GUIDE 2024

HR Services Price List Examples

Human resources (HR) services are crucial to the smooth operation of any business. From recruitment to performance management, training, payroll, benefits administration, and legal compliance, these functions are fundamental to ensuring an organization’s success. 

While it’s common for larger companies to have an in-house HR team, many small and medium-sized enterprises (SMEs) opt to outsource these services to specialized HR service providers. This brings us to the topic of HR services price lists, a practical tool that outlines the cost of each HR service offered by a provider.

A HR services price list is essentially a catalog detailing the various HR services available, along with their corresponding prices. These prices may be fixed or variable, depending on the pricing model the HR provider uses. HR services price lists can be simple or complex, encompassing everything from basic HR functions to advanced services. Some companies even offer customizable HR packages to meet the unique needs of different businesses.

When choosing a HR services provider, businesses should carefully review their price lists. The goal is not merely to find the cheapest provider but to find one that delivers the best value for money. That means understanding what each service involves and how it will benefit your business.

Benefits of Having a Transparent Price List for HR Services

A transparent price list for HR services is beneficial in the following ways 

  • Improved Decision Making: A transparent price list provides businesses with clear and straightforward information on the cost of each HR service. This allows them to make well-informed decisions when choosing an HR services provider.
  • Enhanced Budgeting: Knowing the cost of each HR service enables businesses to budget accurately. This helps them allocate resources effectively and avoid unexpected expenses.
  • Increased Trust: Transparency in pricing fosters trust between HR service providers and their clients. Businesses appreciate knowing exactly what they are paying for, which can strengthen the working relationship.
  • Boosted Efficiency: Transparent price lists enable businesses to compare different providers quickly and efficiently. This saves time and ensures they get the best deal.
  • Clear Expectations: Transparent price lists ensure that businesses know what services they are getting and at what price, minimizing the risk of misunderstandings or disputes.
  • Market Competitiveness: A transparent price list can also increase a provider’s competitiveness. If clients can see that a provider offers quality services at a fair price, they may be more likely to choose them over competitors.
  • Streamlined Negotiations: With transparent pricing, businesses can negotiate more effectively. They have a clear understanding of where they might need to adjust their budget or prioritize certain services.
  • Customer Satisfaction: Transparency in pricing contributes to customer satisfaction. When clients feel that they’re getting good value for their money, they’re more likely to be satisfied with the service.
  • Risk Mitigation: A transparent price list helps businesses to mitigate financial risks. They can anticipate the cost of HR services and avoid providers that may be too expensive for them.
  • Strengthened Credibility: Lastly, a transparent price list reflects positively on the credibility of the HR service provider. It shows they are confident in their pricing and aren’t afraid to show it to potential clients.

Key Factors Influencing HR Service Pricing

HR Service pricing is influenced by the following factors:

Service Complexity: Complex services, such as strategic planning or legal compliance, often cost more than more straightforward services like payroll management.

Level of Expertise Required: Services that require higher levels of expertise or specialization usually have higher price tags.

Industry-Specific Requirements: HR services tailored to specific industries can be more costly due to the unique knowledge and skills required.

Geographical Location: Prices may vary based on location, with HR services in metropolitan areas typically costing more than in rural areas.

Market Competition: Competitive markets may drive prices down, while less competitive markets may lead to higher prices.

Number of Employees: Pricing can also depend on the number of employees in a company. More employees usually mean more work for the HR service provider, and therefore, higher costs.

Scope of Services: The broader the scope of services required, the higher the overall cost will be.

Bundled Services: Many HR service providers offer packages or bundles of services at a discounted rate.

Basic HR Services Price List Examples

HR service providers typically offer a range of basic services, each with its own pricing structure.

For instance, the most elementary HR service – employee record-keeping – could cost a small business between $1 and $2 per employee per month.

HR consulting, on the other hand, may be charged at an hourly rate. Businesses should expect to pay anywhere between $100 and $500 per hour, depending on the complexity of the issues being addressed and the consultant’s level of expertise.

Payroll services can range from $20 to $100 per month plus an additional per-employee fee, which is typically around $2-$5.

Benefits administration is another fundamental service, which can cost between $5 and $15 per employee per month.

Lastly, a simple hiring and onboarding service may cost around $300-$600 per employee.

Advanced HR Services Price List Examples

In addition to basic HR services, providers often offer more advanced services, again each with its specific price tag.

Strategic HR planning, which involves developing a comprehensive HR strategy aligned with a company’s business goals, might cost between $2,000 and $10,000, depending on the complexity of the strategy and the size of the organization.

Talent management and succession planning services, which aim to identify, develop, and retain top-performing employees, can cost around $500 to $1,000 per year per employee.

