Multiple medical carriers and network structures
CASE STUDY
Unifying Benefits after Multi-State Acquisitions in the IT Sector
Following the acquisition of four companies across multiple states, a Dallas-Fort Worth-based IT firm needed to align five different benefit programs, meet varying compliance requirements, and support 200 employees, all without disrupting day-to-day business.
Company profile:
The client began with 60 employees at its Texas headquarters. Post-acquisition, the workforce grew to 200 employees across multiple states, including California and New York. Each acquired company had its own benefit plans, contribution models, and compliance requirements.
The challenge:
The client's internal HR team was overwhelmed and under-resourced. They faced a number of challenges.
Wide variation in plan designs and employer contributions
Geographic-based premium disparities, especially in high-cost states
Limited access to claims data for new groups
Complex state-specific compliance mandates
Different or non-existent benefits administration systems
The solution
SGL Partners created a multi-phase strategy built around clarity, compliance, and culture.
Conducted a comprehensive RFP
for medical and ancillary carriers to secure competitive pricing and broad network access .
Preserved key elements
from each legacy plan to maintain familiarity while standardizing the structure.
Introduced two consolidated medical plan options
including a “buy-up” for richer coverage.
Developed a flexible contribution model
balancing fairness with regional cost realities.
Partnered with HR
to map, audit, and onboard all employees and dependents into their HRIS/ben admin system.
Ensured compliance
in high-regulation states through proactive guidance and documentation.
Results:
SGL Partners guided the process to help the company achieve a unified, future-ready benefits platform.
- Consolidated five fragmented programs into one cohesive strategy
- Delivered cost-effective plans across all locations with employee choice
- Maintained compliance in states with strict regulations
- Standardized contributions for equity and budgeting clarity
- Successfully enrolled all 200 employees and dependents in the HRIS platform
- Reduced administrative burden and increased employee confidence during a major transition
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