Rappaport Reiches Capital Management (RRCM) has built its reputation on delivering personalized financial planning to high-net-worth clients. Founded in 2005, the firm spent its early years operating as a close-knit boutique practice focused on client service and growth.
As the company expanded, however, leadership recognized that the systems and processes that worked for a smaller firm would need to evolve. By 2021, the team had grown to 15 employees, and Karen Asbra—RRCM’s first employee, who joined in 2007—had been promoted to Chief Operating Officer.
Like many growing businesses, RRCM found itself at a crossroads. The firm’s principals were heavily involved in day-to-day operations, and HR responsibilities often fell on leadership’s shoulders. Managing payroll, benefits, onboarding, compliance, and employee questions took time away from the work that mattered most: serving clients and growing the business.
That’s when RRCM partnered with EmphasisHR.
The Challenge: Growth Was Creating Operational Strain
For years, RRCM handled HR internally. While that approach worked when the company was smaller, it became increasingly difficult as the firm grew.
New hire paperwork was tracked manually. Payroll questions and benefits issues often landed on the COO’s desk. Leadership spent valuable time researching compliance requirements, troubleshooting payroll systems, and managing employee concerns.
The firm identified several areas where outside expertise could make a meaningful difference:
- Manual onboarding processes that required tracking employee paperwork and compliance documents by hand.
- Limited internal expertise in benefits and workers’ compensation planning.
- Payroll and tax administration that required significant oversight and attention.
- Sensitive employee questions that were better handled by an independent HR partner.
The leadership team wanted a solution that would provide support without sacrificing the firm’s independence.
Why EmphasisHR
RRCM considered different HR outsourcing options, including a Professional Employer Organization (PEO). While PEOs can provide broad support, they often require companies to operate under the PEO’s tax ID and standardized processes.
EmphasisHR offered a different approach.
The partnership allowed RRCM to maintain its identity and culture while receiving expert support in the areas where it needed help most. Rather than forcing the firm into a one-size-fits-all model, EmphasisHR customized services around RRCM’s specific needs.
Another advantage was accessibility. Having a local partner meant RRCM always had someone they could call when questions arose. Instead of navigating a large national support system, they worked directly with people who understood their business.trol,” there was a real person reachable for immediate resolution, rather than an anonymous help-desk ticket.
Building a Stronger Foundation
As the partnership developed, EmphasisHR helped RRCM put consistent processes in place across payroll, benefits, onboarding, and compliance.
Payroll became more streamlined, with specialists reviewing details before each payroll run and helping address unique situations before they became problems.
The firm’s benefits offerings expanded beyond basic health coverage to include dental, vision, life insurance, and workers’ compensation. EmphasisHR also identified opportunities to reduce costs, including securing a more competitive workers’ compensation policy.
Onboarding became more organized and professional. New employees received digital handbooks, completed required forms electronically, and followed a consistent process from day one.
EmphasisHR also became RRCM’s primary resource for managing Paylocity, eliminating the need for leadership to spend time troubleshooting software issues or searching for answers on their own.
The Results: More Time to Focus on Growth
One of the biggest benefits of the partnership was the time it gave back to leadership.
Instead of serving as the first stop for payroll questions, benefits concerns, and HR administration, the COO could focus on business development, client relationships, and strategic initiatives.
During this period, RRCM grew to manage more than $1 billion in assets. With stronger processes and experienced HR support in place, the firm was able to operate with the professionalism and infrastructure of a much larger organization.
That foundation became especially important when RRCM was acquired by EP Wealth, a national firm with more than 600 employees.
Because employee records, onboarding documentation, compliance materials, and policies were already organized and up to date, the due diligence process moved smoothly. EmphasisHR worked closely with both organizations throughout the transition, helping ensure continuity for employees and minimizing disruption.
A Successful Transition
EmphasisHR supported RRCM through every stage of the acquisition process, including:
- Organizing employee records and compliance documentation for due diligence.
- Coordinating benefits transitions to avoid gaps in employee coverage.
- Managing final payroll, tax filings, and PTO payouts.
- Providing post-transition support to ensure employee information was transferred accurately.
The result was a smooth transition for both leadership and employees.
A Partnership That Supported Growth
For RRCM, outsourcing HR wasn’t simply about reducing administrative work. It was about building the infrastructure needed to support long-term growth.
By taking payroll, benefits, compliance, and HR administration off leadership’s plate, EmphasisHR allowed the firm to focus on serving clients and growing the business.
As RRCM expanded beyond the boutique stage and ultimately joined a larger national organization, EmphasisHR helped provide the systems, support, and expertise that made that growth possible.
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