BENEFITS
NAVIGATION

BENEFITS ARE A PERSONAL MATTER

We deploy nonmainstream processes with proven successes.

BENE’S is a comprehensive approach that addresses
employee’s needs as well as those of the employer.

MAXIMIZE VALUE

Sure to put a smile on everyone’s face.

The majority of employees only utilize maintenance aspects
from their benefits. We build plans based on need
and reappropriate funds for other business objectives.

DRIVE PERFORMANCE

Tailored options are a MUST HAVE.

Life can deliver unexpected
challenges that need not
impact everyone.

When it does, planned expedience can isolate the financial
impact while providing the best care and healing measures possible.

PRESCRIPTIVE
SOURCING

40% of employees getting
prescriptions under our pharmacy plan pay NO copay.
Brand name maintenance and specialty medications.

UNIQUE INDUSTRIES

MUNICIPALITIES

Cities
Towns
Counties
Specialty
Regional

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EDUCATIONAL INSTITUTIONS

Private
Public
State
(Universities)
(Colleges)

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PRIVATE / PUBLIC ENTERPRISE

Energy & Utilities
Financial Services
Hospitality & Retail
Manufacturing
Technology
Healthcare

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CHANNEL PARTNERS

Banks
CPAs
TPAs
Mergers & Acquisitions
Private Equity

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BENE'S IN ACTION

“With Strongside Solutions we’re able to budget with more confidence because we have more control – it’s more predictable”

Sarah – CFO

“It’s good that we’re saving money, that’s a great thing for the taxpayers, but coming from a former employee standpoint, it’s just as just as good and maybe better that we haven’t decreased our healthcare”

Jeff – Mayor

“Benefits play a very important part in where you want to go to be employed”

Shirley–City Council

“I feel you saved my life”

Kaye – Member

MUNICIPALITIES

Healthcare provisions hold value beyond the ability to recruit and retain hard to fill (high-risk) positions with quality personnel. Our deployment programs address inadequacies in general funds without the need for accessing enterprise funds or assessing millage rates to fill budget gaps.

Simply put - we successfully address:

  1. Recruiting of top-notch personnel,
  2. Recapturing and allocating operating funds, and
  3. Supporting political interest outlook.

PRIVATE (Schools / Colleges)

We understand the pressures of achieving and maintaining financial stability and the impact of healthcare costs as a contributor to this concern. Employment benefits are a critical component of the financial structure and are necessary in recruiting and retaining qualified staff. We create programs that enable private educational institutions to compete with county/state position offerings.

PUBLIC / STATE (Schools / Universities)

Securing quality healthcare provisions with reduced acquisition / access costs, enables the ability to offer new course curriculum, award tenure and achievements with compensation and merit increases, and update equipment and other depreciating assets.

PRIVATE / PUBLIC ENTERPRISE

Employee benefits are a significant item on most business P&L statements. They are also a necessary tool for hiring and retaining quality employees. More often than not, companies overpay for healthcare provisions that offer limited plan tailoring and bundle employee base to achieve a perception of competitive rates (inversely labeled “premiums”).

We identify options that are equal to or better in terms of products and care, as well as contain costs or reverse increases; therefore freeing-up funds to assign them to other business directives.

BANK / CPA / TPA

Your insurance broker should provide services that can be touted as driving value for your clients. As a trusted advisor, you strive to prove your advantages through achieving strategic wins for your clients. This added value assists in demonstrating your expertise and competitiveness and thereby strengthens your relationship with each client.

M&A / PRIVATE EQUITY

“Return On Investment” always requires qualification. No matter, time-to-value remains top on the list of objectives. Identifying product and service efficiencies continues beyond due diligence and can reveal hidden or trapped capital. This should include healthcare benefits procurement and administration as it is a significant line item on a P&L.

We can almost always find hidden capital that drops to the bottom line while maintaining healthy provisions for recruiting top-notch talent.