We help employers identify the factors driving healthcare spending, including claims trends, pharmacy costs, high-cost claimants, provider utilization, and stop-loss exposure.

Prescription drug costs are one of the fastest-growing areas of employer healthcare spending. We review PBM structure, specialty medications, rebates, formulary strategy, and alternative pharmacy arrangements to reduce overall spend by 30% on average.

For self-funded employers, stop-loss can materially affect renewal outcomes. We help evaluate deductibles, lasers, contract terms, renewal protections, and carrier alternatives.

For suitable employers, captives can provide access to broader purchasing power, risk-sharing, and potentially greater renewal stability.

We support enrollment, billing, eligibility, employee questions, claims issues, renewals, compliance, and day-to-day administration.

We help employers modernize benefits administration through enrollment technology, HR integrations, eligibility management, employee communication tools, and automated workflows. Proper helps evaluate the right platforms, coordinate implementation, and provide ongoing support so technology actually reduces administrative burden instead of creating more work.

We help employers navigate the compliance requirements that come with sponsoring an employee benefits program, including ACA reporting, ERISA, COBRA, required notices, eligibility rules, and plan administration. Our goal is to help HR teams stay organized, reduce compliance risk, and keep benefits administration running smoothly throughout the year.

For employers offering group health coverage for the first time, we help design a benefits program that supports ACA employer mandate requirements while remaining practical for the business and workforce. We assist with plan selection, contribution strategy, eligibility rules, enrollment, compliance, employee communication, and implementation from start to finish.

For employers looking to leave a PEO, we help separate and rebuild the benefits infrastructure needed to operate independently. That can include medical, dental, vision, life, COBRA, benefits administration technology, payroll and HR integrations, compliance support, carrier implementation, and employee enrollment. The goal is to make the transition out of the PEO as organized and disruption-free as possible.