When the plan document, the census and the claims report live in different inboxes, nobody works from the same facts.
An HR team answers questions from employees, executives and auditors, often on the same day. We keep compliance documents, claims analytics, benchmarking and census data in one place that your HR team and your account team both use, so every answer starts from the current version.
Four kinds of records, kept current rather than merely kept.
A shared folder fills with drafts and duplicates. We maintain the hub as a working record, updated as the plans change.
Compliance Documents
Plan documents, summary plan descriptions, amendments, notices and filings, each marked with the version in force. When a plan changes mid-year we update the record, so no one hands an auditor last year’s document. Current compliance documents make an audit response simple.
Claims Analytics
Monthly claims and large-claimant reporting, stored next to the renewal it informed. Seeing trend beside the decision it drove is what makes the next renewal conversation shorter and better. Claims analytics make renewals more productive. Tracking trend after each decision shows whether it worked.
Benchmarking
Your contributions and plan designs compared with peers in your industry and region. We keep each year’s comparison, so you can see how your position has moved, not only where it sits today. Annual benchmarks show how your benefits position is changing against your peers.
Census Data
The census every quote, model and filing depends on. We maintain one current version, because a quote built on an out-of-date census is a quote for a different company. One current census keeps quotes, models and filings accurate from the first request.
Records get tested at the worst moment: an audit letter, a dispute, a departing HR lead.
The value of one home base shows up when someone asks for a document with a deadline attached. We organize it for that day, not only for everyday convenience.
A Government Request
An audit request asks for plan documents, notices and proof they were distributed. With everything in one place, responding means assembling a file rather than searching for one, which takes the panic out of a stressful process. A central hub makes audit responses faster.
Staff Turnover
When the person who knew where everything lived moves on, the knowledge should stay. A shared hub means the next HR lead inherits a system, not a list of passwords and a personal drive. A shared hub protects knowledge through turnover.
Your Outside Advisors
When a CPA or attorney needs a document, they should get the current one. We coordinate that access through the firm, so outside advisors work from the same record as your team. Shared records keep outside advisors aligned with your HR team.
What HR teams ask about the hub.
Does this replace our HR system?
No. Your HR and payroll system remains the system of record for employees. The hub holds the benefits documents and analysis around it, so the two do different jobs. The hub complements your HR system rather than replacing it, so each does the job it is built for.
Who can see what?
Access is set by role. Census and claims data are limited to the people who need them, because claims reporting, even in summary form, is sensitive and should be handled that way. Role-based access protects sensitive claims data. Access is reviewed when roles change.
How often is it updated?
As things change: at renewal, with each plan amendment and whenever a notice goes out. We tie updates to the events that change the record, not to a calendar reminder that gets skipped. Event-driven updates keep the HR document hub current.
Where the Rules Come From.
The laws and rules named on this page link to the statute or regulation they come from. This is general information, not legal or tax advice, and rules change, so check the current text.
Affordable Care Act (Public Law 111-148)
The 2010 health reform law, with later amendments, behind employer coverage, reporting and market rules.
Plan Reporting (29 CFR Part 2520)
The Department of Labor rules for annual plan reports, including Form 5500.
Send us your renewal.
We’ll tell you whether it looks competitive, where we see opportunity, and the five questions we’d put to your carrier. No cost, and no obligation to move anything.
The renewal letter
Your current plan summary
Contribution split by tier
Enrolled counts by tier
Four documents — two more if your group is 50 or more. Nothing else; every extra one is a reason to postpone.
An independent employee benefits consulting firm. We look at the entire benefits program — cost, plan performance, risk and administration.
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