You’re managing multiple properties, dealing with tenant issues, and trying to close your books on time. Your back-office team is stretched thin. Sound familiar? 

Real estate CFOs face a unique challenge. You need accurate financials across diverse property portfolios while keeping overhead costs manageable. Many of your peers have found a solution: strategic outsourcing of key back-office functions. 

The numbers tell the story. Real estate firms that outsource non-core functions report significant cost savings and improved accuracy. But which functions should you outsource first?  

Top 5 Back-Office Functions Real Estate CFOs Are Outsourcing 

This article explores the five back-office areas real estate CFOs prioritize when they decide to outsource.      

1. Accounts Payable and Accounts Receivable 

Your AP and AR teams handle hundreds of transactions monthly. Vendor payments, tenant invoices, rent collections, and maintenance bills all flow through these departments. This volume creates opportunities for errors and delays. 

Outsourcing AP and AR gives you immediate benefits. You gain access to dedicated teams who process invoices faster and with fewer mistakes. They use sophisticated systems that flag discrepancies before they become problems. As a result, your internal team can focus on higher-value activities like cash flow forecasting and strategic planning.   

The technology advantage matters too. Outsourced providers invest in automation tools that many mid-sized firms can’t justify purchasing on their own. These tools speed up invoice processing and improve payment accuracy. 

2. Payroll Processing 

Payroll seems straightforward until you factor in multiple jurisdictions, varying pay structures, and constantly changing tax regulations. Property management companies often employ people across different states or regions. Each location brings its own compliance requirements. 

Outsourcing payroll removes this burden from your plate. Professional payroll providers stay current on tax law changes. They handle calculations, withholdings, and remittances automatically. You reduce the risk of penalties from late or incorrect filings. 

Your internal HR team also benefits. They spend less time troubleshooting paycheck errors and more time on employee development and retention strategies. 

3. Financial Reporting 

You need accurate financial reports to make informed decisions. But compiling reports across multiple properties takes time. Your team pulls data from various systems, reconciles accounts, and formats presentations for stakeholders. 

Outsourced financial reporting teams bring structure to this process. They establish standardized procedures that ensure consistency across all properties. They deliver reports on predictable schedules. You get clearer visibility into your portfolio’s performance. 

Many CFOs appreciate the scalability outsourcing provides. When you acquire new properties, your reporting capacity expands without hiring additional staff. When you sell assets, you scale down without layoffs. 

4. Tax Compliance 

Real estate taxation is complex. You deal with property taxes, income taxes, sales taxes, and potentially taxes in multiple jurisdictions. Regulations change frequently. Missing deadlines or making errors can result in substantial penalties. 

Outsourcing tax compliance transfers this risk to professionals who specialize in real estate taxation. They monitor regulatory changes that affect your properties. They prepare and file returns accurately and on time. They respond to notices from tax authorities. 

The strategic value extends beyond compliance. Tax professionals who understand real estate can identify planning opportunities you might miss. They help structure transactions to minimize tax liability. 

5. Human Resources Administration 

HR touches every employee in your organization. Benefits enrollment, leave management, compliance documentation, and employee relations all require attention. These functions are necessary but don’t directly contribute to your core mission of managing properties. 

Outsourcing HR administration frees your team to focus on strategic talent initiatives. External providers handle the paperwork and processes. They maintain compliance with employment laws. They manage benefits administration and open enrollment. 

Your employees still get excellent service. Many outsourced HR providers offer self-service portals where employees can access information and make changes without involving your internal team. 

Learn more about our Outsourced Accounting Services

Partner with BPM for Your Outsourced Accounting, Tax and HR Needs 

You don’t have to outsource all five functions at once. Many real estate CFOs start with one or two areas and expand from there. BPM understands the unique challenges you face in real estate financial management. We provide tailored back-office solutions that scale with your portfolio. 

Our team works as an extension of yours. We deliver the accuracy and efficiency you need while you maintain control over your financial operations. To discuss which functions make the most sense for your organization to outsource first, contact us.  

Law firm leaders know that losing talented attorneys and staff is expensive. The costs go far beyond recruitment and training. When valued team members leave, they take institutional knowledge, client relationships, and momentum with them. 

Retention challenges plague law firms across the country. Associates burn out under significant billable hour requirements. Paralegals sometimes feel undervalued and seek opportunities elsewhere. Even partners consider lateral moves when firm culture fails to support their success. 

Strategic human resources management offers a proven solution to these retention problems. This article will explore how law firms can use proven HR strategies to keep their best people engaged, productive, and committed for the long term.  

Understanding Why Legal Professionals Leave 

Law firms lose talent for predictable reasons. Many firms fail to address these issues until it’s too late.  

Work-life balance remains the top concern for legal professionals at every level. Associates facing 2,000-hour billing requirements quickly experience burnout. Support staff juggling heavy workloads without adequate resources feel the same pressure. When firms don’t acknowledge and address these realities or offer flexibility, talented people start looking elsewhere. 

Career development opportunities also drive retention decisions. Legal professionals want to grow their skills and advance their careers. Firms that fail to provide clear progression paths or ongoing training signal to their teams that development isn’t a priority. This pushes ambitious staff members toward competitors who invest in their growth. 

Compensation matters, but it’s rarely the only factor. Many legal professionals will accept slightly lower pay at firms that offer better culture, meaningful work, and genuine appreciation for their contributions. 

Building a Retention-Focused HR Strategy 

Your retention strategy should address the root causes that drive departures. This requires moving beyond reactive measures to proactive planning. 

Start by conducting honest assessments of your current environment. Anonymous surveys and periodic “Stay Interviews” help you understand what your team values and where problems exist. Exit interviews with departing staff provide insight into issues you may not see from the leadership level. These tools give you data to guide your strategy rather than guessing solutions. 

Create clear career pathways for everyone in your firm. Associates need to understand what it takes to make partner or advance to senior counsel roles. Paralegals and support staff deserve defined advancement opportunities too. Document these paths in your employee handbook and discuss them during regular check-ins. 

“Transparency in advancement isn’t just policy—it’s a promise. When employees see a clear path forward, they believe in their potential and in the organization’s commitment to their growth. That belief turns ambition into loyalty.”  Stacy Litteral, BPM Partner 

Compensation reviews should happen regularly and fairly. Make sure your salary structures remain competitive within your market and your compensation philosophy reflects your desired culture. Consider total compensation packages that include benefits, professional development budgets, and work-life balance initiatives. 

