Fully Insured, Still Saved 32%

This private equity manufacturing group wasn’t self-funded and wasn’t supposed to have many options. But over 18 months, they cut healthcare costs by 31.9%, reduced Rx spend by 32.7%, and tripled employee engagement. The secret wasn’t a new product.

below industry average healthcare spend

reduction in prescription spend

increase in employee engagement

The Challenge

When a private equity-backed manufacturing conglomerate came to us, they were in the thick of transformation: multiple acquisitions, hundreds of employees, and a goal of international growth. On paper, the future looked bright. But internally, things were fragmented.

Each acquisition brought a different benefits plan, a different culture, and its own version of "how we do things." And because they were fully insured, and hesitant to even consider self-funding, they believed they had little room to maneuver. Most advisors would agree: when you're fully insured, your toolbox is limited.

But the real risk wasn't just rising costs. It was confusion, inconsistency, and disengagement from employees who didn’t understand (or trust) their benefits. And when people don’t understand their benefits, they don’t use them wisely or value them at all.

That’s where we stepped in. Not with a magic lever, but with a plan rooted in communication, culture, and education.

Quick Facts

Geography

Headquartered in Illinois

Industry

Private Equity Manufacturing

Employees

700

THE ACTION PLAN

We didn’t walk in with a silver bullet. What we brought was a plan: intentional, people-focused, and built to work across a complex, changing organization.

First, we got leadership aligned.
We sat down with decision-makers from each entity to understand their current state: what was working, where confusion lived, and how employees were engaging (or not) with their benefits. This gave us the foundation we needed to map a path forward.

And through it all, culture alignment was our anchor. Benefits can either unify or divide. We made sure every acquired company felt seen and respected, while guiding them toward a more integrated, future-ready structure. That balance, honoring the past while building for what’s next, is what made this plan work.

Build a Unified Communication Strategy

We developed a year-round plan to deliver consistent messaging across the organization, integrating it into leadership meetings, employee touchpoints, and onboarding processes.

Create a Learning Loop

We introduced ongoing training, feedback channels, and manager support tools so employees could ask questions, get clear answers, and feel confident using their benefits.

Work With What They Had

There was no need for a full overhaul. We helped them optimize their current tools, platforms, and vendor relationships to deliver a better employee experience without increasing cost or complexity.

The Transformation

Eighteen months later, the shift was undeniable. What had once felt fragmented and reactive was now connected and confident. Employees weren’t just following instructions, they were engaged, asking better questions, and making smarter decisions. Leadership wasn’t chasing problems. They were leading with clarity. The numbers tell part of the story:

Healthcare costs dropped by 31.9%, well below industry benchmarks
Prescription spend decreased by 32.7%, driven by more informed choices
Employee understanding of benefits rose 300%, building trust across locations

Overall, the transformation went deeper than data. The company successfully navigated two international acquisitions during this time, without stalling momentum or losing cultural alignment. In fact, benefits became one of the tools that brought people together.

We started hearing comments like, “My husband has worked here for 22 years, and this is the first time I truly understand our benefits.” That kind of feedback doesn’t show up on a spreadsheet—but it tells you everything you need to know.

By staying fully insured, this organization proved that meaningful change doesn’t require disruption. It requires direction. And by investing in communication, education, and culture, they turned complexity into clarity without compromising what mattered most.

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