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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:

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:

Contact a HUB advisor to get started.


More detail

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 benefits strategy?

Find out what HR executives are focused on today when it comes to employee benefits priorities and challenges.

Read our Employee Benefits Barometer 2018: Why Employers Must Take a Long-Term View

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:

How smart contribution strategies can reduce costs

  • 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.
  • 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.
  • 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.
  • 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

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