Learn more about our HR Consulting Services

Implementing Programs That Keep People Engaged 

Engagement drives retention. Teams that feel connected to their work and valued by their firms stay longer and perform better. 

Professional Development 

Professional development programs show your team you’re invested in their future. Offer regular training on emerging legal areas, technology tools, and soft skills like client communication. Support continuing legal education requirements and encourage attorneys to pursue specialized certifications. Provide similar growth opportunities for paralegals and administrative staff through relevant professional programs. 

Mentoring 

Mentorship strengthens connections within your firm and accelerates development. Pair junior attorneys with seasoned practitioners who can guide their growth. Create similar relationships for support staff. These connections help newer team members feel supported while reinforcing the value of your senior people. 

Recognition 

Recognition matters more than most people realize. Acknowledge wins both big and small. Celebrate successful case outcomes, client compliments, and milestone anniversaries. Public recognition in firm meetings and private appreciation in one-on-one conversations both contribute to a culture where people feel valued. 

Flexible Work Arrangements 

Flexible work arrangements have become essential. The legal industry initially resisted remote work, but the landscape has changed. Offer hybrid schedules where possible. Trust your team to manage their time effectively. This flexibility often costs firms nothing while dramatically improving retention. 

See what’s ahead in the Professional Services Industry Outlook 2026

Measuring What Works 

You can’t improve what you don’t measure. Track key metrics to understand whether your retention strategies deliver results. 

• Monitor turnover rates across different roles and experience levels. Breaking down the data helps you identify specific problem areas. High turnover among second-year associates signals different issues than high paralegal turnover. 
• Conduct regular engagement surveys to track how your team feels over time. Watch for trends in responses about workload, development opportunities, and firm culture. These surveys give you early warning signs before retention problems escalate. 
• Review your hiring process metrics. The time it takes to fill positions and the quality of candidates you attract both reflect your firm’s reputation in the market. Difficulty hiring often indicates retention problems that have damaged your employer brand. 

How BPM Can Help Your Firm Solve Retention Challenges 

Many law firms lack the internal resources to build comprehensive retention strategies. Your team focuses on practicing law and serving clients. Strategic HR planning often falls to the bottom of the priority list. 

BPM brings specialized knowledge in law firm human resources management. We help firms diagnose retention problems, develop targeted strategies, and implement programs that keep your best people engaged. Our consultants understand the unique challenges of the legal industry and tailor solutions to your specific situation. Whether you need help building career development frameworks, improving compensation structures, or creating a more engaging firm culture, we provide the guidance and support that drives measurable results. 

To discover how strategic HR can transform your firm’s ability to keep the talent you’ve worked hard to build, contact us.  

Import costs are climbing, and consumer brands face a difficult choice: absorb the increases and watch margins shrink or pass them along to customers and risk losing market share. Neither option feels great, especially when competitors seem to be holding steady on pricing. 

The good news? You don’t have to accept margin erosion as inevitable. Smart brands are finding ways to protect their bottom line without alienating customers.  

5 Strategies to Help Maintain Profitability as Import Costs Rise 

This article will explore practical strategies your business can use to maintain profitability even as import costs continue to rise.  

1. Renegotiate Your Supply Chain Relationships 

Your supplier relationships shouldn’t be set in stone. When costs shift dramatically, it’s time to have honest conversations about pricing, payment terms, and volume commitments. Many suppliers would rather adjust terms than lose a valuable customer entirely. 

Start by reviewing your current contracts. Look for clauses that might give you flexibility or renegotiation rights. Then approach your suppliers with data about market conditions and your business constraints. You might be surprised at their willingness to work with you. 

Consider diversifying your supplier base as well. Relying on a single source makes you vulnerable to their pricing decisions. Multiple suppliers give you leverage and options when costs spike. 

2. Optimize Your Product Mix 

Not all products in your portfolio deliver equal margins. Rising import costs make this the perfect time to analyze which items actually drive profitability. You might discover that some SKUs cost more to import and stock than they’re worth.  

Look at your sales data and margin analysis side by side. Which products generate the highest margins? Which ones have the strongest customer demand? Focus your resources on these winners and consider phasing out underperformers. You can also redesign products to reduce import costs. Sometimes small changes in materials, packaging, or components can significantly lower duties and shipping expenses without compromising quality. 

3. Implement Strategic Price Increases 

Price increases feel risky, but customers understand that costs rise. The key is implementing them strategically rather than across the board. Your most loyal customers and highest-value products can often bear modest increases without significant pushback. 

Start with your premium products. Customers who already pay top dollar are less price-sensitive than bargain hunters. They’re buying based on quality, brand loyalty, or specific features they can’t find elsewhere. 

Bundle products to create more value while increasing average transaction size. Customers may accept higher prices when they feel they’re getting more for their money. Subscription models can also help lock in revenue while providing customers with convenience and predictability. 

4. Improve Operational Efficiency 

Hidden costs throughout your operations might be eating into margins more than import duties. Take a hard look at your internal processes. Where are you wasting time, money, or resources? 

Warehouse operations often hold significant savings opportunities. Better inventory management reduces carrying costs and minimizes write-offs from obsolete stock. Automated systems can cut labor costs and reduce errors that lead to returns and refunds. 

Your shipping and fulfillment processes deserve scrutiny too. Are you using the most cost-effective carriers? Can you consolidate shipments to reduce per-unit costs? Small improvements across multiple touchpoints add up quickly. 

5. Leverage Financial Strategies 

Sometimes the answer isn’t reducing costs but managing them more effectively. Financial strategies can help smooth out the impact of rising import expenses on your cash flow and margins. 

Currency hedging protects you from exchange rate fluctuations that can make imports more expensive. If you’re importing goods paid for in foreign currency, these tools can provide predictability and stability. 

Consider adjusting your payment terms with suppliers and customers. Extending payables while shortening receivables improves cash flow and gives you more financial flexibility to weather cost increases.  

Learn more about our Data Analytics

Work With BPM  

Rising import costs require more than quick fixes. You need a comprehensive strategy that addresses your entire business model. BPM works with consumer brands to develop customized approaches that protect margins while supporting growth. 

Our team analyzes your supply chain, operations, and financial structure to identify opportunities others miss. With advanced data analytics, we transform that information into actionable insights—revealing where margins are eroding, which SKUs underperform, and where pricing adjustments will have the greatest impact. We help you implement changes that deliver measurable results, not just theoretical savings. To discuss how we can help your brand maintain profitability in challenging market conditions, contact us. 

