Employee Benefits Consulting
A better health plan
starts with better questions.
Understand what drives your healthcare spending. Build stronger local care relationships. Give your employees a plan that works harder for them—and for your business.
SHOEMAKER INSURANCE SOLUTIONS
More clarity.More control.
Look beyond the renewal
Get to the source
of rising costs.
Your premium tells you what you pay. A deeper look at the plan helps explain why—and what you can change.
See where the dollars go.
We examine available medical and pharmacy claims, utilization patterns, and plan performance to identify the spending that deserves attention.
Ask who benefits.
We review administration, pharmacy, provider, and stop-loss arrangements for transparency, incentives, and alignment with your goals.
Turn insight into a strategy.
We evaluate funding and plan design options around your workforce, budget, and tolerance for risk. Recommendations should have a clear reason behind them.
Local care. Thoughtful design.
Build the plan around
better access to care.
The right strategy considers both the price of care and the experience of getting it. We explore local provider relationships and network options that connect employees with care they can understand and use.
Direct contracting, focused networks, and primary care arrangements may be part of the solution. We evaluate each against provider access, employee needs, and the economics of your plan.
Start with your community
Understand where your employees live, who they see, and which local providers could support the plan.
Make the value visible
Explore provider pricing, contract terms, and care pathways rather than relying on a discount alone.
Help employees navigate
Pair thoughtful network design with clear communication so people know where to turn for care.
A strategy that fits your business
More options.
A clearer decision.
Fully insured, level-funded, or self-funded: the structure should support your goals. We help you understand the tradeoffs and evaluate whether a different approach makes sense.
When a plan gives an employer more responsibility, it also requires disciplined oversight. We consider cash flow, claims exposure, stop-loss protection, and the resources needed to manage the plan.
Questions worth asking
- What is driving medical and pharmacy spending?
- What plan data can we access and use?
- Are our contracts and fees transparent?
- Could local provider relationships improve value?
- What risk would a different funding approach create?
- How will we measure results after implementation?
Benefits administration & HR support
Make benefits easier
for your people team.
A well-designed plan still needs a smooth rollout, clear communication, and reliable day-to-day support.
Simplify the moving parts.
Help with benefits administration, enrollment coordination, and technology—including Employee Navigator—to give your team a more organized experience.
Help people understand.
Employee education and enrollment guidance make the plan easier to explain, choose, and use throughout the year.
Keep the plan moving.
Coordinate with your HR team and plan partners on benefits questions, changes, and follow-through. We help connect you with the right resources when specialized guidance is needed.
A year-round consulting relationship
From a closer look
to ongoing improvement.
Understand the starting point.
Review your goals, workforce, current plan, contracts, and available data.
Build a practical strategy.
Compare options, clarify the tradeoffs, and create a plan for implementation.
Stay engaged.
Review performance, support your team, and adjust the strategy as needs change.
Funding arrangements and provider options depend on employer eligibility, market availability, and plan terms. Potential cost improvements are evaluated for each organization; savings are not guaranteed.
Let’s take a closer look.
Start with your current plan and the questions you want answered.