Have questions about the new JHR program? Check out the FAQs below.
JHR is the first comprehensive Human Resources solution specifically designed to meet the needs of Jewish congregations and organizations. We've partnered with two global HR leaders to fulfill congregations' HR needs. With JHR, congregations can delegate administrative tasks to a team of professionals, access high-value benefit options, and strengthen compliance through onboarding and professional development.
When you meet with a JHR team member, they will walk you through the process of aligning your organizational mission with HR best practices to create a dynamic workplace culture, build strong teams, and expand the impact on your community.
JHR allows communities to redistribute valuable staff time spent on payroll, HR forms, and maintaining legal compliance. We do this by outsourcing HR administrative tasks to our partners, High5 (a subsidiary of Compass/eTeam) and Insperity, two globally recognized leaders in the HR industry.
JHR moves part-time employees to High5 as an Employer of Record (EOR) and full-time team members to Insperity, a Professional Employer Organization (PEO). This process adds your team to a larger pool of individuals. Note: your congregation will continue to manage its employees on a day-to-day basis. JHR only takes on the administrative aspects of HR.
With JHR, congregations can strengthen employee benefits and ensure compliance with state and federal employment regulations.
JHR can make benefits more affordable for congregations and their employees. This starts by navigating the complexities of the insurance industry. When shopping for benefits, congregations are at a disadvantage. Most congregations do not have enough full-time, benefits-eligible team members to get the best rates while maintaining a large part-time staff. This inflates a congregation's employee count, making it difficult to access premium benefit plans.
JHR is available to any URJ congregation that is in good standing and has at least one part-time employee, regardless of size, location, or budget. We will make this program available to other Jewish organizations soon.
JHR creates a long-term strategy to ensure the health and viability of the congregation. The program ensures that employees are treated equitably, both ethically and from a legal compliance perspective. The value also lies in shifting staff time away from HR administration to what matters most: building meaningful community.
You can schedule an appointment with a JHR team member.
In most situations, JHR keeps current Parsonage, RPB, and ACC structures without interruption. There are some occasions where JHR will not work with these entities, which will be discussed as they arise.
JHR is customized for each congregation's needs. Communities would need to fully participate in the options provided to receive the full benefits of JHR.
JHR is a long-term investment that provides peace of mind. Since each congregation is unique, we provide a comprehensive analysis of your current HR costs, needs, and future goals. We will provide options so that you can determine if it makes sense to move forward.
JHR delegates HR administrative tasks to a team of professionals, provides access to "Fortune 500-style" benefit options, reduces individual and board liability, and strengthens training and professional development offerings.
Implementing JHR will remove hard costs for HR administrative responsibilities. In addition, there are many "soft" costs that may not show up in a profit and loss statement that JHR covers. This includes time spent managing HR tasks, legal liability for leadership non-compliance, and lack of productivity from low staff engagement.
High5, a subsidiary of Compass/eTeam, is an Employer of Record (EOR) that primarily supports your part-time employees. The congregation retains control over day-to-day staff management while the EOR manages administrative tasks like payroll processing, taxes, benefits, and compliance with employment laws.
An Employer of Record (EOR) is an entity that legally employs individuals or groups of employees on behalf of a company, taking responsibility for payroll, taxes, benefits, and compliance with employment laws. The congregation retains day-to-day employee management while the EOR takes on administrative responsibilities like payroll processing and compliance (including benefits administration). This arrangement supports various employment structures including full-time employees, part-time workers, short-term contractors, and "shared employee pools" (i.e. fragmented employees). It also helps mitigate legal risk, allowing organizations to focus on core activities.
Insperity is a Professional Employer Organization (PEO) which will focus on the congregation's full-time staff, including clergy, and a limited number of part-time staff. Insperity will provide high-value benefits for qualifying congregations. Insperity will accommodate RPB and ACC without interruption.
A Professional Employer Organization (PEO) is an outsourcing service for small (two or more benefits-eligible employees) to medium-sized organizations that manage HR, employee benefits, payroll, and administrative functions. In a co-employment relationship, the PEO manages tax and benefits while the client organization (i.e. a URJ-affiliated congregation) manages day-to-day operations. PEOs offer HR services, risk management, expanded employee benefits, and payroll services to leverage economies of scale for the benefit of the congregation. Outsourcing to a PEO allows a congregation to focus on core activities, which reduces administrative responsibilities. Insperity is the creator of the term "PEO" and offers high-value benefits with no premium charges.
A co-employer situation involves two parties sharing responsibilities and liabilities associated with employment. In this setup:
- The primary employer (your organization) retains control over day-to-day operations, tasks, and employee management, including hiring and firing decisions.
- The secondary employer (Insperity or High5) becomes the employer of record for certain purposes like payroll and benefits, sharing legal and administrative responsibilities.
This structure allows your congregation to focus on core activities while the co-employer manages HR tasks and compliance. This fosters efficiency and economies of scale for the secondary employer. Note that co-employment does not imply shared control over all aspects. Responsibilities are detailed in a contractual agreement.
Learn how JHR can benefit your Congregation: