Who We are
Our Purpose
We believe the relationship between employer and employee has tremendous untapped potential. Our benefit consulting and technology team is here to help our clients unleash that potential.
If our purpose is something you would like to be part of, you will find it highly valuable to explore how KBI is helping business owners and key decision-makers just like you achieve greater success.
Who We Serve
Innovators
The very best clients of our benefit consulting and technology company fearlessly pursue greater business success.
Leaders
They recognize and reward the contribution their employees make to that success.
Collaborators
They are open to new ideas, respect other people’s expertise, and are willing to invest in relationships.
Our approach
KBI takes full ownership of our responsibility to effectively communicate employee benefits programs to your team members.
We believe that utilizing technology is a key component of that process.
And our benefit consulting and technology team based in Silicon Valley will constantly monitor the market for new and unique resources and approaches!
"Our team is truly an extension of yours. We have a vested interest in your success and are committed to delivering resources to drive that fulfillment."
— Mike Radakovich, President KBI
Outcomes Delivered
Cost reduction by 15-40%
Communication enhancement
Compliance safety
Company growth and success!
Latest Insights
Learn how innovations in life insurance plans—like living benefits, portability, and digital tools—are reshaping the way small businesses protect and support their teams.
Understanding employee benefits liability coverage can help your small business avoid costly mistakes. Learn what it covers and how KBI Benefits can help you stay protected.
5 Reasons Your Small Business Needs a Benefit Consultants Group You’re Doing Everything—But Who’s Watching Your Benefits? As a small business owner, you juggle sales, customer service, hiring, and growth. But one area too many SMBs overlook until it's too late? Employee benefits. Poor benefits design can quietly drain your business—leading to turnover, burnout, and missed opportunities. That’s where a benefit consultants group like KBI Benefits becomes essential. Instead of trying to guess your way through plan options, compliance rules, or renewal headaches, you get real-time strategy, support, and savings designed around your business goals. Let’s break down what a benefit consultants group does—and why your SMB needs one. What is a Benefit Consultants Group? A benefit consultants group is a team of licensed professionals who specialize in helping businesses choose, manage, and optimize their employee benefits. These aren’t insurance salespeople. They’re strategic partners who design affordable, competitive plans aligned with your hiring goals, team size, and compliance requirements. At KBI Benefits, we act as an extension of your leadership team—bringing clarity, creativity, and control back to your benefits process. Why Your Small Business Needs One 1. Smarter Strategy—Not Just Another Quote Your business isn’t cookie-cutter. Neither are your employees. A good benefit consultant digs into your goals, turnover challenges, and budget to build a benefits plan that supports your whole team—not just the execs. Research shows that companies that work with a benefits consultant are 43% more likely to report high employee satisfaction with their benefits package. 2. Compliance Without the Chaos HIPAA, COBRA, ACA, ERISA—one misstep in benefits compliance can mean hefty penalties. A benefit consultants group ensures you’re not flying blind. They monitor laws, track deadlines, and handle filings so you can stay focused on growth. You could even risk lawsuits. Click here to learn how to avoid these situations with right compliance strategy. 3. Benchmarking That Keeps You Competitive When was the last time you compared your benefits to others in your industry? Most SMBs fall behind—not because they don’t care, but because they don’t know what “competitive” even looks like. Use our free Employee Benefits Benchmarking Tool to get personalized insights and instantly see how your plan stacks up.
Discover why offering a strong benefits package for small business helps attract talent, improve retention, and support company growth.
Discover 5 key facts about what Open Access HMO plans require—and how they help lower premiums while providing flexible, in-network care options.