Salt Lake City has emerged as one of the nation’s most dynamic technology hubs, with tech job growth reaching 22.9% between 2021 and 2022, according to CBRE—more than double the national average. The “Silicon Slopes” region attracts both established giants like Microsoft and Adobe alongside innovative startups valued in the billions. However, rapid growth brings unique challenges that require strategic planning and professional guidance to navigate successfully.  

5 growth strategies for SLC-based technology companies 

This article explores five critical growth strategies that tech companies in Salt Lake City should implement to achieve sustainable, long-term success. 

1. Strategic tax planning maximizes innovation investments 

Utah’s business-friendly tax environment provides significant advantages for tech companies, but you need strategic planning to fully capitalize on these opportunities. The state offers substantial research and development tax credits that directly support your innovation initiatives—a crucial benefit in Salt Lake City’s competitive tech landscape. 

You can claim federal

R&D tax credits for qualifying activities including software development, algorithm creation and system integration projects. Utah also provides additional state-level incentives through programs like the Technology Commercialization and Innovation Program (TCIP). These credits can reduce your tax liability by thousands or even millions of dollars annually, freeing up capital for reinvestment in growth initiatives. 

Strategic tax planning extends beyond credits to encompass entity structure optimization, state tax minimization strategies and international tax considerations for companies expanding globally. You need professional guidance to navigate complex regulations while maximizing available benefits and maintaining compliance across all jurisdictions where you operate. 

2. ERP system implementation scales operations efficiently 

Your technology infrastructure must evolve alongside your business growth, and implementing robust ERP systems becomes critical as you scale beyond startup phase. Cloud-based solutions like NetSuite provide the flexibility and scalability that growing tech companies require to manage increasingly complex operations. 

Modern ERP systems integrate financial management, project tracking, inventory control and customer relationship management into unified platforms. This integration eliminates data silos that plague many growing companies and provides real-time visibility into all aspects of your business operations. 

You gain automated workflows that reduce manual processes, improve accuracy and free your team to focus on strategic initiatives rather than administrative tasks. Cloud-based systems also offer the scalability to accommodate rapid growth without requiring significant infrastructure investments or system overhauls as your company expands. 

3. Cybersecurity risk management protects valuable assets 

Tech companies in Salt Lake City face sophisticated cyber threats that can devastate operations, compromise intellectual property and destroy customer trust. You must implement comprehensive cybersecurity risk management strategies that go beyond basic IT security measures. 

Your approach should encompass threat assessment, incident response planning, employee training and regular security audits. The cost of a data breach extends far beyond immediate remediation expenses to include regulatory fines, legal fees, customer notification costs and long-term reputation damage. 

Risk management strategies should also address cyber insurance coverage, vendor security assessments and compliance requirements specific to your industry. You need policies and procedures that protect both your proprietary technology and customer data while maintaining the operational flexibility essential for innovation and growth. 

4. Compensation structure design attracts top talent 

Salt Lake City’s competitive hiring market requires sophisticated compensation strategies that attract and retain the technical talent your company needs to grow. You must balance competitive salaries with the region’s lower cost of living while offering packages that compete with opportunities in traditional tech hubs. 

Effective compensation structures incorporate base salary, performance bonuses, equity participation and comprehensive benefits packages. Stock options and equity grants become particularly important for startups and growing companies that may not match the cash compensation offered by established corporations. 

You should also consider non-traditional benefits that appeal to tech professionals, including flexible work arrangements, professional development opportunities and wellness programs. The goal is creating total compensation packages that recognize the value of top performers while supporting your company’s growth trajectory and budget constraints. 

5. Organizational structure optimization supports agile growth 

Rapid growth can strain organizational structures that worked well at smaller scales, and you need intentional design to maintain efficiency and culture as your team expands. Effective organizational structures balance hierarchy with flexibility, enabling quick decision-making while maintaining appropriate oversight. 

You should implement clear reporting relationships, defined roles and responsibilities and communication channels that scale with growth. Many successful tech companies adopt matrix structures that promote collaboration across functional areas while maintaining specialized knowledge centers. 

Consider implementing agile management practices that support rapid iteration and adaptation. Your organizational structure should facilitate knowledge sharing, promote innovation and maintain the entrepreneurial culture that drives success in the competitive tech environment. 

Ge to know more about our Technology Industry

Working with BPM for sustainable growth 

Implementing these growth strategies requires specialized knowledge and experience that most tech companies lack internally. BPM understands the unique challenges facing technology companies in Salt Lake City’s dynamic market and provides comprehensive professional services that support sustainable growth initiatives. 

Our team works with tech companies at every growth stage, from startups navigating initial scaling challenges to established companies pursuing aggressive expansion strategies. We combine deep industry knowledge with local market understanding to deliver solutions that drive measurable results for your business. 

To discuss how our comprehensive professional services can support your technology company’s success in Salt Lake City’s thriving market, contact us.  

Your customers make decisions based on trust. In the technology and SaaS space, that trust hinges on one critical question: Can you protect their data?  

According to IBM’s 2025 Cost of a Data Breach report, security breaches cost companies an average of $4.45 million globally. But the damage to customer relationships often proves even more costly. Research from McKinsey shows that 87% of consumers would end their business relationship with a company over security concerns. This reality makes security certifications and compliance frameworks more than checkboxes on an audit form. They become powerful tools for building and maintaining the trust that keeps your business growing. 

This article will explore how security certifications strengthen customer relationships, which certifications matter most, and how to communicate your compliance posture effectively. 

Why certifications matter to your customers 

Your potential customers face mounting pressure to protect their own users’ data. They need vendors who won’t become their weakest link. Security certifications provide third-party validation that you take data protection seriously. 

Certifications demonstrate that your organization has implemented specific security controls and undergone rigorous testing. They show customers that you’ve invested time and resources into building a secure infrastructure. More importantly, they prove you’re willing to be held accountable by independent auditors. 

“A security certification turns trust into a competitive advantage. It can accelerate procurement decisions and reduce the time spent in the due diligence process, helping deals close faster.” – Lauren Bradner, Director of Compliance Operations 

Today’s buyers conduct thorough vendor risk assessments before signing contracts. They want to see evidence of your security posture, not just promises. Certifications provide that evidence in a standardized format that procurement teams and security officers understand and trust. 

Learn more about our Cybersecurity Compliance Consulting Services

Essential certifications for technology companies 

Different certifications address different aspects of security and compliance. Understanding which ones matter most to your target customers helps you prioritize your efforts. 

