Design the package
Review what you have, what it costs, and where employees are actually exposed. Then model two or three realistic alternatives — including doing nothing differently, if that is genuinely the right call.
Benefits that work for your business and your people.
Boyles Benefits Group builds and manages employee benefit programs for small to medium-sized Tulsa and Midwest companies — the size where every dollar and every conversation matters.
The Problem
Small employers get the least help and the hardest choices.
Large companies have benefits committees, consultants and dedicated HR staff. A 14-person contractor in Norman has an owner who is already doing payroll at 9 p.m. on a Thursday.
That gap is why so many small businesses either offer nothing, or renew the same plan for years without ever seeing an alternative. Neither is a decision — both are just what happens when nobody has time to look.
What usually goes wrong
- The renewal arrives three weeks before the effective date with a double-digit increase and no options.
- Employees do not enroll because nobody explained what the plan actually covers.
- The company pays for coverage that leaves families exposed to the first $6,000 of any hospital stay.
- Nobody has looked at a self-funded or level-funded alternative because it "sounds like a big-company thing."
What Jeremy Does
One person, the whole benefits job.
You are not handed off to a service team after the sale. Jeremy handles the design, the enrollment, the questions in March and the renewal in October.
Shop it honestly
As an independent broker, Jeremy is not captive to a single carrier. Traditional group health, level-funded, MEC-based designs and voluntary products all get compared on the same page.
Educate your team
Group meetings and one-on-one sessions, in person or virtual, in plain language. Employees who understand their benefits use them — and value them.
Run the enrollment
Forms, deadlines, dependent verification, payroll deduction amounts, carrier confirmations. Jeremy manages the process so it does not land on your desk.
Support the year
New hires, terminations, ID card problems, a claim that got denied for a coding error. You call one number and a real person picks up.
Prepare the renewal
Renewal conversations start early, with data and alternatives in hand — not a rate letter forwarded to you two weeks before it takes effect.
Employer Solutions
Where to start.
Five paths, and most companies end up combining two of them. Read whichever is closest to your situation.
Employee Benefits
The core package: group health, dental, vision and employer-paid life. How to decide what to offer, what to contribute, and how to stay compliant while you grow.
Employee benefitsVoluntary Benefits
Accident, hospital indemnity, short-term disability, critical illness, term and whole life. Employee-paid through payroll, often with guaranteed issue and no employer premium.
Voluntary benefitsMightyWELL Health
A layered alternative built from a MEC plan, preventive care and a HealthShare arrangement. Real savings for the right group — and not a fit for everyone.
MightyWELL HealthICHRA
A defined-contribution allowance employees use to buy their own individual-market plan. ACA-compliant, and available regardless of company size.
ICHRASmall Business Solutions
If you have a smaller team, a tight budget and a hiring problem, start here. Includes what is possible with as few as three enrolled employees.
Small business solutionsOur Process
From first call to enrolled team.
01
15-Minute Discovery Call
Headcount, current coverage, what you spend today, what you wish you could offer, and any renewal date you are working toward.
02
Tailored Options in 24 Hours
A short, readable comparison: what each option covers, what it costs the company, what it costs an employee per pay period, and the honest trade-offs.
03
Education & Enrollment
Employee meetings, individual questions answered, enrollment managed to completion, payroll deduction figures delivered to your bookkeeper.
Let's look at what you have now.
Bring your current renewal or a rough headcount. Fifteen minutes is usually enough to know whether there is a better structure available to you.