When it comes to providing healthcare benefits, businesses today have more choices than ever before. One option that's gaining traction, especially among companies looking for greater flexibility and cost savings, is the self-funded health insurance plan. But is it the right move for your organization? Let’s dive into the pros and cons so you can make a more informed decision — and learn how partnering with benefits experts can make the process much smoother. What Is a Self-Funded Health Plan? In a traditional insurance model, employers pay premiums to a carrier that, in turn, pays out claims. With self-funding, employers flip the script: they directly cover their employees’ healthcare claims. Instead of handing money over to an insurance company each month, you’re holding onto those funds and paying claims as they arise. You can either manage the plan yourself or team up with a third-party administrator (TPA) who handles claims processing, regulatory compliance, and reporting. It’s a model that offers companies a lot more flexibility — but also demands a lot more attention. The Financial Upside One of the biggest attractions of self-funding is the potential for real, tangible savings. If your workforce is relatively healthy and claim activity is lower than expected, your business keeps the surplus. That’s a major contrast to traditional insurance, where unused premiums just go to the insurer’s bottom line. Self-funded plans also skirt around many state-level insurance taxes and regulations, reducing administrative costs. And because you aren’t paying a flat monthly premium, your business gains better cash flow management. Every dollar that stays in your operating budget longer is a dollar you can invest elsewhere. More Customization, More Control Self-funding also unlocks the ability to tailor your healthcare offering to match the needs of your specific workforce. You can choose the benefits you want to offer, decide which provider networks to partner with, and design cost-sharing structures that work for your company and employees. On top of that, you gain access to rich, detailed claims data. This information is a goldmine — it helps you spot trends, identify high-cost areas, and make strategic decisions to improve plan performance. Plus, because self-funded plans are primarily regulated by federal law (namely ERISA), multi-state employers can avoid the patchwork of different state insurance rules. Managing the Risk Of course, taking control means taking on more risk. If you have a few high-cost claims — think major surgeries or chronic conditions — your company could face significant expenses. That’s where stop-loss insurance comes into play. This coverage protects you by reimbursing claims costs that exceed a certain amount, either on a per-employee basis or in total across your group. Still, managing a self-funded plan requires careful oversight. You'll need to keep a close eye on claims, costs, and compliance to avoid any surprises. Reporting, Analytics, and Smarter Planning When you partner with the right TPA, you don’t just get help paying claims — you get actionable data. Regular reporting gives you insights into how employees are using their benefits, what’s driving costs, and where wellness initiatives could have the biggest impact. Using advanced tools like Claros Analytics, you can forecast future claim trends and adjust your benefits strategy proactively, rather than just reacting to problems after they arise. Important Considerations Self-funded plans offer many advantages, but they aren’t for everyone. Smaller businesses, or those without the financial cushion to absorb unexpected large claims (even with stop-loss insurance), might find the model too risky. It’s also important to carefully review the fine print on stop-loss policies. Some exclusions can leave employers unexpectedly exposed if a large claim doesn't qualify for reimbursement. Lastly, self-funding demands a level of engagement that fully-insured plans do not. Employers need to be willing and able to actively manage their plan, either through an in-house team or by working with experienced partners. Why More Businesses Are Making the Switch Despite the risks, more and more businesses — from large enterprises to growing midsize companies — are moving toward self-funding. They’re attracted by the potential savings, the ability to customize plans to match workforce needs, and the opportunity for better data-driven decision-making. If you’re weighing your options, it’s important to have the right expertise on your side. At KBI Benefits, we specialize in helping businesses build high-ROI employee benefits strategies, including custom self-funded solutions. Our experienced team can walk you through plan design, risk management, stop-loss options, and ongoing plan oversight, ensuring you get the most out of every dollar you invest in your people. Ready to explore whether a self-funded health plan is right for your business? Speak with a benefits expert today — and let’s start building a smarter, stronger benefits strategy together.
