Exceptional HR Solutions provides fractional HR technology services for New York companies that need smarter, more efficient HR systems without the cost of a full-time HR technology leader. As organizations grow, HR technology often becomes fragmented, outdated, or misaligned with business goals. Exceptional HR Solutions helps New York employers design, implement, and optimize HR technology ecosystems that support compliance, scalability, and employee experience.

With deep expertise across HR systems and workforce strategy, Exceptional HR Solutions partners with organizations to ensure HR technology enhances—not complicates—day-to-day operations. Learn more about the firm’s comprehensive approach to people and technology on the Exceptional HR Solutions website.

Exceptional HR Solutions offers end-to-end fractional HR technology services tailored to New York companies across industries. Services adapt to organizational size, complexity, and stage of growth.

HRIS and HCM System Selection

Selecting the right HR platform is critical. Exceptional HR Solutions evaluates workforce needs, compliance requirements, and long-term goals to recommend HRIS and HCM systems that align with business priorities.

Implementation and System Configuration

Successful implementation ensures long-term value. Exceptional HR Solutions oversees configuration, workflows, data migration, and system integrations to ensure accuracy, usability, and scalability from the start.

Optimization of Existing HR Systems

Many organizations underutilize their current platforms. Fractional HR technology services focus on improving adoption, eliminating inefficiencies, and enhancing reporting and automation capabilities.

Payroll and Benefits Technology Integration

Payroll and benefits platforms must integrate seamlessly with HR systems. Exceptional HR Solutions ensures accurate data flow between systems, supporting compliance and reducing administrative errors.

Compliance and Data Governance Support

New York employers face extensive recordkeeping and reporting obligations. HR technology must support audit readiness, data security, and regulatory compliance. Exceptional HR Solutions configures systems to align with best practices and evolving requirements.

Ongoing Fractional Oversight

Fractional support includes vendor coordination, system updates, troubleshooting, and continuous improvement—without the cost of a full-time HR technology executive.

Exceptional HR Solutions follows a proven, flexible methodology:

1. Assessment of current HR systems and pain points

2. Alignment of technology with business and workforce strategy

3. Implementation or optimization planning

4. Ongoing fractional oversight and continuous improvement

This approach ensures HR technology remains aligned with organizational goals as needs evolve.

Fractional HR technology services are ideal for:

• Growing companies outgrowing manual or disconnected HR systems

• Organizations implementing or replacing HRIS or payroll platforms

• New York employers navigating complex compliance requirements

• Companies seeking HR efficiency without adding internal headcount

• Leadership teams needing strategic HR systems oversight

This flexible model adapts as organizational needs change.

• Six years, and a signed acknowledgment in two languages. Labor Law section 195(4) requires employers to “establish, maintain and preserve for not less than six years contemporaneous, true, and accurate payroll records.” Section 195(1) requires a hiring notice in writing in English and in the employee’s identified primary language stating the rate or rates and basis of pay, allowances claimed as part of the minimum wage, the regular payday, and the employer’s name, any trading name, physical address and telephone – with a signed and dated acknowledgment of receipt in both languages preserved for six years. Failure runs at $50 for each work day to a $5,000 cap per employee under section 198(1-b). Six years outlasts most platform contracts, so export and archive have to be designed in rather than negotiated at renewal.
• Thirteen fields for a non-exempt wage statement. Section 195(3) requires the dates of work covered, employee name, employer name, address and telephone, rates and basis of pay, gross wages, deductions, allowances claimed and net wages – plus, for non-exempt employees, the regular hourly rate, the overtime rate, the number of regular hours worked and the number of overtime hours worked. Failures run at $250 per work day to a further $5,000 under section 198(1-d).
• Leave is accrued by the hour and reported in three business days. Labor Law section 196-b accrues sick leave at not less than one hour per 30 hours worked to 40 paid hours from five to 99 employees or 56 at 100 or more – and 40 unpaid at four or fewer employees with net income of $1 million or less in the prior tax year. Unused leave carries over; minimum increments may not exceed four hours; exempt employees are deemed to work 40 hours a week unless their normal week is less. Section 196-b(11) requires accrued and used amounts to be supplied within three business days of an oral or written request. Separately, 20 hours of paid prenatal personal leave apply at every employer size, in hourly increments, and Paid Family Leave is deducted at 0.432 percent of gross wages in 2026 to a $411.91 annual cap.
• Manual workers need their own pay cycle. Labor Law section 191(1)(a): “A manual worker shall be paid weekly and not later than seven calendar days after the end of the week in which the wages are earned.” Semi-monthly payment is available only to large employers holding a Department of Labor authorisation. The 16 May 2025 amendment to section 198(1-a) caps a first frequency-of-pay violation at up to 100 percent of the lost interest on the delayed wages – but only where the employer paid “on a regular payday, no less frequently than semi-monthly” – while repeat violators face full liquidated damages. Whether section 191 carries a private right of action remains unsettled between the First and Second Departments; treat it as open.
• And one obligation exists in New York City only. Local Law 144 of 2021 requires any automated employment decision tool used for hiring or promotion in the city to have a bias audit within one year of use by an independent auditor, results published on the employer’s website, and candidates notified 10 business days in advance – with each day of use in violation a separate violation. New York State has no equivalent, so an employer with sites inside and outside the city has a real obligation in one and none in the other.

We are not attorneys and this is not legal advice. Manual worker classification, vendor contracts and a tool’s status under Local Law 144 belong with New York employment counsel.

Exceptional HR Solutions has one physical location, in Melissa, Texas, and no New York office. We are not a software vendor, we do not resell platforms, we take no referral fees, and we are not an independent auditor for Local Law 144 purposes – that has to come from someone with no financial interest in you or your vendor. What we do is specify the system: which records must exist and for how long, how the leave buckets differ inside and outside the city, where the manual-worker pay cycle branches, which fields a wage statement carries for non-exempt staff, and what a vendor must contractually agree to supply.