• SOC 2 Type II has become the gold standard for SaaS companies and service organizations. This certification validates that you’ve implemented appropriate controls around security, availability, processing integrity, confidentiality, or privacy. The “Type II” designation means an auditor has verified these controls work effectively over time, not just on paper. 
• ISO 27001 provides an internationally recognized framework for information security management. This certification appeals to global customers and demonstrates a comprehensive approach to managing sensitive information. Organizations that achieve ISO 27001 certification show they’ve built security into their business processes at every level. 
• For companies handling payment data, PCI DSS compliance isn’t optional. This standard outlines specific requirements for secure payment processing. Even if you don’t directly handle credit card numbers, your customers need assurance that any payment systems you touch meet these stringent requirements. 
• HIPAA compliance becomes critical if your platform handles healthcare information. This framework protects patient privacy and sets strict standards for data handling. Healthcare customers won’t consider vendors who can’t demonstrate HIPAA compliance. 
• GDPR compliance matters for any company serving European customers. This regulation gives individuals control over their personal data and requires transparent data handling practices. Many companies now use GDPR principles as a baseline for privacy protection regardless of where their customers are located. 

“Don’t chase every label. Prioritize and choose the ones that create the most bang for your buck (and time!) by selecting those that directly impact your business model.” – Lauren Bradner 

How certifications strengthen your competitive position 

Security certifications create clear competitive advantages. They shorten sales cycles by answering security questions before prospects even ask them. Your sales team can confidently point to third-party validation instead of explaining your security measures from scratch during every demo. 

Certifications also open doors to enterprise customers. Large organizations often require specific certifications from all vendors. Without them, you can’t even get through procurement, regardless of how good your product is. Having the right certifications in place means you can pursue bigger deals and enter new markets. 

Your existing customers benefit too. They face their own compliance requirements and audits. When you maintain strong certifications, you make their compliance efforts easier. They can point to your certifications when their auditors ask about vendor security. 

Communicating your compliance posture effectively 

Earning certifications is only half the battle. You need to communicate your security posture in ways that build trust with current and prospective customers. 

Create a dedicated security page on your website. List your certifications prominently and explain what each one means in plain language. Include links to your compliance reports where appropriate. Many companies offer SOC 2 reports to qualified prospects under NDA. 

Transparency builds trust more effectively than marketing claims. Be open about your security practices, from encryption methods to access controls. Explain how you handle data, where you store it, and what measures you’ve implemented to protect it. 

Your customer-facing teams need to understand your security posture too. Train your sales and support staff to discuss certifications confidently. They should know which questions to answer directly and when to loop in security professionals for more technical discussions. 

Consider publishing a trust center that serves as a single source of truth for security information. Include real-time system status updates, security advisories, and compliance documentation. Some companies also share their security roadmap to show customers they’re continuously improving their posture. 

Partner with BPM for your compliance journey 

Navigating the complex world of security certifications and compliance frameworks can feel overwhelming. BPM helps technology and SaaS companies achieve and maintain the certifications that matter most to their customers. Our team guides you through the entire process, from gap assessments to audit preparation to ongoing compliance management. 

We understand that certifications aren’t just about passing audits. They’re about building systems and processes that genuinely protect your customers’ data while supporting your business growth. To discuss how we can help you achieve your compliance goals and accelerate your growth, contact us.      

Running a winery means juggling countless moving parts. You’re managing grape purchases, tracking inventory through fermentation and aging, fulfilling wine club allocations, shipping orders across state lines, and staying compliant with Alcohol and Tobacco Tax and Trade Bureau (TTB) reporting requirements. Your accounting software should simplify these complexities, not add to them. 

The right system can transform how you manage your business. The wrong one will leave you spending more time fighting your software than making great wine. This article will walk you through the key features to look for, the questions you need to ask, and how to match software capabilities to your winery’s specific needs. 

Start by Understanding Your Winery’s Specific Needs 

Before you evaluate any software, take stock of your current operation. Are you selling primarily through a tasting room, or do you also manage wholesale distribution? Do you run a wine club? How many different sales channels are you managing?  

Your complexity matters as much as your size. A small winery with direct-to-consumer sales, a wine club, and out-of-state shipping faces different challenges than a larger operation selling exclusively through distributors. Write down your pain points. Where are you spending the most time on manual processes? Where do errors creep into your records? 

Look for Wine Industry-Specific Features 

Generic accounting software wasn’t built with wineries in mind. You need a system that understands how wine businesses actually operate. 

Your software should track wine lots from harvest through final sale. This capability gives you accurate cost of goods sold figures, which are essential for pricing decisions and profitability analysis. Systems that only track inventory by type rather than by specific lot will leave you guessing about your true costs. 

TTB compliance reporting should be straightforward, not a monthly headache. Your software should generate the reports you need without requiring manual data entry or complex workarounds. For newer winemakers, automated compliance features can save hours of frustration and help you avoid costly mistakes. 

Inventory management needs to work for your reality. Can the system track bulk wine separately from bottled goods? Does it handle different package sizes? Will it alert you when supplies are running low? Your software should deplete inventory automatically as you use it and give you real-time visibility into what you have on hand. 

Learn more about our NetSuite for Wineries

Evaluate Integration Capabilities 

Your accounting software doesn’t exist in isolation. It needs to work seamlessly with your other systems. 
 
If you use point-of-sale software in your tasting room, e-commerce platforms for online sales, or wine club management software, your accounting system should integrate with these tools. Manual data entry between systems wastes time and introduces errors. Look for software that can automatically sync transactions from your sales channels. 

NetSuite stands out in this area. It offers robust integrations with specialized winery software and can handle multiple sales channels within a single platform. This unified approach eliminates the blind spots that come from disconnected systems. 

Consider Scalability and Access 

Your winery won’t stay the same size forever. Choose software that can grow with you. 

Cloud-based systems offer flexibility that on-premises solutions can’t match. Your team can access data from the vineyard, the production facility, or home. You can check inventory levels, review reports, or approve transactions from anywhere. 

Pay attention to user licensing. Some providers charge per user, which can become expensive as your team grows. Look for solutions that include unlimited users in their pricing structure. 

Don’t Overlook Support and Training 

The best software in the world won’t help you if you can’t figure out how to use it effectively. Ask about training resources and consider the following: 

• Does the vendor offer onboarding support?  
• Are there tutorials and documentation?  
• Can you reach customer support easily when problems arise? 

Implementation matters too. Moving to new accounting software is a significant undertaking. You need a partner who understands both the technical requirements and the wine industry’s unique needs. 

