A mid-sized financial services firm partnered with Margaret Godwin to exit its Professional Employer Organization (PEO) and regain full control of its HR and benefits functions. The company had been struggling with limited transparency, restricted access to employee data, and rising costs, including a projected 30% renewal increase. As the firm prepared for continued growth, leadership needed clearer visibility, stronger control, and a more stable financial model.

Margaret led the organization through a structured and well-managed PEO exit, beginning with a detailed transition plan and formal termination process. She evaluated multiple HRIS options, comparing functionality, cost, and integration needs, and ultimately secured improved pricing for the selected system. Working closely with the client’s HR and leadership teams, she coordinated the implementation of a new benefits administration platform and maintained consistent communication to ensure confidence throughout the transition.

The shift back to an independent HRIS model included setting up payroll, tax, and compliance processes, transitioning all benefit accounts without coverage gaps, and partnering with compliance experts to manage regulatory requirements. The result was a smooth, disruption-free transition that restored operational flexibility and control.

By the end of the project, the firm achieved an estimated $100,000 in annual savings through strategic vendor negotiations and optimized plan design. They also gained greater HR autonomy, more competitive HRIS pricing, and a seamless employee experience. While PEO exits can be complex, this engagement demonstrated how the right guidance can unlock meaningful savings, improved transparency, and a stronger foundation for future growth.