How does a small practice get large-group insurance rates?

Through AdvisorHR. It aggregates a large pool of employers, and your practice buys inside that pool, which is why a ten-person office can be quoted at rates normally reserved for a health system with thousands of employees.

Does open enrollment still take my practice manager two weeks?

No. Employees enroll themselves through a self-service portal with clear side-by-side choices, elections land at the carrier through real-time integration, and HR and payroll share the data so nothing is re-keyed.

Are ACA and COBRA handled?

Yes. Integrated ACA and COBRA tools run off current employee data, including measurement-period tracking and 1094 and 1095 eFile. FSA, HSA, HRA, transit, parking, tuition, lifestyle benefits, and 401(k) with reporting run through the same portal.

Benefits administration

Run open enrollment without losing a week to it

Coverage matched to your practice and your staff, administered year-round, with health insurance at large-group rates typically reserved for big health systems.

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Why a small practice gets big-group pricing

AdvisorHR aggregates a large pool of employers, and your practice buys inside that pool. That is the reason a ten-person office can be quoted at rates normally reserved for a health system with thousands of employees.

We tailor the coverage to what your practice and your people actually need, then administer the plans year-round instead of handing you a binder in November.

Enrollment your staff can finish on their own

A self-service portal, so open enrollment stops being a two-week project for your practice manager.

Plans tailored to your workforce, not a one-size template
Clear side-by-side choices, so employees can decide without a meeting
Real-time carrier integration, so elections land where they need to land
Shared data across HR and payroll, which removes the re-keying and the errors that come with it
Benefit-cost analysis, so you can see what a plan change actually does
A life-event and FMLA wizard for the changes that arrive mid-year

Eligibility and compliance, tracked as it happens

Integrated ACA and COBRA tools run off current employee data, which is what makes measurement periods, reporting, and deadlines manageable rather than a scramble. 1094 and 1095 eFile are included.

The platform also supports FSA, HSA, HRA, transit, parking, tuition, and lifestyle benefits, and 401(k) with reporting, all through the same enrollment portal your team already uses.

Questions practices ask

Benefits administration, in plain answers

How does a small practice get large-group insurance rates?: Through AdvisorHR. It aggregates a large pool of employers, and your practice buys inside that pool, which is why a ten-person office can be quoted at rates normally reserved for a health system with thousands of employees.
Does open enrollment still take my practice manager two weeks?: No. Employees enroll themselves through a self-service portal with clear side-by-side choices, elections land at the carrier through real-time integration, and HR and payroll share the data so nothing is re-keyed.
Are ACA and COBRA handled?: Yes. Integrated ACA and COBRA tools run off current employee data, including measurement-period tracking and 1094 and 1095 eFile. FSA, HSA, HRA, transit, parking, tuition, lifestyle benefits, and 401(k) with reporting run through the same portal.

Talk it through with the person who built it

Thirty minutes, no slide deck. Bring your headcount and whatever is costing your practice the most time.