For years, employers have faced tough problems providing benefits to employees. Laws and pricing change repeatedly, making plans more complex and complicated. Employers begin to feel squeezed trying to implement clumsy benefits plans which are in many ways compulsory and often incredibly costly. Roger Schultz and Jim Lee thought something would eventually have to give and employers would fight the bottom line impact of HR benefits. That time has come.
(PRWEB) April 13, 2005 -- When pressure causes change, the smallest unit changes first. Roger Schultz wanted to capitalize on this with a win win solution: provide the best advanced education for HR benefits decision makers and purchasers, in an innovative, bias-free environment. Companies will win with big savings and the provider will win showing them how. Roger, a nationally recognized guru and adjunct college instructor in employee benefits, approached his long time friend and colleague Jim Lee. In close collaboration, they breathed life into Roger's idea and formed HR Benefits Coach, splitting responsibilities according to their unique abilities: Jim directing marketing and operations, Roger directing curriculum and teaching. An independent advocacy for employers was born. HR Benefits Coach offers advanced benefits training, coaching and advice through ad hoc expert teams. www.hrbenefitscoach.com
What differentiates the HR Benefits Coach teams from others in this field is independent and impartial advocacy for the client, and the fact that HR Benefits Coach will not solicit or accept—under any conditions—benefits business. They provide "how to" information and advice to employers only, with positive impact on the corporate bottom line as the goal.
Another facet of this radically distinctive advisory organization is its raison detre and the benefit it provides the HR function in a corporation: the opportunity to save a corporation significant amounts of money. Jim Lee explains their clear objective—to reduce costs, simplify plan designs, and streamline administration—with this example:
At todays average annual benefits costs, a 5% reduction saves $400 per year, per employee. For every 100 employees, thats $40,000 annual savings to the corporation. Our goal is to save corporations that 5% or more each year through education and savvy RFP development, and learning how to manage the brokers who bid for benefits plans by being as smart, or smarter than, the bidders about what the corporation is asking for. To show how employers can accomplish this, we begin with a conference that places heavy emphasis on innovative ideas and solutions that really work."
The first conference workshop is being held May 15-18 in Atlanta. Seven benefits experts form the ad hoc team for this event and follow-up. Mike Jones, CPCU, ARM, AAI will address every day decision-making and policies that confound HR staffs ethically; Karen Corley, CEBS, what employers should expect and receive from their benefits brokers; Nancy Farage, the implications of disease management and employee health promotion on insured and self-funded medical plans; Chase Carey, the underwriting processes used by insurers and how to manage variables that affect costs; Bob Christianson conducts a legal boot camp for employers sponsoring employee benefit plans, and explains ERISA, HIPAA, COBRA and FLMA; Robert Nix, CFP, ChFC focuses on the critical factors that can make or break a retirement plan; and Roger Schultz will speak on a number of topics, including alternate funding options, enrollment options, voluntary benefit plans, and others.
The topics and entire curriculum are laid out in the conference brochure which you can obtain online at www.hrbenefitscoach.com or by calling (866) 764-5240 and requesting one be mailed to you.
Contact: Jim Lee
(866) 764-5240
www.hrbenefitscoach.com
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