Develop the right plan design options based on your needs.  Utilize competitive benchmarking to evaluate how your plan compares to others in the marketplace. Assist with renewal projections and analysis.

Evaluate risk tolerance, examine claims history, and weigh your claims experience against expected cost models to determine if self-funding or other alternatives like consortiums or captives may be a viable option.

Implement a process to ensure you keep your welfare benefits programs in compliance with all applicable government regulations.

Allow employees to choose additional benefit plans based on their needs through worksite benefit options.  Increase employers’ control over employee benefit programs and increasing insurance costs by introducing consumer driven administrative services, such as Health Savings Accounts (HSAs), Flexible Savings Accounts (FSAs), Health Reimbursement Accounts (HRAs), COBRA Administration, and/or Premium Only Plans (POP).

Help match your objectives to an appropriate employee contributions strategy. Demonstrate how contributions can provide employees with incentives towards better health and influence selection of your plan options.

Review operating efficiencies to implement technology solutions that can lead to better talent recruitment and retention, more accurate processing of HR and benefits related functions and increase flexibility for employees with self-service tools.

Act as an advocate with providing ongoing service and response to inquiries from HR and employees with regards to day-to-day administration of benefit program matters, consultation on policy coverages, claims/billing, enrollment, and any other benefit navigation to help ease burden on HR and employees.

Analyze current employee population to assess the number of individuals your business either has or will have that are Medicare eligible payroll. Aid those eligible for Medicare and who have questions about benefits, enrollment, or related issues.