Our focus is what’s best for you and your employees
No two businesses are alike which is why we focus on what’s best for you—financially, functionally, and geographically.
No two businesses are alike which is why we focus on what’s best for you—financially, functionally, and geographically.
Navigating Employee Benefits and Human Resources Together
What sets us apart? Our relentless commitment to your needs and our comprehensive, quality-focused approach. We don’t just provide solutions; we build relationships. Our empathetic mindset and highly personal approach drive us to always prioritize your best interests. Our interaction with you doesn’t stop at setup – we stay engaged, offering ongoing support and assistance beyond the annual renewal phase.
In this competitive job market, it is hard to attract and retain good employees. What used to be deemed a perk has now become a necessity. It is our objective and mission to provide you with a comprehensive benefit program that makes sense to the company, its employees and any future shareholders. It is imperative that this plan be flexible so that changes can be made as the company grows and the economic climate changes.
We understand that your bottom line is the bottom line.
PROUDLY WORKING WITH THE FOLLOWING INDUSTRIES:
- Private Equity Firms
- Hedge Funds
- Retail
- Technology
- Hospitality
- Law Firms
- Educational Institutions
- Pharma
- Construction
- Manufacturing
Our clients’ needs are central to our operations. In our quest to provide you with the best-suited plans, we adopt a product-agnostic stance. This means that we don’t tie ourselves to specific products or providers. Instead, we explore all possible options to find the right fit for you.
Our Human Capital Concept Process and Benefit Assessment allow us to determine suitable products and providers based on your company’s unique demographics and psychographics. The goal is to connect you with the most relevant and beneficial offerings to meet your specific needs and those of your employees.
The implementation phase of our Employee Benefits and HR services is designed to ensure a seamless, efficient experience for all stakeholders. This phase comprises two integral parts.
First, we focus on funding your employee benefits liabilities. Our experts work diligently to ensure that the cost structure is mutually beneficial for all stakeholders, including owners, employees, and any potential future shareholders.
Secondly, we activate our unique Activation Sequences. These sequences involve educating your employees about their benefits and facilitating the open enrollment process. This approach ensures that your employees are fully aware of their options and can make informed decisions about their benefits.
We understand that managing employee benefits can place a significant strain on your internal HR team. Our goal is to alleviate this burden and streamline the process for you.
During the Confidence Connection phase of our process, we work directly with your employees. Our team provides comprehensive assistance with what we call the ABCs of health insurance, addressing:
- Additions/terminations to the plan and enrollments
- Benefit Eligibility questions and billing issues
- Claims resolution and appeals
We believe that the cost of employee benefit self-service is immeasurable in terms of both dollars and employee morale. By providing these services, we aim to enhance overall employee satisfaction, contributing to a more harmonious and productive workplace.
Sentinel Solutions proudly sponsors the ThinkHR platform for all our clients, recognizing that staying compliant isn’t just about adhering to regulations; it’s about protecting your organization’s reputation and financial stability.
ThinkHR’s comprehensive suite of tools and resources empowers us to offer tailored solutions that align seamlessly with your compliance requirements. By harnessing our expertise and ThinkHR’s cutting-edge technology, you can navigate the complex compliance landscape confidently and efficiently. With Sentinel Solutions, compliance isn’t just a checkbox; it’s a strategic advantage that sets you on a path to success.
THE HUMAN CAPITAL CONCEPT™
STEP 1: The Benefits Assessment™
We meet your team and analyze your short- and long-term needs. Solutions are customized according to your needs.
STEP 2: The Situation Analysis™
A comprehensive investigation focused on the four distinct areas that affect a business and its fiduciary obligations.
STEP 3: The Strategic Benefit Solution™
Present options and solutions that leverage our Human Capital Formula.
STEP 4: The Activation Sequence™
Once solutions have been determined, we provide rigorous implementation support.
STEP 5: The Confidence Connection™
We provide support for your employees, incorporating on-site visits to ensure clarity and confidence.
STEP 6: The Accountability Advocate™
We implement and manage your prospective benefit portfolio and provide sound, professional counsel with consistent and thorough attention.
Step 1
The Benefit Assessment™
We meet your team and analyze your short- and long-term needs. Solutions are customized according to your needs.
Step 2
The Situation Analysis™
A comprehensive investigation focused on the four distinct areas that affect a business and its fiduciary obligations.
Step 3
The Strategic Benefit Solution™
Present options and solutions that leverage our Human Capital Formula.
Step 4
The Activation Sequence™
Once solutions have been determined, we provide rigorous implementation support.
Step 5
The Confidence Connection™
We provide support for your employees, incorporating on-site visits to ensure clarity and confidence.
Step 6
The Accountability Advocate™
We implement and manage your prospective benefit portfolio and provide sound, professional counsel with consistent and thorough attention.
Why Sentinel?
The Sentinel Advantage
Compliance Assurance
We provide comprehensive compliance support, ensuring your benefits program adheres to all regulatory requirements.
Unbiased Approach
As a Carrier/Product/Funding agnostic firm, we present you with a comprehensive view of all applicable options for your group.
Technology Integration
Innovative technology solutions to streamline administration, reducing the time your Benefits Administrator (BA) spends on employee inquiries.
Benefit Consultation
Our experts collaborate with your BA and CFO to conduct a thorough analysis of your unique situation. We then tailor customized solutions that align with your budget and benefit objectives.
Industry Relationships
Our deep industry connections grant you access to new and innovative benefit solutions that can enhance your offerings.
Guaranteed Issues Group Products
Enjoy access to guaranteed issued group products, simplifying the enrollment process for your employees.