Executive search, a service aimed at recruiting high-level executives, can cost anywhere from 20% to 35% of the candidate’s first-year total compensation.

Lastly, organizational development, which involves designing and implementing change management strategies, might cost between $150 and $400 per hour.

Payroll and Benefits Administration Pricing Models

Flat-Fee Model: Some HR service providers charge a flat fee for payroll and benefits administration. This is typically a monthly or yearly fee, which can be beneficial for businesses as it makes it easier to budget.

Per-Employee Model: Other providers charge a fee per employee, which can vary depending on the complexity of the payroll and benefits administration tasks.

Transaction-Based Model: In this model, providers charge a fee for each transaction, such as each paycheck issued or each benefits enrollment.

Custom Pricing Model: Some providers offer custom pricing based on a company’s specific needs. This may involve a combination of the above models and can offer more flexibility.

Recruitment and Staffing Services Pricing Structures

Recruitment and staffing services are an essential part of HR and can involve various pricing structures.

A common model is the contingency-based structure, where the service provider is paid a percentage of the new hire’s annual salary, typically between 15% and 25%.

Another model is the retained search, often used for high-level positions. Here, the provider is paid a retainer, usually a percentage of the projected total fee, upfront.

The container model is a blend of the first two, where a portion of the fee is paid upfront, and the rest is paid when a candidate is hired.

A project-based fee is a fixed cost for a specific recruitment project, regardless of how many hires are made.

Lastly, some providers charge an hourly rate, which can range from $75 to $150 or more.

Training and Development Services Price List Examples

Training and development are integral to employee growth and productivity.

Classroom-style training may cost between $500 and $1,000 per day, depending on the trainer’s expertise and the course’s length and complexity.

Online training programs are another popular option. These can range from $50 to $500 per employee, depending on the program’s depth and duration.

Lastly, creating a custom training program tailored to a company’s specific needs might cost between $2,000 and $10,000 or more, depending on the complexity of the program and the number of employees it’s designed for.

Performance Management Solutions Pricing

Basic performance management solutions, including goal setting and tracking, feedback mechanisms, and appraisal management, might cost around $4-$8 per employee per month.

Advanced solutions that include features such as succession planning, 360-degree feedback, and workforce planning could cost anywhere from $10-$20 per employee per month.

Pricing could also depend on the level of customization required. Customizable performance management solutions could start at around $2,000 per year, with costs increasing based on the extent of customization and the number of users.

Some providers offer comprehensive performance management suites that integrate with other HR functions. These typically cost around $6-$15 per employee per month but can provide excellent value as they streamline multiple HR processes.

HR Compliance and Legal Services Pricing

HR compliance and legal services are critical for businesses to avoid costly lawsuits and penalties.

Basic HR compliance services, such as policy development and compliance training, can range from $1,000 to $5,000 or more, depending on the business’s size and complexity.

Legal services, such as employment contract reviews, can be charged on an hourly basis, typically around $200-$500 per hour, depending on the lawyer’s experience and expertise.

More complex services, such as handling a workplace investigation or representing a business in an employment dispute, can cost several thousand dollars.

Some providers offer subscription-based compliance and legal services. These packages, which provide ongoing support for a monthly or annual fee, typically start at around $100 per month.

Lastly, implementing a comprehensive HR compliance system might cost between $2,000 and $10,000 or more, depending on the system’s complexity.

Outsourced HR Department Pricing Examples

Some of the most significant HR Department Pricing include:

Full-Service HR Outsourcing: Full-service HR outsourcing, which involves an external provider taking over all HR functions, can cost between $50 to $150 per employee per month. This broad range is due to the extensive variety of services provided, from payroll to recruitment, benefits administration, training, performance management, and compliance.

HR Administration Outsourcing: For companies looking to outsource just their HR administrative tasks such as payroll, benefits administration, and record-keeping, they can expect to pay around $20 to $60 per employee per month. This pricing is generally lower because it excludes strategic HR functions like recruitment, training, and performance management.

Strategic HR Outsourcing: Outsourcing strategic HR functions, such as talent acquisition, succession planning, and workforce planning, can cost significantly more due to the higher level of expertise required. It might cost anywhere from $2,000 to $10,000 per month, depending on the size of the organization and the complexity of its strategic needs.

Project-Based HR Outsourcing: Some businesses choose to outsource specific HR projects, such as a comprehensive audit of HR practices or the implementation of a new HRIS system. The cost for project-based HR outsourcing can vary widely, ranging from $5,000 to $50,000 or more, depending on the scope and complexity of the project.

Custom HR Outsourcing Packages: Many HR service providers offer customizable outsourcing packages to meet the unique needs of different businesses. The cost of these packages can vary significantly, depending on which services are included and the extent of customization required. They could start at around $1,000 per month and go up to several thousand dollars per month.

