US | EN United States | English
United States
Canada
Close

Strategic Benefits Planning

Let’s create a benefits strategy to help you maintain compliance, manage costs and take care of your employees.

Achieve your goals for your most important budget item

Your employee benefits plan is one of your organization’s top expenses. It requires careful planning and a long-term perspective. But here’s the catch: the landscape keeps changing, and that makes it difficult to see far enough into the future to be certain about what to do next.

You can achieve your goals. When you collaborate with us, we start by gaining a deep understanding of your priorities. Then, we work together to create a forward-thinking strategy that is scoped, scaled and tailored to meet your unique needs. The result is a plan that’s built to adapt and evolve with changes in regulations and within your workforce, and designed to help you:

  • Manage costs
  • Ensure regulatory compliance
  • Enhance employee engagement
  • Increase job satisfaction

See more about the benefits of working with a partner who understands your business and company culture, and can add real value to your long-term planning:

More details

The Tools you Need

We don’t just bring deep expertise to the strategic benefits planning process — we’ll bring all the tools you need, including:

  • Plan performance evaluation
  • Healthcare analytics
  • Funding and contribution analysis
  • Pharmacy and medical cost analysis
  • Benchmarking surveys
  • Human capital consulting
  • Benefits communication
  • Multinational benefits advice

Contact a HUB advisor to get started.

What will drive your multi-year strategy?

Find out what today's HR and Finance leaders have to say about each other and the importance of employee wellness, managing benefits costs and ACA compliance.

Read our Employee Benefits Barometer: SMB Perspectives and Priorities in an Era of Disruption. 

Evolve your funding strategies

Your funding strategy for benefits is a key component of your multi-year strategy. As the industry adapts to the Affordable Care Act (ACA), new approaches to the design, delivery and funding of employee benefits have opened up opportunities to enhance your program and manage your costs at the same time. Those opportunities cover:
of
  • How smart contribution strategies can reduce costs

    You need to achieve a critical balance with your benefits plan: it must support your cost management objectives and meet your employee needs.

    Whatever the right strategic choice might be — defined benefits, outcome-based contributions or defined contribution — your HUB advisor will work with you to get more out of your employee benefits. That’s how you build a multi-year strategic plan.

    Start the Slideshow
    next
    Defined Benefits
  • Defined Benefits

    For many years, the traditional “defined benefits” approach was the standard contribution strategy. It’s still popular, but with health care costs outpacing employee contributions, there may be a better alternative for your organization.

    next
    Outcome-Based Contributions
  • Outcome-Based Contributions

    Health care costs are rising and the Affordable Care Act has changed the rules of the game. Many employers are moving away from defined benefits—instead, they choose outcome-based contribution strategies that set each employee contribution level by their health status. In short, when your employees improve their health, they pay less for their medical benefits.

    next
    Defined Contributions
  • Defined Contributions

    When you define your contributions and provide access to a private exchange, you can control costs and expand employees' coverage options. This leads to:

    - Improved employee health
    - Improved employee engagement
    - Improved productivity
    - Lower costs