Confidential advisory services for mid-market employers
Before You Hire Another Benefits Leader,
Confirm the Problem You’re Actually Trying to Solve.
I run a short, confidential assessment that helps mid-market leadership determine whether hiring alone will actually stabilize their benefits operations — or whether structural issues will persist regardless of who fills the role.
Who this is for
This is designed for organizations with 500–1,500 employees who are:
- Planning to hire a Benefits Program Manager or senior benefits leader
- Experiencing repeated enrollment issues, escalations, or system strain
- Carrying unresolved operational or compliance risk tied to benefits execution
If none of the above apply, this assessment is likely unnecessary.
(This goes to a short intake email or form — not Calendly.)
Why Hiring Alone Often Doesn’t Work
Most benefits problems don’t originate with individual performance.
They originate with:
- Unclear ownership
- Fragile handoffs between systems and vendors
- Informal governance and exception-based work
- Risk that compounds quietly until it escalates
When those conditions exist, hiring a capable leader often absorbs the chaos rather than resolving it. This assessment exists to surface those conditions before a long-term hire is made.
What the Assessment Covers
The engagement is a time-bound, non-disruptive review of how benefits operate today, focused on decision clarity — not implementation.
It examines:
- Leadership intent and decision context
- How benefits work in practice (not on paper)
- HRIS and benefits governance patterns
- Operational and execution risk exposure
- Whether hiring alone can realistically stabilize conditions
The output is an executive-level decision brief, not a task list.
What This Is Not
This assessment does not include:
- System configuration or implementation
- Vendor audits or RFP support
- Legal interpretation or compliance remediation
- Tactical process redesign
Its value is in synthesis, framing, and consequence mapping — not execution.
How the Engagement Works
- Short leadership interviews (confidential, de-identified)
- Synthesis across systems, people, and risk
- Executive decision brief outlining viable paths forward
The engagement is intentionally scoped to minimize disruption and internal friction.
Timing & Investment
The assessment is typically completed within 3–4 weeks, depending on availability. Investment varies based on organizational complexity and scope, and is confirmed after a brief fit check to ensure relevance. Work begins only once scope and terms are mutually agreed.
Discretion Matters
This work is conducted quietly and is designed for leadership decision-making, not internal broadcasting. Findings are context-specific and not intended for reuse outside the organization without continued advisory support.
Request a Fit Check
A short exchange to confirm whether this assessment is appropriate for your situation.
Request Fit Check →