Pricing Strategies for HR Service Providers

Below are some of the top strategies for Hr Service Providers 

Cost-Plus Pricing: This strategy involves determining the cost of providing a service and then adding a markup to ensure a profit. This strategy is straightforward but doesn’t account for market conditions or competition.

Value-Based Pricing: Here, prices are set based on the perceived value of the service to the customer. This strategy can result in higher profits but requires a deep understanding of the customer’s perception of value.

Competitive Pricing: In this strategy, prices are set based on what competitors are charging for similar services. While this can help attract customers, it can also lead to price wars and lower profits.

Tiered Pricing: This strategy involves offering different levels of service at different price points. This allows customers to choose the level of service that best fits their needs and budget.

Hourly Pricing: This strategy involves charging customers based on the number of hours spent providing a service. This can be fair and transparent, but it can also lead to uncertainty about the final cost.

Project-Based Pricing: Here, a fixed price is charged for a specific project or task. This provides certainty for the customer but can lead to lower profits if the project takes longer than expected.

Subscription Pricing: In this strategy, customers pay a recurring fee, usually monthly or annually, for ongoing access to a service. This provides predictable revenue for the service provider but requires them to continually demonstrate value to retain customers.

Performance-Based Pricing: This strategy involves charging based on the results achieved. For example, a recruitment service might charge a percentage of the new hire’s first-year salary. This can align the service provider’s interests with the customer’s but can also result in variable income.

10 Tips for Creating a Customized HR Services Price List

When creating a customized HR services price list, the following are a couple of tips that guarantee success.

  1. Understand Your Costs: To set fair and profitable prices, you need to understand the costs involved in providing each service, including both direct costs and overheads.
  2. Know Your Customers: Understand your customers’ needs, their budget constraints, and how they perceive the value of your services. This will help you set prices that they’re willing to pay.
  3. Research the Market: Investigate what competitors are charging for similar services to ensure your prices are competitive.
  4. Offer Different Price Tiers: Providing different tiers of service at different price points can cater to customers with various needs and budgets.
  5. Consider Bundling Services: Offering bundles of services at a discounted rate can attract customers looking for comprehensive solutions.
  6. Be Transparent: Ensure your price list is clear and transparent to avoid confusion or misunderstandings.
  7. Provide Customized Options: Offering the flexibility to customize service packages can make your pricing more attractive to customers with specific needs.
  8. Regularly Review Your Prices: Keep your price list up to date by regularly reviewing and adjusting your prices based on factors like cost changes, market conditions, and customer feedback.
  9. Factor in Value-Added Services: If you offer value-added services like customer support or consulting, factor these into your pricing.
  10. Clearly Communicate the Value: Make sure customers understand the value they’re getting for their money. This could involve highlighting the benefits of each service, showcasing testimonials, or providing case studies demonstrating the results you’ve achieved for other clients.


Before we wrap up, let’s answer some frequently asked questions about HR services price lists.

1. Why is there such a significant difference in pricing between different HR outsourcing providers?

The prices for HR services offered by different HR outsourcing companies can vary widely due to several factors. These include the provider’s expertise level, the complexity of the services, the competitive landscape in the market, and even the geographical location.

2. Are there hidden charges when availing of HR outsourcing services?

Reliable HR outsourcing providers should be upfront about their pricing structure and disclose all fees at the outset. However, it’s still prudent to inquire about any potential concealed fees, such as setup costs or charges for extra services.

3. Does it prove more economical to manage HR in-house or opt for outsourcing HR?

This largely depends on your business’s scale and complexity. For smaller businesses, outsourcing HR can often be more cost-effective as it eliminates the need for maintaining a full-time, in-house HR team. On the other hand, larger organizations might find it beneficial to have a dedicated in-house HR department.

4. Is it possible to negotiate the pricing on an HR outsourcing service list?

In many instances, yes. Especially for sizeable contracts or long-term partnerships, the pricing is often negotiable.

5. Is it advisable to pay for individual HR services or opt for a package?

This is determined by your business’s specific needs. If you require just a few select services, it may be more economical to pay for them separately. However, if you need a broad spectrum of HR services, a package from a professional employer organization could offer better value.

6. How frequently are the price lists for HR outsourcing services updated?

This varies among HR outsourcing providers, but most of them update their price lists yearly. Nevertheless, prices can fluctuate at any time due to factors like inflation or shifts in market conditions. Therefore, it’s crucial to confirm the prices before entering into a contract.

Josh Fechter
Josh Fechter is the founder of HR.University. He's a certified HR professional and has managed global teams across 5 different continents including their benefits and payroll. You can connect with him on LinkedIn here.