An extension of your HR team, not a broker you hear from at renewal.
Independent since 2007. Three hundred client organizations and a dedicated team of five on every account.
Small group
No employer mandate yet, but every compliance rule underneath it still applies.
Mid-market
The mandate applies and your claims data finally means something.
Large group
Self-funding, annual stop-loss marketing, multi-state populations.
Enterprise
Carve-outs, captives, and a vendor stack that has to talk to itself.
A 30-person employer and a 400-person employer have almost nothing in common at renewal.
The rules, the funding options and the leverage all change as you grow. Every band above is a different conversation — and a different set of numbers.
Benefits specialists. A compliance bench. One number to call.
Renewal & funding strategy
Fully insured, level-funded and self-funded modeled against each other with your own numbers — so the decision is arithmetic, not a pitch.
Compliance
ACA, ERISA, COBRA, HIPAA, PCORI and Form 5500, with CPAs and attorneys available through the firm when a question warrants it.
Benefits administration
Platform selection, open enrollment build, and the eligibility files between payroll, ben-admin and the carrier that quietly cost employers money.
Claims advocacy
Your people call us, not the carrier. Billing mismatches, denied claims and enrollment problems come off your HR desk and onto ours.
Benchmarking
Your plan measured against our survey of nearly 1,000 employers, so “competitive” is a number you can take to your CFO rather than an adjective.
Multi-state & multinational
Licensed in 26 states with offices in Michigan, Colorado and Texas, and support for populations outside the US.
Pharmacy benefit consulting
PBM contract and rebate audits, specialty drug management, and formulary strategy — the line item that now moves faster than medical trend.
Voluntary & ancillary benefits
Dental, vision, life, disability and voluntary worksite coverage, placed and reviewed on the same schedule as medical.
Wellbeing & population health
Programs chosen against your own claims and biometric data, built toward outcomes rather than participation credits.
Alternative funding & stop-loss
Level-funded, self-funded and captive options modeled side by side, with the stop-loss relationship managed every year after.
Executive benefits
Supplemental life and disability, nonqualified deferred compensation, and key person coverage for the people standard group limits do not reach.
Leave & absence management
FMLA, state paid-leave mandates and disability benefits coordinated on one calendar instead of three that quietly conflict.
ICHRA strategy & support
Modeled against your own census, with class design, compliance and employee transition handled end to end.
PEO advisory
An honest comparison of staying direct versus a professional employer organization, on your actual numbers.
Fiduciary & governance services
Health plan sponsors are ERISA fiduciaries too. We help build the process and the record that shows you met the duty.
FSA & HRA administration
Substantiation, runout periods and nondiscrimination testing handled correctly, so a routine plan never becomes an audit risk.
HSA & consumer-driven health plans
Plan design, HSA vendor selection and the employee education that determines whether the savings actually show up.
COBRA administration
Qualifying event notices, election windows and premium collection, handled on the calendar the law actually requires.
Medicare & retiree benefits guidance
Real guidance for employees turning 65 and for employers who offer retiree coverage, not a pamphlet.
Cost transparency & payment integrity
Claims auditing and real network cost and quality data, so avoidable spend gets found instead of renewed.
Total compensation statements
A personalized statement showing employees what their salary plus benefits are actually worth, delivered at open enrollment.
HR consulting & advisory
Handbooks, HR compliance audits and on-demand HR support beyond benefits-specific compliance.
Compensation strategy & total rewards
Pay philosophy, market pricing and incentive design, built alongside your benefits investment.
Employee benefits concierge
Day-to-day coverage questions answered before they become claims — including 24/7 chat access.
Lifestyle & specialty spending accounts
Commuter, dependent care, education and financial wellness accounts, administered with the same discipline as an FSA.
Employers come to us at one of six moments.
Not an industry list. These are the situations that actually send an employer looking for a different benefits consultant — and the ones we handle most.
Offering benefits for the first time
No history, no benchmark, no idea what is normal. We build the first plan and the budget around it, and set the expectations your staff will hold you to for years.
A renewal that came back in double digits
Before you accept it or move the whole plan, someone should be able to tell you which part is your own claims, which part is trend, and which part is still negotiable.
Just crossed fifty employees
The employer mandate applies, 1094-C and 1095-C reporting starts, and funding options that were closed to you are suddenly open. Most service models do not change to match.
Growing across state lines
One carrier, several states, and a network that gets thin the moment you hire outside the home market. We are licensed in twenty-six states and build for that.
An HR team of one
Benefits sit alongside recruiting, payroll, onboarding and everything else. We take ACA reporting, COBRA and eligibility-file problems off that desk entirely.
Changing carriers mid-stream
A move between carriers is where deductibles reset, eligibility files break and employees lose confidence. It is a project, and it needs running as one.
You don’t call a broker. You call your dedicated team of five.
Five people assigned to your account, drawn from a team of benefits professionals. Nobody goes on holiday and takes your renewal with them.
Account executive
Owns the strategy and the carrier relationship.
Account manager
Runs the day-to-day and the renewal calendar.
Plan analyst
Reads the claims through the year, not at renewal.
Customer service
Takes your employees’ calls so your HR team doesn’t.
IT
Owns eligibility files, payroll integration and the ben-admin platform — the seat most brokers don’t have.
What it looks like when it goes right.
“In those 3 years we have not had a rate increase on any of our benefits.”
“We began offering employee benefits with CFH’s help when we had eight employees. In three years we’ve grown to have employees in seven states, and two countries… CFH has guided us through every step and we know whenever we have a question or our employees do, they have answers.”
“They make us feel like we are their only client.”
“We always felt comfortable with our old broker and we had been with them for over ten years without a hiccup, but we never felt special… For many of our employees English is a second language. CFH makes sure that those employees get multi-lingual access and explanations of the programs that we offer, there is no drop off because of language barrier.”
The market we go to on your behalf.
In Michigan we are appointed with every carrier in the market, so nothing is off the table before we start. Independent means none of them owns us, and none of them sets our recommendation — which one is right for you is an answer we reach at renewal, with your claims in front of us. We are licensed in twenty-six states, so a workforce that crosses state lines stays with the same team.
life & disability
The questions employers ask us most, answered in full.
Written for the person who has to present the decision internally, not for a search engine.
Self-funded or fully insured?
What actually changes when you take on the claims risk — cash flow, stop-loss, and the point at which the arithmetic starts to favor one over the other.
The ERISA compliance checklist
Plan documents, summary plan descriptions, Form 5500 and the notices with deadlines attached. What is required, who it applies to, and when.
What benchmarking actually tells you
Comparing your plan to employers your size is only useful if you know which comparisons mean something. These are the ones that do.
Reference-based pricing, without the sales pitch
What it is, what the published research actually shows, and an honest read on when it fits a group and when it does not.
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.
Bloomfield Hills, MI 48304
248.370.8853
719.425.2649
281.404.5670
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