outsolve insights

2026 is quickly approaching, and HR professionals working in federal contractor organizations have more than just recruiting goals, engagement strategies, and technology investments to think about. A new year means new goals and expectations, and when it comes to federal contractor compliance requirements, staying ahead is a must. 

Ensuring your business stays compliant with federal and state regulations is essential for all HR professionals. Missing a filing deadline or form submission can be costly both financially and reputationally to your company.  

It’s that time of year for new goals, new budgets, and new opportunities to strengthen your organization. The beginning of the year is an ideal time to take a step back, evaluate compliance needs, and assess your HR processes. One of the smartest moves you can make during this planning season? Partnering with an HR compliance consultant. 

Seasonal surges bring more than increased foot traffic and new faces. They also bring a significant hiring spike. 

As the fourth quarter rolls around and HR professionals begin prepping for performance reviews, compensation planning, and end of year reporting, be sure to save a spot on your planning and strategic checklist for a pay equity check-up. 

The countdown to 2026 starts now. Don’t wait until the new year to scramble — smart HR leaders are already mapping out their strategy. Whether you're navigating seasonal hiring, budgeting for new laws, or refining your compensation strategy, a solid plan now means fewer headaches later. 

High-volume hiring seasons, whether during the holidays, back to school rush, or company growth spurts, can quickly overwhelm HR departments. When dozens, or hundreds (or more!), of new employees are onboarding all at once, the pressure to balance speed, compliance, and a positive onboarding experience becomes all too real. 

It’s hard to believe that the end of the year is here. With the final quarter of the year upon us, HR teams are entering one of the most critical planning seasons of the year. Now is the time to begin refining your HR strategic plan for next year. While other departments may be winding down, Q4 is HR’s opportunity to move full speed ahead and lay a solid foundation for the coming year.