Voluntary Group Products
Explore a range of voluntary group products, some with no participation requirements. From life insurance to dental and vision coverage, we have you covered.
Full Ownership
We take full ownership of the entire process, from solution identification and servicing to renewal. Nothing is outsourced, ensuring a seamless experience for you and your employees.
Types of Medical Plans
Exclusive Provider Organization (EPO)
A type of health insurance plan that requires you to use a specific network of healthcare providers for coverage. Typically, does not mandate a PCP or referrals for specialists.
Health Maintenance Organization (HMO)
A type of health insurance that requires members to choose a PCP and get referrals to see a specialist. It typically offers lower premiums and out-of-pocket costs but has a restricted network of healthcare providers, and out-of-network care is usually not covered except in emergencies.
Preferred Provider Organization (PPO)
A type of health plan that offers a more extensive network of healthcare providers compared to HMOs and EPOs. PPO plans allow members to see specialists without referrals and provide some coverage for out-of-network care, although at a higher cost. They offer more flexibility but often have higher premiums and out-of-pocket expenses compared to HMOs and EPOs.
Health Insurance Funding Options
Fully-Insured
- Fixed premiums paid to the insurer
- Premium includes components for claims, reserves, and retention
- Retention includes components for risk, profit, and state taxes
Self Funded
- Costs are a combination of fixed administration fees paid to the health plan plus variable paid claims
- Retention would not include components for risk, profit, and state taxes
- A reserve for incurred but unpaid claims will also have to be recognized
Healthcare Reimbursement Account
- Combines a fully insured portion with a healthcare reimbursement account
- Plan has high deductibles and co-insurance
- Employer pays for all or all of portion of these costs
Healthcare Savings Account
- Utilizes a high-deductible health plan
- Employees can choose to fund these with tax-deductible dollars, employers may contribute a portion
Level-Funded
- Some consider it to be the best of both worlds
- Level fixed premiums paid to the administrator
- Transparent breakdown of expenses for fixed and variable costs
- Funds not used returned to the employer
Professional Employer Organizations (PEOs)
PEOs allow businesses to focus on their core operations while the PEO handles HR tasks, often leading to cost savings and improved HR management.
Co-Employment
PEOs enter into a co-employment relationship with client companies, which means they share employer responsibilities and liabilities. This can help manage legal and regulatory compliance.
Cost Savings
By pooling employees from multiple client companies, PEOs can often secure competitive rates for benefits like healthcare and workers’ compensation.
Compliance & Risk Mitigation
PEOs have HR and legal experts who stay updated on employment laws and regulations, ensuring that client companies remain compliant and mitigate risks like wrongful termination claims and wage/hour disputes.
Focus on Core Business
Outsourcing HR functions to a PEO allows businesses to concentrate on their core operations, improving productivity and efficiency.
Employee Development
PEOs will often offer services related to employee training and development, fostering a more skilled workforce within client companies.
Scalability
PEOs can adapt to the changing needs of businesses, making them suitable for both small startups and larger enterprises looking to expand.
Dental and Vision Insurance
Additional insurance offerings are provided to complement employee health plans. Enhancing your suite of benefits helps attract and retain valuable talent.
Dental Insurance
Covers dental care expenses, such as routine check-ups, cleanings, and procedures like fillings.
Vision Insurance
Helps pay for vision-related expenses like eye exams, glasses, contact lenses, etc.
Disability Insurance
Benefits offered by employers provide crucial financial support during times of illness or injury. Disability insurance can offer several tax advantages to both employers and employees, depending on how it’s structured.
STD
Offers temporary income replacement for a few weeks to several months, helping employees maintain financial stability during a temporary disability.
LTD
Provides extended income replacement for more extended periods, often until retirement age or return to work. It safeguards employees from financial hardship during severe, long-lasting disabilities and contributes to peace of mind, loyalty, and talent attraction.
Life Insurance
Life Insurance offers a payout to beneficiaries in the event of an employee’s death, providing financial security to their loved ones.
No Medical Underwriting
It often requires little to no medical underwriting with a guaranteed issue amount. Anything over may require evidence of insurability.
Affordable Premiums
Generally more cost-effective than individual policies because the risk is spread across the group. Employers often cover a portion or all the premium costs.
Portable Coverage
In some cases, employees can keep their coverage after departing from the company by opting to pay the full premium. This portability can provide a valuable safety net during periods of transition.
Automatic Enrollment
When the employer pays the premium enrollments are often automatic.
Payroll
Quoting Payroll Companies
Vendor Assessment: Evaluate payroll service providers based on your specific needs.
Customized Recommendations: Help you choose the payroll company that aligns with your HR and benefit administration goals.
Streamlined Integrations: Ensure a seamless transition by coordinating with the selected payroll company to integrate their services with your existing systems.
Setting Up Carrier Feeds
Carrier Connectivity: Establishing electronic data feeds with insurance carriers, minimizing data entry and errors.
Ongoing Maintenance and Support
Proactive Monitoring & Troubleshooting: Continuously monitor data feeds to identify and address any issues promptly. Our teams help get responsive support from payroll companies to help resolve issues.
Cost Optimization
Cost Analysis: Aside from the initial cost analysis we will review your payroll on a yearly basis to keep administrative costs low and take advantage of cost-saving opportunities.
Efficiency Improvements: By streamlining data flows and reducing manual processes, we help you save time and money
Compliance Assurance
Audits & Reporting: We assist with audits and reporting requirements, helping you demonstrate compliance to authorities and stakeholders.
Employee Experience
Enhanced Access: Employees benefit from improved access to benefits information and easier enrollment processes.