Match Software to Your Operation’s Complexity 

Small wineries with straightforward operations might do well with basic accounting software paired with specialized wine club or direct-to-consumer (DTC) tools. This approach can be cost-effective and easier to learn. 

However, if you’re managing multiple distribution channels, tracking complex allocations, or operating in multiple states, you need more robust capabilities. An all-inclusive, industry-specific platform like NetSuite can actually simplify your operations by bringing everything under one roof. 

The Right Partner Makes All the Difference 

Choosing accounting software is just the beginning. You need a partner who understands both the technology and your business. 

BPM brings specialized knowledge in both NetSuite implementation and the wine industry. We don’t just set up software—we redesign your processes to eliminate inefficiencies and position your winery for growth. Our team helps you optimize your financial structure, build strong controls, and ensure your system delivers real value from day one. 

Whether you’re making your first vintage or managing a heritage brand, we provide ongoing support to ensure your accounting software evolves with your business. To discuss how NetSuite can streamline your vineyard-to-bottle operations, contact us.   

As a CFO, you didn’t pursue a career in finance to become a spreadsheet manager. Yet your financial analysts are copying data between systems; your controllers are reconciling discrepancies in Excel, and you’re waiting days for reports that should be available instantly. 

The question is whether NetSuite is the answer, and what it really means to make the leap from spreadsheet-dependent operations to a unified cloud ERP platform. 

The Spreadsheet Trap Every CFO Recognizes 

Spreadsheets became ubiquitous in finance for good reason: they’re flexible, familiar, and seemingly free. But that flexibility has become a liability. Your organization now has dozens (or hundreds) of interconnected spreadsheets maintained by different people, each with its own version of the truth. The real cost is more than the hours your team spends managing these spreadsheets. You’re also missing strategic opportunities because your team is occupied by data wrangling instead of financial analysis. 

What NetSuite Changes for the Finance Function 

NetSuite ERP transforms your finance organization from data managers into strategic advisors. Instead of disconnected systems and spreadsheets, you get a unified cloud platform that integrates financial management, inventory control, order management, and business intelligence into a single source of truth. And there are major benefits to having such an integrated system at your fingertips. 

Real-time Financial Visibility 

Your team accesses current financial data through customizable dashboards rather than waiting for monthly reports. You spot trends and anomalies as they develop, not weeks later when the monthly close finally completes. 

Automated Financial Processes 

Revenue recognition that complies with ASC 606 and IFRS 15 happens automatically. Month-end close cycles that once took two weeks shrink to mere days. Your team stops manually entering data and starts focusing on strategic analysis. 

Multi-dimensional Reporting 

You finally get the financial insights you’ve been piecing together manually, including profitability by customer segment, product line, geography, or any dimension relevant to your business model. These reports update in real-time as transactions flow through the system. 

The Strategic Shift from Backward-Looking to Forward-Thinking 

Here’s what changes once your finance function isn’t consumed by data management: you become a strategic partner to the CEO and board rather than the person who explains what happened last quarter. 

NetSuite’s financial planning and forecasting capabilities let you model different growth scenarios and immediately see the implications for cash flow, working capital, and profitability. When your sales team proposes expanding into a new market, you can quickly assess the financial viability instead of spending a week building a spreadsheet model. 

The platform’s comprehensive audit trail and role-based access controls also address the internal control weaknesses that keep you up at night. Every transaction is documented, every change is tracked, and you can demonstrate segregation of duties to satisfy even the most skeptical auditor. 

Compliance and Tax Management That Scales 

As your organization grows, regulatory complexity grows with it. Multi-state tax obligations, industry-specific compliance requirements, and evolving accounting standards create a compliance burden that spreadsheet-based systems can’t handle reliably. 

NetSuite’s automated tax calculations adapt to the latest regulations across multiple jurisdictions. Whether you’re dealing with sales tax, VAT, or international tax obligations, the system calculates accurately and generates the detailed reports you need for filing. This automation reduces compliance risk while freeing your team from the manual calculations that inevitably introduce errors. 

Breaking Down Silos Between Finance and Operations 

One of the most transformative aspects of NetSuite is how it connects your finance function with the rest of the business. When financial management is integrated with inventory control, order management, and CRM in a unified platform, everyone works from the same data.  

• Your sales team can generate quotes with current pricing and accurate margins 
• Operations can track inventory and costs in real-time 
• Customer service can see payment status without calling accounting.  

For you as CFO, this means your financial forecasts incorporate actual operational data rather than estimates and assumptions. This integration eliminates the friction that slows down your organization. Learn more about why companies choose NetSuite for unified business management. 

The Data Foundation for Better Decisions 

Strategic decision-making requires reliable data, and reliable data requires a system designed to maintain data integrity from the start. NetSuite’s architecture replaces the fragmented data landscape of multiple systems and spreadsheets with a centralized database.  

This data foundation enables you to answer critical strategic questions about customer profitability, growth investment allocation, pricing strategies, and working capital requirements. You can’t answer questions like these reliably when your data lives in spreadsheets maintained by different people with different assumptions. 

Learn more about our NetSuite Services

Your Path Forward 

The transition from spreadsheets to strategic insights can be complex because it fundamentally changes how your finance organization operates and contributes to your company’s strategic direction. NetSuite provides the technology foundation, but the vision comes from you. 

Transform Your Financial Operations with BPM 

At BPM, we’ve helped CFOs move beyond spreadsheet-dependent operations to strategic financial management powered by NetSuite. Our NetSuite Accelerator Program provides a structured, phased approach that gets you to value quickly while minimizing risk. 

Contact BPM today to discuss how NetSuite can transform your finance function from a backward-looking reporting group into a forward-thinking strategic partner. 

You’re managing a 50-person IT department, cybersecurity threats are intensifying, and your executive team keeps asking why you need more headcount. Sound familiar?  

The pressure to do more with less has made managed security solutions essential for medium-sized enterprises. But the alphabet soup of acronyms—MDR, MSSP, SOC, EDR—makes it hard to know which service actually solves your staffing problem without draining your budget. 

Today, we’ll look at two of the most popular: MDR vs MSSP.  

MSSP vs MDR: What You’re Actually Choosing Between 

Let’s cut through the confusion. When comparing MDR vs MSSP, you’re looking at two fundamentally different approaches to protecting your organization. 

What MSSP Does for Your Business 

A managed security service provider (MSSP) operates your security infrastructure. They manage firewalls, monitor your network for suspicious activity, handle vulnerability scanning, and keep your security tools updated and configured properly. Think of an MSSP as the team running your security operations—maintaining systems, watching for anomalies, and alerting you when something looks wrong. 

