A census that never sits still.
Healthcare employers carry the hardest census in the market — physicians and executives at the top, a large hourly workforce underneath, per-diem staff moving in and out, and eligibility that has to be tracked shift by shift.
We build plans that absorb the churn: automatic enrollment with sensible eligibility, annual escalation, and clean payroll integration — while a cross-tested or cash balance layer handles the physicians and owners at the top.
Four things a healthcare plan has to do.
Cross-tested profit sharing plus an optional cash balance layer for physicians and owners in their peak earning years.
Nurses, techs, and aides compare benefits line by line. A real match and short eligibility waits are recruiting tools.
Auto-enrollment, escalation, and clear vesting keep the plan working through constant staffing change.
Part-time, per-diem, and long-term part-time rules written into the document and monitored every plan year.
The four issues we find in almost every healthcare plan.
None of them are exotic. All of them cost money when nobody owns them.
Long-term part-time employees must be allowed to defer after two consecutive years of 500+ hours. Payroll systems rarely flag it.
High churn creates forfeiture balances and small orphan accounts that have to be applied and cleaned up on schedule.
Multi-site payroll on biweekly cycles is the most common source of DOL-reportable late deferral deposits.
A PC, a management services organization, and a staffing entity are often one employer for testing — and it changes with each acquisition.
The levers we pull for healthcare employers.
Automatic enrollment and annual step-ups lift participation in an hourly workforce far more than education alone.
Physicians, mid-levels, and staff allocated in separate groups and tested on projected benefits.
For partners over 45 with predictable collections, a paired plan is the largest deduction on the table.
One plan across every site, entity, and acquisition.
Groups that grow by acquisition end up with three recordkeepers, four eligibility definitions, and a transition period nobody tracked. We consolidate onto one plan and one service model, map controlled-group status before each close, and run the plan-termination and asset-transfer mechanics so acquired staff never miss a payroll cycle.
From first call to a plan that runs itself.
Clinical staff get real guidance, not a login.
On-site and shift-friendly virtual sessions, one-on-one meetings at no cost, and TrailGuide for employees below traditional wealth minimums.
See how we support participantsOther industries we serve.
Bring every site onto one plan.
Send your census and current provider details and we’ll benchmark fees, eligibility, and testing across all your entities.