Managing employee benefits today isn’t just about selecting the right plans—it’s about how efficiently those benefits are delivered, communicated, and tracked. That’s where HR Information Systems (HRIS) come in. If you’re still juggling spreadsheets, manual forms, or disconnected software, chances are you’re wasting valuable time, increasing your risk of compliance issues, and frustrating your employees in the process. But a modern HRIS can transform how your company handles benefits administration—boosting efficiency, improving employee satisfaction, and ultimately making HR work smarter, not harder. Let’s walk through what an HRIS actually does, why it matters for benefits administration, and how your business can get started with a system that scales with you. What Is an HRIS and Why Should You Care? An HR Information System is a digital solution that helps businesses manage everything from payroll to performance reviews. But when it comes to benefits administration, it’s a game changer. Instead of scattered records and one-too-many email chains, an HRIS centralizes all your employee benefits data in one place. That means no more guesswork about who’s enrolled, what their coverage includes, or whether you’re on track with open enrollment. And because everything’s automated, HR teams are free to focus on strategy—not data entry. Key Ways an HRIS Streamlines Benefits Administration 1. Automates the Repetitive Stuff Manual tasks like enrolling employees in benefit plans, updating deductions, and generating reports can eat up hours of time. An HRIS automates these processes, making sure nothing slips through the cracks. You’ll have fewer errors and a whole lot less stress. 2. Gives Employees More Control Your employees don’t want to call HR every time they move, need to add a dependent, or check their benefits summary. A self-service HRIS portal lets them handle it on their own—anytime, from anywhere. That’s a win for them and a huge time-saver for your team. 3. Centralizes All Benefit-Related Data An HRIS keeps everything in one place—plan details, enrollment history, eligibility tracking, and more. This means better accuracy, real-time updates, and easier access when you need to audit or make plan changes. 4. Keeps You Compliant Compliance can be a minefield, especially when regulations are always changing. With an HRIS, you can build automated workflows that flag missing documentation, track COBRA requirements, and generate reports for ACA and other mandates—helping you stay compliant with minimal manual oversight. 5. Supports Better Decision-Making Modern HRIS platforms offer powerful reporting and analytics. You’ll get real-time insights into benefit utilization, enrollment trends, and participation rates, helping you make smarter choices about plan offerings and provider negotiations. Beyond Benefits: More Perks of Using an HRIS While the focus here is on benefits, HRIS tools touch almost every part of the employee experience. From streamlining onboarding to simplifying PTO tracking, performance reviews, and compensation planning—it’s a full-scale HR transformation. Here are a few more things an HRIS can help with: Smoother onboarding with automated forms and workflows Less paperwork (and fewer manual errors) Better talent management, including appraisals and training tracking Scalability as your company grows Cost savings from operational efficiency Ready to Modernize Your Benefits Administration? Here’s the bottom line: if you’re still managing benefits the old-fashioned way, it’s costing you time, money, and goodwill with your employees. A well-implemented HRIS brings everything into one place, gives your team back their time, and gives your employees the access and transparency they expect. At KBI Benefits , we help businesses like yours choose and implement the right HRIS solution—customized to fit your needs, goals, and growth plans. Whether you're just starting to explore your options or ready to make the switch, our experts are here to guide you every step of the way. Ready to streamline your benefits admin and boost employee satisfaction? Contact KBI Benefits today to get started with an HRIS platform that actually works for your business.
When it comes to choosing the right health insurance plan for your employees, the decision often boils down to two primary options: HMO (Health Maintenance Organization) and PPO (Preferred Provider Organization). Each plan type offers distinct advantages and potential drawbacks—both for your team’s health and your company’s bottom line. Understanding these differences is critical to designing a benefits package that promotes well-being while managing costs effectively. What is an HMO Plan? HMO plans are a form of managed care designed to offer affordable coverage through a streamlined network. They typically require employees to select a primary care physician (PCP) who coordinates all aspects of care, including specialist referrals and pre-approvals for certain procedures. Key features of HMO plans include: Lower premiums and out-of-pocket costs compared to other plan types. A specialized network of participating providers. A greater emphasis on coordinated care through a PCP. This structure can be highly beneficial for businesses looking to control costs while still providing access to quality care. For employees who don’t mind having a designated doctor and following referral protocols, HMOs offer a cost-effective option. HMO Networks and Costs HMO networks are often more limited, but they come with reduced medical costs. Providers in the network agree to offer services at lower rates, helping keep insurance premiums low. Some HMO plans come with no deductible, which can be