As an HR professional, you understand the importance of providing comprehensive benefits packages to attract and retain top talent. One crucial aspect of these packages is insurance coverage. Choosing the right insurance can be a daunting task, but with the right guidance, you can navigate the maze of options and find the best fit for your organization and employees. 

In this guide, we’ll walk through the key considerations and steps to help you make informed decisions when selecting insurance plans.

Assess Your Needs

To begin, take a comprehensive look at your organization’s requirements and priorities. Factors such as the size and demographics of your workforce, budget limitations, and prevalent health concerns among employees should be considered.

Engage with your employees through surveys or interviews to gather valuable feedback regarding their preferences and requirements concerning insurance coverage. This direct input will provide insight into the most suitable options for your organization’s health plan.

Understand Different Insurance Types

Take the time to delve into the diverse array of insurance plans at your disposal. These may include health, dental, vision, life, disability, and supplemental coverage.

Thoroughly compare the benefits, coverage limits, premiums, and network options associated with each type of insurance. By doing so, you can pinpoint the plan that most closely aligns with the specific needs and priorities of your organization. This comprehensive understanding will empower you to make informed decisions when selecting insurance options for your employees.

Exploring Insurance Providers

Embark on a thorough exploration of various insurance providers and carriers to identify reputable companies known for their reliability and exceptional customer service standards.

Take into account factors such as the breadth and quality of provider networks, the efficiency of claims processing, and the availability of online tools and resources designed to simplify administration tasks and provide support to employees.

Balancing Cost and Coverage

Delve into the delicate balance between cost and coverage to ensure that your chosen insurance plans offer optimal value.

Compare premiums, deductibles, copayments, and coinsurance rates across different plans to gain a comprehensive understanding of the overall cost implications for both your organization and your employees. This meticulous comparison will enable you to make informed decisions that strike the ideal equilibrium between affordability and comprehensive coverage.

Navigating Compliance Obligations

Remain vigilant regarding pertinent regulatory obligations, including provisions outlined in the Affordable Care Act (ACA), to guarantee that your insurance plans adhere to legal standards.

Engage with legal or compliance professionals to navigate the intricacies of regulations effectively, minimizing the risk of penalties or fines due to non-compliance.

Empowering Employee Participation

Empower employees by involving them in the decision-making process, valuing their input and feedback regarding insurance options.

Facilitate informational sessions or Q&A forums to address employees’ inquiries and apprehensions concerning insurance coverage. This inclusive approach fosters transparency and ensures that employees feel heard and valued throughout the decision-making process.

Fostering Transparent Communication

Prioritize open and transparent communication with employees regarding any modifications to insurance plans, available coverage options, and enrollment procedures.

Leverage various communication channels, including email, newsletters, intranet portals, and in-person meetings, to disseminate information comprehensively and ensure that all employees are informed effectively.

Exploring Flexibility and Customization

Seek out insurance plans that provide flexibility and customization features to cater to the diverse needs and preferences of your workforce.

Consider offering a spectrum of coverage levels or voluntary benefits, empowering employees to personalize their insurance packages based on their unique circumstances. This approach enhances employee satisfaction and ensures that insurance plans align closely with individual requirements.

Involving Key HR Roles in Choosing the Right Insurance

As you navigate the complex landscape of insurance options for your organization, it’s essential to involve key stakeholders who play a crucial role in the decision-making process. Chief Human Resources Officers (CHROs), HR Generalists, HR Specialists, and Vice Presidents of HR (VPs of HR) bring valuable expertise and perspectives to the table. Here’s how each of these roles contributes:

1. Chief Human Resources Officer (CHRO):

The CHRO holds a strategic position within the organization, overseeing all aspects of human resources management. When it comes to selecting insurance, the CHRO provides strategic direction and ensures that insurance choices align with the organization’s overall goals and objectives.

2. HR Generalist:

HR Generalists serve as the frontline representatives of the HR department, interacting directly with employees on a wide range of issues, including benefits. Their insights into employee needs and concerns are invaluable when evaluating insurance options and determining which plans will best meet the diverse needs of the workforce.

3. HR Specialist:

HR Specialists bring specialized expertise in areas such as benefits administration, compensation, and compliance. Their deep understanding of insurance regulations and industry trends ensures that the organization remains compliant with legal requirements while optimizing benefits offerings to attract and retain top talent.

4. Vice President of HR (VP of HR):

VPs of HR provide leadership and strategic direction for the HR department as a whole. They work closely with executive leadership to develop and execute HR strategies that support the organization’s overall mission and objectives. In the context of choosing insurance, VPs of HR play a critical role in advocating for employee-centric benefits packages that align with the organization’s values and priorities.

By involving these key HR roles in the decision-making process, organizations can ensure that insurance choices are well-informed, strategic, and tailored to meet the needs of both the organization and its employees. Collaboration among CHROs, HR Generalists, HR Specialists, and VPs of HR fosters a comprehensive approach to benefits management that supports employee well-being and organizational success.

FAQs: HR Guide to Choosing the Right Insurance

How do I know which type of coverage is best for my employees?

Consider factors such as cost, network of providers, and employee preferences when selecting the type of coverage. Consulting with an insurance broker or benefits consultant can also provide valuable guidance.

What are the advantages of offering wellness programs as part of company health insurance?

Wellness programs can help promote employee health and reduce healthcare costs over time by encouraging preventive care and healthy lifestyle choices.

How can I ensure that my employees are satisfied with the chosen health insurance plan?

Gather feedback from employees through surveys or focus groups to understand their needs and preferences. Regular communication about the benefits and resources available can also help keep employees informed and engaged.

What should I do if I encounter issues with the claims process or customer service?

