. Buyers may therefore wish to ask directly about the consultants assigned to a project and about recent engagements.

Overview

The Creelgroup, Inc. is a human capital consulting firm headquartered in the Woodmen Building in downtown Omaha, Nebraska, serving employers across the United States. It works with both large and small organizations, helping them strengthen the way they manage their workforce, HR programs, internal processes and organizational design.

Rather than selling standardized packages, the firm builds custom HR solutions for each client, and it leans on the practical, real-world experience of its consultants so that recommendations can actually be put into practice and sustained over time.

According to the company, it has been advising clients for over two decades on some of the most complex and delicate parts of human resource management. The firm also notes that it holds certification as a minority-owned business, which may matter to buyers with supplier diversity goals.

Service Areas

Creelgroup organizes its consulting work into eight practice areas:

• Assessments: personality-based evaluation of teams, leaders and job candidates, delivered through a partnership with Hogan Assessments
• Organizational Behavior: individual and team assessments, coaching guidance, and aligning employee conduct with company goals by reworking policies, benefits and job structures
• Total Rewards: market-based pay structures, merit and incentive plans, profit sharing, executive pay, welfare benefits, workers' compensation and pharmacy plan management
• Talent: selection support, predicting job fit and motivation, leadership coaching and spotting performance risks
• Learning: training needs analysis, curriculum design for areas such as customer service and administrative work, and employee development plans
• Diversity and Inclusion: policy reviews, success metrics, evidence-based coaching, employee education, support structures for employee groups and broader recruiting pipelines
• Analytics: selecting meaningful HR metrics, building valid measurement tools, interpreting trends and creating objective ways to track change
• HR Operations: interviewing internal customers about department effectiveness, restructuring the HR function for compliance and efficiency, and improving the use of staff and technology

How They Work

Engagements tend to start with diagnosis. In assessment projects, the team uses validated personality tools and workshops to uncover what helps or hinders a group, then coaches struggling or high-potential leaders and trains in-house HR staff to judge applicant fit with teams and supervisors. Supervisors can also be prepared to help new hires succeed.

On the compensation side, the stated aim is to control payroll and benefit costs while keeping offers competitive enough to attract qualified candidates. In analytics work, the firm focuses on turning routine HR reports into insight about the people factors that drive business results, helping HR move from transactional reporting toward a more strategic role.

Clients and Specialties

Testimonials published on the site come largely from healthcare employers, including a medical center, a health system, a healthcare system and a mental healthcare system, with endorsements from a chief administrative officer, a vice president and a welfare benefits manager. Clients credit the firm with help on benefit plan design, caregiver engagement and navigating the legal side of executive compensation.

Buyers in healthcare, or other organizations seeking a single partner for compensation, benefits, assessment and HR restructuring, may find its broad scope a useful fit.

Overview

The Olson Group is a consulting firm in Omaha that helps employers set up and run benefits programs, retirement plans and HR functions. The firm was founded in 2003. It says its main focus is group insurance and retirement planning, and it has added hands-on HR support to that work. It now operates as a division of Patriot Growth Insurance Services. Buyers get a local team that is part of a larger insurance services organization.

The firm works with employers that want a stronger workplace culture and better tools to help staff choose benefits. Its stated mission is to inform and educate employees so they can make sound coverage choices for their households. The firm puts weight on client loyalty. It reports that 90% of its customers have stayed longer than 15 years, and it counts 30 clients who have been with it for more than three decades.

Services and products

The firm offers three practice areas. Buyers can use any one of them or combine them:

• Employee benefits: group health coverage, dental and vision plans, life insurance, disability and critical illness protection, and tax-advantaged accounts such as FSAs, HSAs and HRAs.
• HR consulting: a dedicated in-house consultant, writing employee handbooks, compliance support, developing HR policies and procedures, and help with performance management.
• Retirement: Simple 401(k) and IRA arrangements, safe harbor plans, deferred compensation programs, 529 college savings options and financial wellness resources for staff.

