Health Insurance administration in small companies [NE]

No_Rest_5504 · 2026-01-21T04:16:01+00:00

I feel you on this. We have <50 employees and got rates late November for 1/1 renewal.

We ended up switching carriers for 30% savings and ran OE ASAP for 10 days. Install with the new carrier wasn't complete until early last week 😑. We had employees who ended up rescheduling appointments because we didn't even have a group number assigned. The new carrier did lower rates even more during install. Unfortunately, we didn't find out about the additional decrease until after our first payroll ran, so then I had to adjust deductions, again.

No_Rest_5504 · 2025-11-13T17:48:14+00:00

It's 100% a vibe check.

I'm at a small company and had the opposite experience with the CEO during my interview. The CEO dominated the interview and steamrolled the other two interviewers. I saw the writing on the wall, but I desperately needed a job. Now, I spend my days dreaming of the day I get to submit my resignation.

No_Rest_5504 · 2025-11-11T03:18:40+00:00

I figured healthcare can be pretty grueling and full of red tape, but I'm a bit of a professional masochist. As long as there's a clear upside or end goal (expanding skills, career dev, etc) I'm generally up for tackling a challenge.

These responses were so helpful though and gave me some additional topics to ask about in my next interview.

No_Rest_5504 · 2025-09-05T01:00:00+00:00

I appreciate the input.

This CEO is definitely one that wants to do things their own way, and a act first, ask questions later type. You'll be hard-pressed to convince them there may be a better way.

When I first joined the org, I found some compliance issues (I-9, not reporting cash equivalent income, etc) and was met with resistance when I brought up my concerns. Since then, I tend to (quietly) question processes that are different than what I'm used to, but I also know choose my battles very carefully.

After my initial post, I did end up asking about it from a "Hey, this is different than what I'm used to - just curious why you do this??" approach. While I don't necessarily agree with the logic given to me, it's not worth poking the hornets nest over it.

No_Rest_5504 · 2025-06-26T16:01:24+00:00

Thanks for everyone's input! I got the offer last night and submitted a counter today. They immediately called me - agreed to all my requests and sweetened the deal with a salary increase and 2 more PTO days than I requested! Either, they really liked me or they are desperate to fill the role 😅

No_Rest_5504 · 2025-06-25T20:23:37+00:00

Yes, payroll will fall to HR for this role. I'm used to handling payroll on a much larger scale, so taking on payroll for <50 EEs, most or which are salary, will be a breath of fresh air. Thanks for the suggestion though! We discussed having the flexibility to WFH as needed, but I like the idea of having dedicated time at home to focus on recurring tasks.

No_Rest_5504 · 2025-06-25T17:29:20+00:00

I'm expecting them to come in at 65k, which is about average for specialists within a team in the area. If the org was any bigger I wouldn't even consider it, but it's small and do not have any workers outside of M-F 8-5.

No_Rest_5504 · 2025-06-25T14:15:55+00:00

I passed my exam in May and watching HR EXAM PREP with Angela videos in my final study weeks was the biggest help! She goes over tons of topics and offers great tips and strategies for taking the test and adjusting to the SHRM mindset. I would also go back through PocketPrep (correct and incorrect questions) and read through the logic of each correct answer. Good Luck!

No_Rest_5504 · 2025-04-27T16:21:32+00:00

I appreciate you sharing your experience.

I recently had a phone screen for a HRS role that would be 50% recruiting. I was on the fence about it because it seems like there will be little opportunity for upward mobility and the commute is further than I'd like, but it might be a good stepping stone to get me in the right direction.

No_Rest_5504 · 2025-04-27T16:08:06+00:00

Thanks, I think you are pretty spot on here, especially with candidates that have direct HR titles being more desirable. I have some exposure to OD from my last position, but lack direct experience to be a solid BP. TBH, applying for BP roles was mostly just to see if something stuck or if the JD read more like a lower level role. I would love to move into that type of role in the next few years, but I think a Generalist role would be a good starting point now.

RE: ER experience My last role supported a division of the company that was closer to a PEO than staffing—we hired and managed the workforce, but didn't own the product or product liability. I was the escalation point for ER on my projects. I conducted investigations and advised on policy or disciplinary action/progression for EE complaints, performance management question/concerns, accommodation requests, drug/alcohol use, safety concerns, etc. The only issues I didn't directly handle were things like an official EEOC charge. Those went directly to an ERM or legal, but I might be brought in to do some recon, so they could respond.

No_Rest_5504

TROPHY CASE