Reach out to the insurance company’s customer service department for assistance. If issues persist, consider working with a benefits consultant or exploring alternative insurance options.

How often should I review and update our company health insurance plan?

It’s essential to review your company health insurance plan annually to ensure that it continues to meet the needs of your employees and remains competitive in the marketplace. Additionally, be sure to revisit your plan whenever there are significant changes in your workforce or regulatory requirements.

Final Notes

Choosing the right insurance for your organization requires careful consideration and thorough research. By assessing your needs, understanding different insurance types, researching providers, considering cost vs. coverage, reviewing compliance requirements, seeking employee input, providing clear communication, and evaluating flexibility and customization options, you can make informed decisions that benefit both your organization and your employees. With the right insurance in place, you can provide valuable peace of mind and support to your workforce, ultimately contributing to a happier, healthier, and more productive workplace.

Any Questions?

We serve employers who want to offer their employees affordable benefits. We simplify the complexity of providing those benefits and ensure compliance with the Affordable Care Act. We provide affordable benefits for the everyday person. We are different because of our personal service, speed of implementation, and innovative approach to providing benefits coverage.

Learn more about us and our services, here.


At Innovative HIA, we pride ourselves on offering:

  • Affordable Benefits
  • ACA Compliance, and
  • Exceptional Service

Today, we’d like to chat a bit more about the third element—the exceptional service we provide—and why Innovative HIA is, therefore, the gold standard of customer service for Minor Medical insurance providers.

(Hint: Our one-stop-shop benefits portal plays a large role in our successful customer service efforts!)

Let’s dive in.

How Innovative HIA Supports the Onboarding and Offboarding Processes

At Innovative HIA, we support businesses beyond providing Minor Medical coverage. We are proud to support the employee onboarding process so your human resources (HR) teams have more time to focus on the daily tasks that keep your business running.

This is why we offer a complete insurance solution that covers:

  • Implementation
  • Enrollment
  • Administration, and
  • Reporting

Our benefits professionals are fully equipped to support onboarding and offboarding procedures to eliminate the hassle for businesses.

How? Using our benefits portal.

Our Benefits Portal

Employee benefits administration can be a pain for any HR department. At Innovative HIA, we aim to simplify the process by giving you access to everything you need in one place.

Our one-stop-shop portal is proprietary and unlike any other. Our portal grants you access to all of the tools necessary to support a new hire (from beginning to end).

We eliminate the headache of unnecessary paperwork with benefits management portal access. You can:

  • Make plan changes
  • Order ID cards
  • Check claim status online
  • Track onboarding and offboarding
  • And more

Resources are only a click away.

Besides creating a seamless onboarding process with our all-in-one portal, we also provide video tutorials for our partners. These resources provide instructions that assist navigation through the portal.

Read on to view our enrollment portal walkthrough.

Navigating the similarities and differences between individual and voluntary benefits can seem challenging. Which ones do your employees want? What can employees get from individual benefits that they can’t from voluntary? How can benefits attract and retain great talent?


Here is a list of the major similarities and differences between the two to help you navigate what benefits you want to provide.


  • Customizable options: Both benefit options have multiple coverage options available. These customizations give people the ability to change their options to cater to their needs, their family size, and their budget.
  • Dependent coverage: You have the ability to add eligible dependents, like your spouse and children, for an additional charge.
  • There are various areas that are covered: Both types of insurance cover dental, vision, disability, and life insurance.


  • Voluntary benefits are sponsored by your employer: Voluntary benefits are only offered through employer-sponsored healthcare plans. Those who are not employed do not have access to voluntary benefit options. The employer also chooses what options are offered and what the coverage levels are. As an employer, this can be a great way to differentiate your company.
  • Individual insurance is completely paid for by an employee: Some business owners pass the cost of voluntary benefits on to their employees, though it is not required. Some employers will also cover a portion of voluntary benefit elections for their employees. With individual coverage, the employees take the entire cost.

At Innovative HIA, we understand how important your employees are to your organization. Offer your employees the most options for coverage. When you offer your employees more options when it comes to benefits, they will likely have higher engagement levels as they feel you care for their wellbeing. Contact us to learn more about the voluntary benefits you can offer your employees.


Read on to learn more about how you can add value to your existing benefits plans. 


Article originally published on SBMA Benefits.

infographic on how to navigate individual and voluntary benefits

Employee benefits administration can be a pain for any HR department. At Innovative HIA, we aim to simplify the process, by giving you access to everything you need in one place. Our enrollment portal houses everything you need for:

  • Onboarding 
  • Off boarding 
  • Enrollment 
  • Portal assistance 

Our employee benefits professionals have the knowledge and expertise that can save your company time and money. We aim to offer comprehensive benefit management, not only with our portal, but also as it pertains to ACA compliance, providing low-cost options, and offering fast and reliable service.

The convenience of SBMA’s employee benefits administration support allows your Human Resources department to work on their daily tasks and responsibilities without the headache of a difficult benefits administrator. Our one-stop-shop portal helps reduce the paperwork your HR department has to deal with and therefore, improves your bottom line.

Employer Resources

Our website is equipped with plenty of employer resources that give easy and secure access to your records and the ability to make plan changes at your fingertips (i.e. (enrollment portal, adding dependents, employee termination, and more). Adjusting benefit plans couldn’t be any easier with SBMA. Additionally, every task includes video tutorials, walkthroughs, and instructions. 


Watch the videos below to see just how easy navigating our portal is. 


Enrollment portal walkthrough


Adding Dependents walkthrough 


Termination walkthrough 



Partnering with us takes the burden off of your HR department and places it on us, your benefits administrator. Ready to get started? Reach out to us today


Innovative HIA supports HR departments with onboarding, off boarding, and more

Article originally published by SBMA Benefits.