The HR consulting practice suits employers that want to focus on their own operations while an outside specialist handles policies, paperwork and regulations. The firm also publishes news and articles on topics such as year-end compliance checklists, succession planning, rescreening employees, modern performance management and managing performance in hybrid workplaces. These give prospective clients a sense of the issues its consultants follow.

How they work with clients

The company stresses direct, personal service. The firm says its consultants average 25 years of experience in the industry. They offer in-person meetings, individual service calls and quick availability when deadlines are tight. The firm describes its approach as innovative, careful with details and proactive about changes in the industry.

It says this approach helps it adopt new technology and keep clients compliant. It presents itself as a long-term partner that keeps improving and tries to anticipate changes in regulations and the market. According to its careers page, its benefits consultants deliver strategic planning through the BenefitsEdge platform.

Credentials and location

Three team members, Julie Nelson, Andy Dalka and Clinton Jansen, are registered representatives of the broker-dealer Cambridge Investment Research, a FINRA/SIPC member. Advisory services are provided through Cambridge's registered investment adviser. The Olson Group itself is not affiliated with Cambridge.

Their securities and insurance licenses cover Nebraska, and some of them are also licensed in other states, including Iowa, Kansas and Colorado. The office is in Omaha, so the firm is easy to reach for employers in the metro area and elsewhere in Nebraska that want one partner for benefits, retirement and HR support.

VantagePoint | CPI Omaha is a family-run human resource consulting firm based in west Omaha. It helps employers with hiring, workforce assessment, restructuring and leadership. It also works directly with individuals who are planning their next career step. The company opened in 1994 and has spent roughly three decades advising organizations in the Omaha metro, elsewhere in Nebraska, Council Bluffs in Iowa and the wider Midwest.

Jeff West and Judith Davies started the firm because they wanted employers to base selection, promotion and layoff choices on evidence rather than instinct. That data-driven philosophy still shapes the practice. Jeff West serves as CEO and President. Judith Davies holds the title of CEO-Emeritus and works as a senior executive coach.

Tommy West is Vice President, and Diane West leads career services as director. VantagePoint is also a co-owner within Career Partners International (CPI), a network with more than 350 offices in over 50 countries. This lets the Omaha team support clients whose employees are spread across multiple states or nations.

HR services for employers

Organizations typically engage VantagePoint for one of several needs:

• Outplacement and career transition for layoffs, mergers, acquisitions and consolidations. Each affected employee gets individual coaching on resumes, interviews, LinkedIn profiles and search tactics until they secure new work.
• Talent acquisition consulting that redesigns the hiring process. It uses overt testing to surface high-potential applicants and screen out risky behaviors, and the firm reports that around a quarter of tested candidates do not qualify.
• Talent insights and analytics, which combine assessments and predictive analysis to map strengths and development gaps for individuals, teams and the whole organization.
• Leadership development, succession planning, executive coaching, retirement transition and business consulting.

Its assessment tools are built to comply with EEOC requirements, American Psychological Association standards and the federal Uniform Guidelines governing employee selection. They draw on three-plus decades of outside validation. For buyers concerned about the legal defensibility of selection decisions, this compliance focus is a useful point of comparison. The company also tracks results such as quality of hire, how quickly displaced workers find new roles, and net promoter scores, so clients can gauge the return on each project.

Career services for individuals

Professionals can also hire the firm on their own, outside employer-sponsored programs. Offerings include counseling, career testing and assessment, career management and retirement planning support. The firm also provides job search planning, interview preparation and salary negotiation guidance. Certified career consultants write resumes at all levels, including executive resumes for vice presidents and C-suite leaders.

They also write cover letters, optimize LinkedIn profiles and tune documents for applicant tracking systems. These services can be purchased separately or bundled into a larger transition program paid for by an employer.

How the firm works

VantagePoint stresses that clients deal directly with its local staff rather than a call center or a rotating bench of remote coaches. The consultants who meet a client are the ones who carry out the engagement. That local model, paired with access to the CPI international footprint, suits Nebraska employers of different scopes, from those operating only in the Omaha area to organizations with a national or global workforce. Consultations are scheduled by appointment at its Burt Street office.