Benefits built for the company you are now
When your first plan stops keeping up, it's time to build a package for the company you are now. We start with what's working, bring the market, and fit the strategy to your goals. That can mean group medical with real choices, dental and vision, voluntary benefits, telehealth, or a MERP beside a higher-deductible plan.
Your first plan did its job. It got something in place when you needed it. The company has grown since then, and your team needs a package that fits who you are today.
The plan that got you started is not keeping up
Sound familiar?
- Candidates ask about benefits in interviews, and you don’t love your answer.
- People are comparing your offer to other offers.
- You have one plan option, and it doesn’t fit anybody very well.
- HR is the only help desk for every benefits question.
- There’s no dental, no vision, and no extras.
None of this means you picked wrong. You picked fast, because you had to. Now you get to build it out on purpose.
Signs it is time to rebuild
Hiring feels harder than it should
Benefits keep coming up in offers. Sometimes they come up in exit conversations too. When that happens, the package is part of the hiring story whether you planned it or not.
One plan is trying to fit everyone
A single young employee and a parent with three kids need different things. When there’s only one choice, somebody’s always stretching to make it work.
Questions land on the owner or HR
If every “is this covered?” question ends up on your desk or with your HR person, there’s no outside person backing you up.
You are planning for what is next
Maybe you’re growing fast. Maybe you’re thinking about bringing in an investor, or selling one day. Either way, you want benefits that look like the company you’re building.
How we build the next package
1. Hear what is working
We start with what your people value today and where you want more. Some of what you have may be worth keeping.
2. Bring the market
I compare plan designs and funding approaches from carriers in your market, built around your budget. Employee benefits for growing companies in Austin, Dallas Fort Worth, and Houston can look different depending on where your people live, so I price what fits your team.
3. Fit the strategy to your goals
You get choices your people will understand, laid out side by side.
4. Enroll with a person
Group meetings and one-on-one conversations, so everyone knows what they picked and why.
5. Stay with HR
New hires, people leaving, plan changes, and the year-round questions come to me and my team. Here’s more on how I work.
What a stronger package can include
Group medical with real choices
More than one plan option, so people can pick what fits their life. See group medical.
Dental and vision
Cleanings, fillings, eye exams, and glasses. The stuff people use every year. See dental and vision.
Voluntary benefits
Life, disability, accident, critical illness, and hospital indemnity. Each one has a clear job, and employees can choose what they want. See voluntary benefits.
Telehealth people actually use
HealthiestYou by Teladoc Health puts a doctor on the phone through one app, so people can get everyday care without leaving work.
A MERP beside a higher-deductible plan
The company can pay back part of the deductible when people use care. Here’s how a MERP beside a higher-deductible plan works.
Benefits that hold up as you grow
A clear, well-run package helps you hire the people you want right now. It also gives you something solid to show if an investor or buyer ever asks what you offer your team. Plans that make sense, people who understand them, and records that are easy to follow. That’s what you want to have in place as the company keeps growing.
What you walk away with
- A package built around your people
- Clear choices your employees understand
- An enrollment plan
- A person for questions all year
Who this is for
This is for growing businesses whose first plan no longer fits, owners getting ready for what’s next, and HR teams who are ready for some backup. I’m based in the Austin area, Texas, and I work with employers along the I-35 corridor from Austin to DFW and in the Houston, Conroe and The Woodlands area.
If you’re growing through an acquisition, read about benefits after an acquisition.
Questions growing companies ask
How do we know we have outgrown our current plan?
Look at what's happening around it. If benefits keep coming up when you hire, if one plan doesn't fit the mix of people you have, or if every question lands on you, it's probably time to take a look.
Can we offer more than one medical plan option?
Yes. Giving people two or three choices lets them pick what fits their life. I'll lay the options out side by side so it stays easy to understand.
Can we add dental, vision or voluntary benefits without changing our medical plan?
Yes. If your medical plan is working, we can leave it alone and build around it. Here's how to add benefits without changing medical.
When is the right time to make a change?
Usually around your renewal date, since that's when the medical plan is up for a fresh look anyway. Timing for the extras can be its own conversation. If you have a renewal coming up, let's start there.
Who helps employees once the new package is in place?
Me and my team, all year. New hires, plan questions, claims trouble. Your people get someone to call so it all doesn't land on HR.