What MDR Does for Your Business 

Managed detection and response (MDR) services focus specifically on threat detection and incident response. MDR providers actively hunt for threats hiding in your environment, investigate security alerts to separate real incidents from false positives, and take direct action to contain and remediate active threats.  

Here’s the distinction that matters most:  

• MSSPs manage your security devices and systems.  
• MDR services hunt down threats and stop them. 

Both are managed security services providers in the broadest sense. But their scope, methodology, and what they require from your internal team differ significantly. 

Learn more about our Managed IT Services

Five Questions that Determine Which Service Fits Your Team 

Before evaluating vendors or comparing pricing models, you need to understand what your organization actually needs. These five questions will clarify whether MDR, MSSP, or a combination makes sense for your security posture. 

1. What’s the current state of your security infrastructure?  

If you’re still building out foundational security controls—configuring firewalls properly, establishing vulnerability management processes, implementing endpoint protection—you need comprehensive infrastructure management.  

Managed security services provide the skills to deploy, configure, and maintain security technologies correctly. Organizations with mature security infrastructure in place but lacking deep investigative capabilities benefit more from MDR’s specialized threat detection focus. 

2. Where does your team spend most of their security time?  

Some IT teams excel at security architecture and tool management but lack bandwidth for deep threat analysis. Others have strong analytical skills but struggle with the operational burden of maintaining security systems around the clock.  

• MSSPs handle ongoing security operations—firewall management, patch deployment, vulnerability scanning, continuous monitoring—freeing your team for strategic work. 
• MDR providers focus specifically on threat hunting, alert investigation, and incident response, which requires different skill sets entirely. 

3. What level of tactical response do you need when threats are detected?  

Both services provide continuous monitoring, but the response model differs significantly.  

• MSSPs identify security events, validate alerts, and coordinate with your team on remediation steps while managing the underlying security infrastructure.  
• MDR services emphasize rapid threat containment and guided remediation for active security incidents.  

The distinction isn’t about one being more comprehensive—it’s about whether you need operational security management or specialized threat response capabilities. 

4. How complex is your compliance and regulatory environment?  

Organizations in highly regulated industries need detailed documentation, regular vulnerability assessments, security control implementation, and audit support.  

• MSSPs typically integrate these compliance capabilities directly into their service model, providing the reporting and controls management that auditors require.  
• MDR providers offer compliance support, too, but their primary focus remains on threat detection and response rather than comprehensive security program management. 

5. What security skills are missing from your internal team?  

Be specific here.  

• Do you lack specialists who can properly configure next-generation firewalls and manage security tool integrations? An MSSP fills that operations and engineering gap.  
• Missing threat hunters and incident responders who can investigate sophisticated attack patterns and perform forensic analysis? MDR provides those specialized analytical skills.  

Your answers to these questions help you understand whether your organization needs comprehensive security operations management, specialized threat detection and response, or both working together to support different aspects of your security posture. 

How to make your decision between an MDR vs MSSP 

Choosing between MDR and MSSP ultimately comes down to your specific needs, available resources, and security objectives.  

Your Situation	Best Fit	Why
Building security program without dedicated professionals	MSSP	Provides comprehensive security operations management including tool configuration, continuous monitoring, and compliance support
Strong internal team needing extended 24/7 coverage	MSSP	Extends your team’s capacity for monitoring and infrastructure management during off-hours while you maintain strategic control
Team drowning in alerts without time to investigate	MDR	Includes specialized human analysts who eliminate false positives and focus investigative efforts on genuine security incidents
Facing sophisticated threats in high-risk industry	Both	Requires comprehensive security operations foundation plus specialized threat hunting to detect and respond to advanced attack methods
Need security operations management plus compliance documentation	MSSP	Delivers broad security management with integrated compliance controls and audit-ready documentation
Lack internal security analysts or incident responders	Both	Provides operational security management and immediate access to specialized investigative and forensic knowledge
Want comprehensive protection with mature security posture	Both	Combines operational security management with specialized threat detection and response capabilities

Beyond this framework, watch for certain red flags when evaluating any security service provider.  

• Vague service level agreements that don’t specify response times or coverage should concern you.  
• Limited transparency about the security tools and methodologies they use suggests potential gaps.  
• Inflexible service packages that don’t adapt to your specific needs rarely deliver optimal value.  
• Poor communication or slow response during the sales process often indicates how they’ll perform under contract. 

Your next steps depend on your assessment. If you’ve identified that MDR addresses your primary concerns, request demonstrations from providers that show their threat hunting methodology, their incident response process, and how they integrate with your existing security tools. For MSSP evaluations, focus on understanding their monitoring scope, alert handling procedures, and what responsibilities remain with your internal team. 

Build Security That Scales With Your Organization 

The MDR vs MSSP decision isn’t really about choosing a vendor category. It’s about understanding what your team needs to protect your organization effectively without burning out from constant firefighting. 

You need security solutions that match your current capabilities while positioning you for growth. Whatever path you choose, the goal remains the same: giving your IT team the support they need to maintain strong security without requiring you to hire specialists for every security function. 

BPM’s security team helps IT leaders at growing companies build practical, scalable security programs that protect what matters without overwhelming internal resources.  

Connect with us to discuss your security challenges and explore solutions designed around your team’s capabilities and constraints. 

For decades, American finance meant New York and Chicago. But a fundamental geographic shift is underway, and Texas is positioned at the center of it. With new exchange infrastructure coming online, major institutional relocations, and billions in capital commitments, the Lone Star State is building the financial services ecosystem that signals a true diversification of the nation’s capital markets landscape. 

Building Exchange Infrastructure Outside New York 

The most visible sign of Texas’s financial evolution is its exchange infrastructure. The Texas Stock Exchange is set to begin trading in 2026, backed by $161 million from BlackRock, Citadel Securities, and other major institutions. NYSE Texas is already operational in Dallas, and Nasdaq has anchored its regional headquarters there as well. 

This makes Texas the only state outside New York to host operations from the New York Stock Exchange, Nasdaq, and a homegrown exchange. The development represents more than regional ambition—it signals that the concentration of capital markets activity is genuinely diversifying, with Texas capturing a significant share of that shift. 

