This webinar discusses how companies can use benefits as a secret weapon to win the talent wars. It covers open enrollment and employee engagement strategies like using technology for enrollment, communications, and year-round support. Meeting human capital demands through multi-generational benefits is discussed. Cost containment and trending benefits strategies include risk financing options, chronic condition management, and consortium programs. Trending benefits include mental health, telemedicine, student loan repayment, and more. Questions are taken at the end.

1. The Talent Wars:
Can Benefits Be Your
Secret to Winning?
November 4, 2021| C-Suite Snacks Webinar Series

2. SHAUN GAGNON
Cambridge Insurance Advisors
President and Managing Partner
shaun@camlife.com
linkedin.com/in/insurancestrategy
Welcome &
Introduction

3. AGENDA
Opening R emarks
01
Open Enrollment & Employee Engagement 02
Meet ing H uman C apit al D emands 03
Cost Containment & Trending Benefits 04
Conclusion 05

4. Open Enrollment &
Employee
Engagement

5. Open Enrollment Frustrations

6. Technology + Communication + Benefit Center Support
Technology
- Enroll employees directly on
your HR technology
- Eliminate paper
- Eliminate duplicate entry
- Evaluate other HRIS in future
Employee Engagement
- Increase Employee Awareness
- High Impact Communications
- Branded to your company
- Summary Memos
- Benefits Guide
- Recorded Voicemail
- Text Message Service
Year-Round Support
- Open Enrollment & New Hire
- One on One Education
- Enrollment on your technology
- Medical, Ancillary
- Worksite / Voluntary
- Promote EAP, other
Benefits Made Easy for HR and Employee
Onsite
- Licensed Benefit Counselors
can travel to client locations to
conduct 15-30 one-on-one
consultations
- COVID-19, PPE requirements
Online
- Co-browsing Support from
our Benefit Counselors when
utilizing employee self-
service technology
On-Call
- Employee Solution Center available
to enroll employees on your HR
Technology system of record with
voice signature.
- All calls recorded for quality control.
- Employee surveys available to rate
our team and their experience
Three Employee Engagement Options
90% of employees who enroll one-on-one that express a high level of
satisfaction with their benefits

7. Wellness
• Pick a Champion
• Create a committee
• Per a recent national survey 65% of companies are increasing spending on mental health
wellness for their employees. (Global Wellness Institute)
• Survey and Benchmark
• Leverage the Community
• Keep ideas Fresh and Rotating… Create an “engagement opportunity”

8. Meeting Human
Capital Demands

9. How attitudes towards career opportunities differ
by Generation

11. Cost Containment
& Trending Benefits

12. Multi-year Consulting Strategy
Risk Financing
• PEO
• Fully Insured / HRA
• Level Funded
• Group Captive
• ASO with Stop Loss
Your Goals & Risk Profile
• Business Goals
• Human Capital Strategy
• Healthcare e-Mod/MCCI
• Age Demographic
• Risk Tolerance
First year planning
Transparency
• Misuse & Waste
• Chronic Conditions
• Predictive Analytics
• Network Performance
Design & Education
• Chronic Disease Mgmt.
• Health Navigation
• Incentives / Wellness
• Plan Design Change
• PMB/Specialty Drug
Monitor & Innovate
• Direct Primary Care
• Onsite/Near-site Clinics
• Reference Based Pricing
Multi-Year Planning
Developing a long-term cost containment strategy requires full year-one planning and
multi-year execution
A product cannot solve your health
care issues!

13. Trending option: Consortium Programs
Source: Cambridge / Pareto

14. Integrated Approach to Cost Containment
Source: Cambridge / Pareto

15. Recommended process
Properly identifying risk and cost containment approaches requires a full annual cycle
– waiting until close to open enrollment limits your options
Qtr. 1
• Current year outlook, trends, post-Open enrollment recap
• Define current year Business & HR goals.
• Update multi-year strategy
Pre-
renewal
• Review 1 year goal status (YTD check-in)
• Benchmarking Data
• Claims Analytics & Renewal projection
Renewal
• Renewal & RFP Marketing Results
• Renewal Alternatives, Employee Contribution Modeling
• Updated Claim Analytics to drive plan design/employee education
• Define open enrollment strategy & desired outcomes
• Develop communication campaign & timeline
• Integrate technology & 1:1 Employee Solution Center
Open
Enrollment

16. What’s
Trending
Self Funding / Captives
PEO – Small Business
ICHRA – Small Business
1099 Benefit Programs (Real Estate, Gig and
Seasonal
Pharmacy
Voluntary Benefits

17. Top Benefits
• Mental Health
• Telemedicine
• Student Loan
Repayment
Program
• Lifestyle Spending
Accounts
• PTO
• Pet Insurance
• Home and Auto
• 100% Paid
Benefits
• 401k Contribution

18. Questions?
SHAUN GAGNON
Cambridge Insurance Advisors
President and Managing Partner
shaun@camlife.com
linkedin.com/in/insurancestrategy

19. Thank You
F o r Wa t c h i n g & L i s t e n i n g
“Citrin Cooperman” is the brand under which Citrin Cooperman & Company, LLP, a licensed independent
CPA firm, and Citrin Cooperman Advisors LLC serve clients’ business needs. The two firms operate as
separate legal entities in an alternative practice structure. Citrin Cooperman is an independent member
of Moore North America, which is itself a regional member of Moore Global Network Limited (MGNL).