We understand our clients’ competing priorities…

Articulating an effective compensation and benefit strategy is an important aspect of a company’s overall competitive advantage and can play a prominent role in establishing an ‘employment brand.’ Attracting, motivating and retaining the best and brightest is a perpetual challenge. Supporting our clients’ corporate vision with a strategically-based set of programs and protocols is imperative to achieve their goals.

From a strategic perspective, compensation and benefit programs must be part of a compelling value proposition employees both understand and support. They must foster the knowledge, competencies and behaviors necessary for business success. Beyond these often competing priorities, employee benefit plans must be both affordable and sustainable, and they must not limit other profitable investments.

And we help plan sponsors face challenges…

Corporate employee benefit programs have grown increasingly complex. Effective representation and strategic planning is necessary in all areas.

Whether health and welfare programs, retirement plans or executive benefits, there are several areas an employer must appropriately address in their benefit offerings. Plans must not only satisfy employee needs and cost-effectively support an employer’s corporate culture, they must also demonstrate:

• Attention to fiduciary responsibility
• Good financial stewardship
• Compliance with regulatory requirements
• Meticulous data management for optimal results

Options must be carefully identified and considered from both the employee and corporate perspective. Employees rely on their employers to evaluate alternatives and make sound financial decisions. And any plans for corporate growth demand vigilance as benefits become increasingly expensive and compliance more stringent.