NIGP 91885: Personnel/Employment Consulting (Human Resources)

NIGP 91885 Personnel/Employment Consulting (Human Resources), an Item code, encompasses human resources advisory services that state and local governments purchase to address staffing, compliance, benefits administration, organizational design, and workforce transition challenges. Recent solicitations show governments buying Title I ADA accommodations consulting, classification and compensation studies, temporary staffing management, absence leave administration systems, benefits consulting and third-party administration, employee onboarding program design, psychological testing for public safety hiring, background investigation services, outplacement support, and specialized staffing for operations and maintenance roles.

State departments, counties, cities, school districts, transit authorities, and special-purpose districts all solicit under this code, with standout repeat buyers including the County of Solano (welfare-to-work and onboarding programs), the City of Detroit (leave management and flexible spending administration), the City of Tucson (temporary staffing across multiple cycles), Pinellas County (executive search), and the County of San Mateo (ADA compliance consulting). Geographic activity spans California, Florida, Georgia, Ohio, Colorado, Wisconsin, Texas, Connecticut, Arizona, Oregon, and South Dakota, with no single region dominating. Representative recent opportunities include the County of San Mateo's Title I ADA Services RFP (due May 28, 2026) seeking case management and accommodation consulting; the City of Detroit's Absence Leave Management Services RFP (due June 12, 2026) for a cloud-native FMLA and ADA administration platform; the County of Ventura's Temporary Staffing Services RFP (proposals due June 10, 2026) across nine occupational categories; the Atlanta Regional Commission's Employee Benefits Consulting RFP (due June 26, 2026) for full-service TPA and managed benefits support; and the City of Hayward's Classification and Compensation Study RFP (due June 25, 2026) covering four distinct employee groups with total-compensation analysis and market benchmarking. Pricing in benefits and leave administration contracts typically combines per-employee-per-month SaaS fees, flat annual fees, or percentage-of-premium structures; classification studies command fixed-price consulting arrangements; and temporary staffing operates on markup-percentage models applied to wage bases. Pre-proposal conferences, question deadlines, and local/small-business preferences appear consistently across jurisdictions.