Major Institutional Commitments 

Global financial institutions are making substantial, long-term investments in Texas operations: 

• Goldman Sachs has committed $500 million to a Dallas campus designed to support 5,000 employees 
• Charles Schwab relocated its corporate headquarters to the Dallas area 
• JPMorgan Chase already employs more than 18,000 people across the state 
• PayPal, Visa, and other payment processors have expanded product and technology teams throughout Texas 

These moves go beyond satellite offices or cost-cutting measures. They represent strategic bets on where institutional finance will operate in the coming decades, with the infrastructure investments and workforce commitments that accompany long-term thinking. 

The Economic Fundamentals Driving Growth 

Texas offers several structural advantages that make it attractive for financial services expansion: 

• No state income tax, changing the economics for both corporate operations and individual compensation 
• A $2.7 trillion economy larger than most countries 
• 15.8 million workers providing substantial market density 
• 54 Fortune 500 headquarters creating deep commercial networks 
• Lower operating costs across real estate, utilities, and general overhead compared to traditional financial centers 

These fundamentals create compounding advantages. The cost structure allows reinvestment in growth, while the talent base enables scaling without the compensation pressure common in other major metros. The business-friendly regulatory environment further streamlines operations. 

Two Distinct Financial Ecosystems 

Texas’s financial services growth is developing along two parallel tracks, each with distinct characteristics: 

Dallas: Traditional Financial Services Hub 

Dallas is emerging as the center for traditional institutional finance. The concentration of exchange operations, major bank expansions, and asset management firms positions the city as a conventional financial services center. Goldman Sachs, Schwab, and JPMorgan’s significant presence creates the ecosystem of legal, compliance, and advisory services that support capital markets activity. 

Austin: Fintech and Financial Technology 

Austin has become one of the nation’s fastest-growing fintech centers. Companies like Q2 Holdings develop digital banking platforms that power thousands of financial institutions nationwide, while major players including PayPal, Visa, and Schwab have expanded product and technology operations. The city’s existing technology talent base and startup ecosystem make it a natural fit for companies operating at the intersection of finance and technology. 

This dual approach creates a more robust financial services landscape than either city could build independently, with traditional finance and financial innovation developing in tandem. 

Infrastructure Investments Supporting Long-Term Growth 

Texas has backed its financial services expansion with substantial infrastructure commitments. Recent investments include $5 billion for a Texas Energy Fund, $1.5 billion for broadband infrastructure, and $1 billion for water projects—totaling $7.5 billion in foundational infrastructure. 

Reliable power infrastructure supports data centers and trading platforms where downtime carries significant costs. Broadband expansion enables distributed workforces and fintech innovation beyond major metro areas. Water infrastructure addresses one of the Southwest’s most significant long-term resource challenges. 

These investments signal that the state is planning for sustainable, decades-long growth rather than short-term expansion. 

Looking Ahead 

Financial hubs don’t emerge overnight, but once they reach critical mass, they create self-reinforcing advantages. Talent attracts more talent. Capital attracts more capital. The network of service providers—legal, accounting, technology, compliance—deepens and specializes, making operations more efficient for all participants. 

Texas appears to be at the inflection point of this cycle. Major institutional commitments are finalized, exchange infrastructure is coming online, and the talent base continues building. The Texas Stock Exchange’s 2026 launch will serve as a key milestone, demonstrating whether the state can operate exchange infrastructure that genuinely competes with established markets. 

The development represents more than regional growth—it’s a fundamental shift in American finance’s geographic center of gravity, one that will likely continue shaping the industry for decades to come. 

As we move into 2026, employee benefit plan sponsors face a complex landscape of new regulatory requirements, evolving compliance standards, and heightened scrutiny from the Department of Labor.  Whether you’re managing a defined contribution plan for 50 employees or 5,000, understanding these changes—and implementing strong operational practices—will help you avoid costly corrections while better serving your plan participants. 

Let’s walk through the 2026 employee benefit plan changes to discover what you need to know and do this year. 

Critical SECURE 2.0 Act Provisions Taking Effect in 2026 

The SECURE 2.0 Act continues to reshape retirement plan administration, with several provisions becoming mandatory this year. 

Mandatory Roth Catch-Up Contributions for High Earners 

Starting January 1, 2026, employees age 50 or older who earned more than $150,000 in FICA wages during the previous year must make their catch-up contributions on a Roth (after-tax) basis. If your plan doesn’t currently offer Roth contributions, these employees won’t be able to make catch-up contributions at all. 

The IRS has provided some flexibility through a “deemed Roth election,” which allows participants to opt out if they choose. While full regulatory compliance isn’t required until 2027, your plan must operate under a reasonable, good-faith interpretation throughout 2026. 

Action steps for plan sponsors: 

• Confirm your plan’s Roth functionality is operational 
• Update payroll systems to track employees approaching the $150,000 threshold 
• Coordinate with your recordkeeper to handle the transition smoothly 
• Prepare clear participant communications explaining the new rules 

Annual Paper Statement Requirements 

Your defined contribution plan must now provide at least one paper benefit statement per year unless participants actively opt for electronic delivery. Defined benefit plans must provide paper statements once every three years under the same opt-out conditions. This requirement applies to plan years beginning after December 31, 2025. 

Plan Amendment Deadline Approaching 

All SECURE 2.0-related amendments must be formally adopted by December 31, 2026 (with later deadlines available for governmental and collectively bargained plans). Even though operational compliance has been required since January 1, 2026, your plan documents need to catch up by year-end. 

2026 Contribution and Income Limits 

The IRS released updated limits for retirement accounts in November 2025. Here are the key figures affecting your plan administration: 

Defined Contribution Plans: 

• Employee deferrals: $24,500 (up from $23,500) 
• Maximum annual additions: $72,000 
• Catch-up contributions (age 50+): $8,000 
• Enhanced catch-up (age 60-63): $11,250 

Key Compensation Thresholds: 

• Annual compensation limit: $360,000 
• Highly compensated employee threshold: $160,000 
• Mandatory Roth catch-up wage threshold: $150,000 
• Social Security taxable wage base: $184,500 

These increases provide an opportunity to review your plan’s contribution structures and communicate the enhanced savings potential to your employees. 

New Self-Correction Options for Plan Sponsors 

In January 2025, the DOL introduced a significant change to the Voluntary Fiduciary Correction Program (VFCP) by adding a self-correction component (SCC). This program allows you to voluntarily correct certain ERISA violations without submitting a full VFCP application—potentially reducing both administrative burden and costs for minor errors. 

What Qualifies for Self-Correction? 

