Group benefits work, end-to-end.
Placement, ongoing service, compliance, and renewal analysis for Florida employers from 10 to roughly 300 lives. Same producer every renewal, same service lead every day in between.
Free renewal analysis
The single highest-leverage 45 minutes in your benefits year. We open your incumbent's renewal letter, walk through every cost line, model two alternative plan structures against your real claim data, and email you the written recommendation. No proposal, no follow-up sales call unless you ask. Best timed 90 to 120 days before your effective date.
What you bring: the renewal letter, current census, and 12 months of claim history if you have it.
Fully-insured, level-funded, and self-funded.
The medical line is where most of the work lives. We run a formal RFP across the carriers each employer is eligible for, with five weighted criteria: deductible, out-of-pocket max, Rx coverage, total cost, and copays. The output is a side-by-side comparison, not a wall of carrier logos.
For groups 25 lives and up, we model level-funded against fully-insured as a matter of course. For groups 100 and up with stable claim history, we run a self-funded feasibility against your run-rate — specific stop-loss, aggregate stop-loss, breakeven and downside cases on paper. If level-funded does not beat fully-insured at your group, we say so. If self-funded is the wrong move for your risk profile, we say so.
What we will not do is hand you a single carrier quote and call it a market check. Every renewal cycle is a real RFP.
Dental, vision, life, disability, accident.
The ancillary lines that actually get used. Dental and vision have high employee perceived value at low employer cost, which makes them an easy win on the benefits-richness side of the ledger. Short-term disability is an easy sell for groups with younger workers; long-term disability becomes more important as the median age rises.
We model employer-paid, voluntary, and mixed funding before recommending. Enrollment runs on Employee Navigator or Ease so open enrollment is not a paper-and-spreadsheet exercise. Critical illness, hospital indemnity, accident, and pet are available where the carrier we use offers them.
One rule we keep: voluntary benefits are not bolt-ons to inflate the recommendation. If a line doesn't pencil for your group, we don't pad the proposal with it.
Your employees get the benefit they think they're getting.
A great plan that nobody understands is a bad plan in practice. The placement is half the job; the other half is making sure the people using the plan know what they have. This is the part most brokers skip.
Plain-English benefit guide
One-page summary for every plan we place. Deductible, out-of-pocket max, copays, Rx tiers — the way you would explain them to a friend. Not the 60-page carrier SBC.
In-person enrollment walkthrough
Wil or Viviana on site for open enrollment. Group meeting first, then one-on-ones with anyone who has a specific question. Same week the carrier locks the rates.
Year-round access to Viviana
HR question on a Tuesday morning? Employee confused about a claim? Viviana picks up. Direct line, no ticket system. Same person, all year.
Sample enrollment-week timeline
A 50-person group's open enrollment is typically a 10-day window: Mon group meeting, Tue–Thu one-on-ones, Fri paperwork, following week ID cards. We share the timeline upfront so HR can plan around it.
Level-funded and self-funded analysis.
For groups 25 lives and up. We model your claim run-rate against the proposed funding structure, layer in specific and aggregate stop-loss attachment points, and show the breakeven and downside cases on paper.
Level-funded sits between fully-insured and self-funded. You pay a fixed monthly amount that funds projected claims plus admin plus stop-loss; if claims run under projection, you get a surplus refund. Self-funded means you pay claims as incurred plus admin and stop-loss, and keep the entire surplus when claims run light — in exchange for taking on more month-to-month variability.
The right answer depends on your group size, claim history, cash flow tolerance, and how much administrative bandwidth you have. We will tell you when fully-insured is still the right answer for your group.
ICHRA and QSEHRA design.
An Individual Coverage HRA lets an employer reimburse employees for individual-market premiums rather than offering a group plan. It can work well for groups with high turnover, multi-state remote workforces, or sub-50-life census that cannot get competitive group rates.
It does not work well if you have strong group-rate options or if your employees want a richer plan than the individual market offers. We model both before recommending. A QSEHRA is the small-employer flavor, capped at lower reimbursement amounts but simpler to administer.
ACA, COBRA, ERISA wrap, Form 5500.
Applicable Large Employers (50+ full-time equivalents) must file Forms 1094-C and 1095-C with the IRS annually and distribute the 1095-C to each employee. Smaller groups with self-funded coverage file 1094-B and 1095-B. We can prepare and file these on your behalf or coordinate with your payroll provider when they handle ACA reporting in-house (ADP, Paychex, Gusto, Paylocity all offer the service for an additional fee).
COBRA administration is something we coordinate, not run ourselves. Most groups outsource COBRA admin to a third-party administrator such as WageWorks, P&A Group, or Tasc; fees run $1.50 to $3 per qualified beneficiary per month. We help select the COBRA admin, set up the integration with your payroll, and step in when something escalates.
ERISA wrap documents are required for any employer offering group health coverage. We handle the wrap. Form 5500 coordination — for plans with 100+ participants — we coordinate with a specialist filer.
Open enrollment services.
We build the open-enrollment calendar 60 days out. The communications plan goes with it: email cadence, in-person meeting dates, recorded video for employees who can't be on site, and a plain-English enrollment guide.
Most employer groups complete enrollment in a two-to-three-week window: group meeting first, one-on-ones with anyone who needs them, then carrier paperwork, ID-card timing, and dependent eligibility verification. We handle the moving parts so HR doesn't have to chase the carrier.
Pensacola benefit broker pages.
Drilled-down pages for the Pensacola services we get the most search traffic on. Each links to the renewal analysis form.
Employee benefits broker
End-to-end employee benefits broker work for Florida employers 10 to 300 lives.
Group health insurance broker
Multi-carrier group medical RFP every renewal with five weighted criteria.
Renewal analysis
Free three-plan side-by-side, returned in 48 hours, no obligation.
Level-funded health plan
The single most underutilized option in Pensacola small-group benefits.
Self-funded health plan broker
Five-vendor analysis (TPA, stop-loss, PBM, network) for 100 to 300 lives.
Florida Blue broker
Independent Florida Blue placement with full carrier RFP every renewal.
Voluntary benefits broker
Dental, vision, life, disability, accident, critical illness, hospital indemnity.
ACA reporting broker
1094-C and 1095-C preparation, IRS e-filing, year-round ALE compliance support.
The next step is a 45-minute working session.
Free, written, no follow-up unless you want one.