Open enrollment is one of the most resource-intensive times of year for HR, Finance, and Operations leaders — where benefits strategy meets workforce reality under tight timelines and high stakes. For employers with 100+ employees, especially in manufacturing, healthcare, education, logistics, or restaurant groups, an inefficient process can lead to confusion, higher costs, and unnecessary administrative strain.
The key is to start early and focus on what drives outcomes. Independent TPAs allow flexibility and customization to build your health plan with specific point solutions. Use data to review plan design, carve out PBM contracts when appropriate, and include plan incentives for engagement with high-quality providers. Align stop-loss coverage with risk tolerance. and implement captive stop loss programs if appropriate, to stabilize long-term risk. These steps can deliver 20%+ savings on total plan spend while shielding employees from surprise costs and getting employees to better healthcare.
In terms of employee education and engagement, simplification of plan choices helps avoid decision fatigue, and clear pre-enrollment education, concierge support, and navigation tools guide employees to high-value care and appropriate options for themselves and their families.
Finally, it’s critical to measure results post-enrollment — participation rates, error rates, and feedback — to create a cycle of continuous improvement. Done well, open enrollment becomes a strategic lever for cost control, retention, and employee confidence.