The SCC applies to two main categories of common fiduciary breaches: 

Delinquent Participant Contributions and Loan Repayments 

• Lost earnings from late deposits must not exceed $1,000 
• Funds must be remitted within 180 days of withholding 
• Neither the plan nor plan sponsor can be under an ongoing DOL/IRS investigation 

Eligible Inadvertent Participant Loan Failures 

• Applies to errors such as improper loan amounts, failure to withhold repayments, or loans exceeding plan limits 
• The error must be self-correctable under IRS Employee Plans Compliance Resolution System (EPCRS) rules 

To use the SCC, you’ll submit an electronic notice to the DOL through their online VFCP web tool and complete a penalty of perjury statement. For corrections involving delinquent contributions, you’ll compute lost earnings using the DOL’s online calculator and have your plan sponsor pay any penalties or fees. 

Essential Practices for Employee Benefit Plan Operations in 2026 

Beyond regulatory compliance, implementing strong operational practices will help you meet your fiduciary responsibilities while reducing risk. 

Timely Remittance of Contributions 

The DOL continues to emphasize the importance of prompt remittance of participant withholdings into the plan. While small plans (fewer than 100 participants) have a safe harbor of seven business days, large plans must remit contributions “as soon as administratively feasible”—which the DOL generally interprets as within a few business days. Failure to remit contributions timely may result in a prohibited transaction requiring correction and disclosure in your plan’s financial statements and Form 5500. 

Service Organization Control (SOC) Reports 

If you use a recordkeeper or custodian, they should provide an annual SOC 1 report that evaluates the effectiveness of their internal controls relevant to financial reporting. Your responsibility doesn’t end with receiving this report—you need to: 

• Review the report to confirm relevant financial reporting controls are adequately designed and operating effectively 
• Verify that you’ve implemented required “complementary user entity controls” described in the report 
• Document your review process 

Inadequate employer review of SOC 1 reports is one of the most common audit findings. 

Cybersecurity Controls 

Retirement plans hold over $45 trillion in assets and maintain participants’ personal data, making them attractive targets for cybercriminals. The DOL recommends that your cybersecurity program include: 

• Regular cybersecurity awareness training for staff 
• Clear roles and responsibilities regarding encryption of sensitive data 
• Internal or third-party audits of your cybersecurity systems 
• Business continuity and incident response programs 
• Review of third-party service provider security controls 
• Regular, documented reviews of users with administrative access to key IT systems (recordkeeper/custodian websites, payroll providers, and HRIS systems) 

Investment Benchmarking and Fee Reviews 

Fee reasonableness continues to be a focal point in plan litigation. You should conduct regular benchmarking studies—either internally or through an investment advisor—to assess investment performance and fees over various time frames.  

Fee disclosures from all covered service providers must be provided to plan participants annually. Review these disclosures to determine whether fees incurred by the plan are reasonable, and document these discussions in committee meeting minutes. 

Managing Missing Participants 

When plan participants change jobs, many leave their retirement accounts behind, creating a growing number of participants who can’t be located. The DOL has issued guidance on best practices for locating missing participants, including: 

• Sending certified mail to last known addresses 
• Contacting designated beneficiaries or emergency contacts 
• Using online search engines and public record databases 
• Attempting contact via email, telephone, or social media 

Regardless of which methods you use, document your attempts to locate missing participants as part of your fiduciary responsibility. 

Monitoring Defaulted Loans 

If your plan offers participant loans, you’re responsible for setting up loan repayments within the payroll system and verifying that payments are made timely according to the loan’s amortization schedule. You should regularly review your outstanding loan listing, watching for terminated employees and loans in default or approaching default status. If loan payments stop, notify the participant of the missed payment, cure period deadlines, and tax consequences if the loan goes into default. 

Service Provider and Payroll Provider Changes 

If you’re considering changing recordkeepers, third-party administrators, or payroll providers, maintain complete records of all plan-related information before terminating your current provider. This includes plan documents, adoption agreements, trustee agreements, service provider agreements, annual participant statements, eligibility files, trust statements, payroll records, and census files.  

For payroll changes specifically, verify that the new provider understands your plan’s compensation definition, match formula, and loan repayment processes—and confirm how year-to-date accumulators will transfer if the change occurs mid-year. 

Insurance Considerations 

Three types of insurance can help you mitigate risks associated with offering and operating retirement plans: 

ERISA Bonds Required by the DOL, these bonds protect your retirement plan from theft or embezzlement by people handling plan assets. Coverage must equal 10% of plan assets or $500,000, whichever is less (or $1 million for employee stock ownership plans). 

Fiduciary Liability Insurance Covers plan committee members, company executives, and plan trustees should any liability result from fiduciary acts of operating and monitoring the plan. This protection may help you attract individuals willing to serve on your plan committee. 

Cyber Liability Insurance Helps protect retirement plans from risks associated with data breaches or cyberattacks, which have become a heightened concern as more plan and employee data is maintained and transmitted digitally. 

The Evolving Landscape of Alternative Investments 

While not directly related to immediate compliance requirements, it’s worth noting that alternative investments—including private equity, venture capital, private credit, real estate, and cryptocurrency—are gaining attention in qualified retirement plans. An August 2025 White House executive order specifically cited the “potential growth and diversification opportunities associated with private investments” and directed the DOL to reexamine guidance related to alternative investments under ERISA. 

These investments offer potential for higher returns and enhanced portfolio diversification, but they come with specific challenges including higher fees, illiquidity, limited transparency, and wide dispersion of manager returns. If you’re considering alternative investments for your plan, working with advisors who have substantial experience in this area is particularly valuable. 

Take Action Now to Strengthen Your Plan 

These changes and best practices represent more than a compliance checklist—they’re opportunities to strengthen your retirement plan administration, better serve your participants, and meet your fiduciary responsibilities with confidence. 

Key deadlines to remember for 2026: 

• January 1, 2026: Operational compliance with mandatory Roth catch-up contributions required 
• March 15, 2026: Deadline for correcting failed compliance tests for 2025 calendar-year plans 
• December 31, 2026: Deadline to adopt formal SECURE 2.0 plan amendments 

At BPM, we’ve provided employee benefit plan audit, tax compliance, and consulting services for decades. Our team stays current on evolving legislation and can provide guidance tailored to your organization’s specific needs. Whether you need help implementing SECURE 2.0 provisions, addressing audit findings, evaluating your current service providers, or strengthening your operational procedures, we’re here to help. 

Contact BPM today to discuss how these 2026 changes affect your employee benefit plans and to develop a proactive compliance strategy that protects both your organization and your plan participants.