A good broker wears many hats in the service of their clients and goes well beyond just providing rates and getting everyone enrolled. Arrow provides expert needs analysis along with product knowledge to help you design, manage and make the most of your benefits as well as answer questions and eliminate confusion in what is becoming an increasingly complex arena.
Needs analysis: getting to know your business and learning what’s most important to your group with targeted information gathering.
Strategic benefit design: leveraging our product knowledge and insurance expertise to meet those needs.
Cost containment: rest-assured we’ll respect your budget while we create plans that make your employees happy and improve your bottom line (we do this every day).
Accessible, hands-on service: no more call centers or sitting on hold with providers, call us directly to let us handle it and get it resolved more quickly.
HR Resources: take advantage of our alliances with trusted partners and platforms designed to make HR easier - here is just some of our partners below!
Information Integration: let us show you some solutions that can really alleviate employer stress!
Employee Communication: goes hand in hand with compliance and we can assist with streamlining this process. Are your employees getting the information they need, when they need it?
Advocacy: great benefits are only as valuable as the ability to access and use them. Arrow’s expertise makes us a valuable advocate when the need arises.
Compliance: this underpins EVERYTHING you do as an employer. Are you doing everything you can to protect yourself?
Not a client, but curious now if your current plan is making the best use of your budget, if there are better ways to meet you and your group’s needs, or just have some questions about compliance or new insurance products? Arrow is happy to talk with you!
When it comes to designing benefits, a good broker should be able to:
1. Cost Analysis: determine your budget for employee benefits/how much you would like to contribute. Weighing all factors, including balancing your desired benefits budget with the knowledge that employee satisfaction factors HEAVILY into your bottom line.
2. Deciding which benefits you want to include in your plan:
(Keep in mind that certain benefits are required by law, such as Unemployment, Workers' Compensation, COBRA, Short-term disability, Leaves of absence, Disability and Social Security)
3. Analyzing total compensation: everything from bonuses and commissions to profit sharing, tuition reimbursement, childcare, commuter benefits, technology benefits, even gym and club memberships.
4. Finalizing your benefit plan: after creating your budget and deciding which benefits to include in your package, it is time to finalize your plan before rolling it out to employees.
5. Considering external resources that can help you manage critical aspects of benefits like HR, administration, compliance, and employee communications. Part of Arrow's service to you is assisting with benefits management and providing you with access to partners who specialize in these arenas.
6. Rolling out the plan to employees. You will not have to go this alone. Arrow is by your side during enrollment and follow up to ensure your employees fully understand/can access their benefits and know where to go to get any questions answered.
It’s not just about offering various lines of coverage. We can’t state this enough, it’s about knowing how those different features within the lines of coverage are going to work together to meet your employees’ everyday needs and look out for their long-term interests, with a focus on mitigating total out-of-pocket costs and overall financial risk exposure. Having a benefits expert on your side is essential. You want happy employees and an improved bottom line. There are increasingly complex compliance considerations. Ask yourself this question - Would you fly a plane without a license?
Arrow wants to make you aware of all the products available to you. We'll show you tools we that can strategically build into your plan that can greatly mitigate risk exposure and help pay for what would otherwise be out-of-pocket costs. These voluntary benefits can, for very little additional cost, enhance even the most affordable plans to create an experience for your employees commonly only associated with very expensive benefit packages. Intrigued?