Verification Period: October 13, 2020 – October 13, 2021
- Completeness and Accuracy
- ACA Compliance and Reporting
- Benefit Administration Solutions
- Business Owner’s Policy (BOP)
- Commercial Auto Coverage
- Consumerism Solutions
- Employee Perks
- Executive Benefits
- Financial Wellness
- FMLA/Leave & Absence Management
- Group Disability
- Group Health Insurance
- Group Life/AD&D
- Human Resources Solutions
- Insurance periodicals, newsletters, and websites
- PEO Solutions
- Property & Casualty Insurance
- Retirement Plans
- Student Loan Benefits
- Umbrella Coverage
- Voluntary Benefits
- Workers’ Compensation Insurance
Gallagher Benefit Services Overview
Better together — the interconnected nature of today’s workforce, effective leadership and organizational wellbeing
A new approach to the pursuit of better organizational wellbeing is needed in today’s business environment. Operations, finance and HR can no longer function adequately in silos when success requires a strong connection between the company’s strategy and the executive team’s priorities and resources. The CEO’s vision and strategy execution, the CFO’s management of risk and financial sustainability, and the HR leader’s development and implementation of compensation and benefit programs have all become table stakes. When these abilities are closely aligned, they can effectively address the increased costs, shorter decision cycles and higher complexities of managing talent.
To help organizations bring out their better, Gallagher has created an approach to compensation, benefits, retirement and employee communications — Gallagher Better WorksSM — that addresses the interconnected nature of health, financial security, engagement and culture. Key areas of focus include assessing the effects of this relationship on productivity and turnover, and finding opportunities for improvement. From any starting point, any employer can drive progress toward better talent attraction and retention outcomes by promoting innovative, aligned programs.
There is no single solution for attracting and retaining employees that works equally well for all employers, but there is a singular process for filling that void. Coordinated changes in the employee wellbeing investment portfolio, including the physical, emotional, financial and career dimensions, can resolve current challenges and promote the growth of the entire company.
These investments are essential to remaining relevant and gaining ground in the markets for both business and talent. And they need the support of strong HR technologies, solid compliance frameworks and effectively targeted communications.
Managing talent by aligning incentives
Employers focused on growing their businesses are more clearly identifying what needs to be done better. Core to this conversation is a strong workforce planning framework that matches the right employees to the right number of required roles.
These pairings should sync with changing business needs at an optimal level of labor cost and productivity. Often, improvement efforts also involve leveraging an effective balance between base salary and variable incentive compensation. This includes offering non-qualified deferred opportunities to help retain key talent, and addressing pay equity to support the employer brand.
Driving engagement through culture
If the goal is transforming organizational culture into a competitive advantage, strong values and a compelling vision for the future need to be shared with the workforce and aligned with their incentives. Key drivers of engagement include career wellbeing opportunities and personalized, consistent and comprehensive communications that reach employees with the right message at the right time. Transparent commitments to diversity, corporate social responsibility and a respectful workplace are often top selling points for both attracting and retaining employees. A strong culture can also be reflected in a strong employer brand, instilling pride in current workers and capturing the attention of future workers.
Using employee preferences to prioritize total rewards
Competition for today’s multigenerational employees is forcing changes in compensation and benefits plan design. Adding flexibility around the preferences of distinct employee populations produces a total rewards package capable of meeting diverse needs. And customizable options like student loan refinancing and pay-down plans, or voluntary insurance coverage are especially appropriate for the times. They can reduce financial stressors, create risk protection and stretch the value of employee earnings.
Adopting new healthcare models to address costs
More employers are turning to innovative healthcare tactics like telemedicine and cost-transparency tools to guide better employee decision-making, both cost-effectively and conveniently. Meanwhile, disease management programs offer help with chronic conditions, and value-based medical tactics such as designated centers of excellence promote more affordable, high-quality care. There’s also a trend toward reviewing healthcare approaches and evaluating funding strategies to better fit within the boundaries of cost, fees and risk.
Opportunities in a fast-moving, ever-changing global economy wait for no one, but uncertainty about the future is conquered with confidence in the organization’s present leaders, strategies and state of wellbeing. Leadership models are evolving as CEOs, CFOs and HR leaders have begun to plainly see the need to evaluate real-time workforce metrics and employee wellbeing data. And they understand the importance of this process for all areas of current strategy and operational decision-making. When it becomes second nature for leaders to collaborate on linking employee health and engagement with organizational culture and outcomes, employers and employees alike will benefit.
Areas of Special Focus
- Actuarial and Financial
- Alternative Funding
- Benefit Communications
- Benefit Surveys
- Data Analytics
- Data Mining
- Employee Communications
- Employee Support
- Financial Management
- Health Advocacy
- Health and Benefits Consulting
- Health Innovation
- Healthcare Reform
- Life, Accident and Disability
- Medical Claims Analytics
- Onsite Clinics
- Open Enrollment Support
- Pharmacy Management
- Plan Design
- Population Health and Wellness
- Private Exchanges
- Purchasing Collectives
- Reference Based Pricing
- Rx Carveouts
- Self Funded Plans
- Stop Loss
- Supplemental Benefits
Employer Types We Serve
- Government Entity
- Non Profit
- Privately Held Company
- Publicly Traded Company
Areas Served by Gallagher Benefit Services
Industry Specialization of Gallagher Benefit Services
- Non Profit
- Public Administration
Team at Gallagher Benefit Services
At Gallagher, I focus on employee benefits packages for companies of all sizes. While being self-funding certified, I love the complexity of self-funded clients. I currently handle the self-funded book of business for the Tulsa and Miami Gallagher offices
Christie has a heart for service and loves our clients. Prior to Gallagher, Christie worked at BCBS for 18 years in account service. She is also one of our project managers.
Senior Client Manager
Sandra takes excellent care of our clients. She has never met a stranger and can talk to virtually anyone. She believes in delivering "world class customer service". She has over 28 years in our industry.
Arnell has been in our industry for over 25 years. She takes great care of our clients. She typically builds long-lasting personal relationships with our clients.
Gallagher Benefit Services Certifications
- World's Most Ethical Companies
- Best Places to Work for LGBTQ Equality 2021
Gallagher Benefit Services Verified Testimonials
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About The Service
Elevate Benefits, LLC owns and operates SHRM Broker Finder, a software as a service (SaaS) platform. Our platform supports your independent research, vetting and hiring processes. The company facilitates introductions and exchange of information between parties seeking and offering solutions. We are not a licensed financial services entity of any kind and we do not seek to sell or make money from the sale of any employee benefits, financial services or any other regulated products or services. We also do not make specific provider, product or service recommendations. Learn more by visiting our Frequently Asked Questions.