attractive to employees managing routine healthcare needs. However, it’s important to note that if employees seek care outside of the network (except in emergencies), they’ll bear 100% of the cost. Role of the Primary Care Physician (PCP) A central aspect of HMO plans is the role of the PCP. This physician becomes the employee’s primary point of contact for healthcare needs, from routine checkups to coordinating specialist visits. Requiring referrals and pre-approvals helps prevent unnecessary procedures and controls spending—both key benefits for employers managing group plan expenses. Pros and Cons of HMO Plans Advantages: Lower premiums and minimal out-of-pocket costs. Efficient, centralized care management. Preventive care emphasis reduces long-term costs. Disadvantages: Limited choice of providers. Referrals required for most specialist visits. No coverage for out-of-network non-emergency care. What is a PPO Plan? PPO plans offer a more flexible structure, appealing to employees who want broader access to healthcare providers without needing referrals. While more expensive than HMOs, PPOs grant the freedom to see specialists or out-of-network doctors without jumping through administrative hoops. Core elements of PPO plans: Larger provider network with fewer restrictions. Partial coverage for out-of-network services. No need for a designated PCP or referrals. This model works well for companies seeking to attract a geographically diverse workforce who need provider flexibility. PPO Plan Features and Costs While PPOs offer generous access to care, they come with higher premiums and deductibles—especially for services received outside the network. Employees typically must submit claims themselves for out-of-network visits, and separate deductibles apply. That said, emergency care is always covered, regardless of network status, which provides a safety net for unexpected situations. Making the Right Choice for Your Business Choosing between an HMO and PPO plan depends on your company’s goals, employee preferences, and budget. If your workforce prefers structure and you want to keep premiums low, an HMO may be the better fit. On the other hand, if your team values provider choice and flexibility—even at a higher cost—a PPO could offer the competitive edge you need to retain top talent. For many businesses, a combination of both plan types might be the best solution, giving employees the ability to select the coverage that best suits their individual needs. Partner with Experts Who Understand Employee Benefits Navigating the complexities of group health insurance plans doesn’t have to be overwhelming. At KBI Benefits , our team brings decades of experience helping companies across industries build cost-effective, employee-focused benefits strategies. From compliance guidance to innovative financing models, we specialize in helping businesses save up to 40% on benefits expenses—without sacrificing quality or coverage. Contact KBI Benefits today to schedule a consultation and discover how the right insurance strategy can support both your workforce and your bottom line.
Offering a 401(k) plan is a major component of an employer’s benefits package, but simply providing one isn’t enough. To truly support employees’ long-term financial wellness and encourage meaningful participation, employers must understand how satisfied employees are with the plan — and more importantly, why. One of the most effective ways to do that is through an employee satisfaction survey. By tailoring your survey questions to reflect employees’ concerns, confusion, and priorities, you can gather actionable insights to refine your plan offerings and communication strategy. Here’s how to design thoughtful survey questions based on the most common concerns employees have about their 401(k) plans — and how to interpret their feedback. 1. Do Employees Know What They’re Enrolling In? Employee concern: What is a 401(k), and how does it work? Survey questions: How confident do you feel in your understanding of how the 401(k) plan works? Do you feel the company has provided adequate resources to help you understand the 401(k) plan? Why ask: If many employees report low understanding, it may signal the need for improved onboarding materials, workshops, or one-on-one sessions with financial advisors. 2. The Employer’s Role: Are Contributions and Match Clear? Employee concern: What is my company’s role in my 401(k), and how does the match work? Survey questions: How satisfied are you with the employer match offered in your 401(k) plan? Do you fully understand how the employer match is calculated and applied? Why ask: Confusion about matching contributions can lead to under-utilization of the benefit. If clarity is lacking, enhance your benefits communication or provide real-life match scenarios. 3. How Does the Plan Stack Up? Employee concern: Are all 401(k) plans the same? Survey questions: How would you rate the overall competitiveness of our 401(k) plan compared to your previous job’s offering or the offering of other jobs you’ve previously been offered? Which features of the plan are most valuable to you? (Select all that apply: generous match, low fees, automatic enrollment, immediate vesting, etc.) Why ask: This feedback helps identify which plan features resonate most with your workforce and where your benefits may fall short against competitors. 4. Is It Easy to Get Started? Employee concern: When can I start contributing? Survey questions: How satisfied were you with the timeline for enrolling in the 401(k) plan after joining the company? Was the enrollment process clear and easy to complete? Why ask: A lengthy or confusing enrollment process may deter participation. If dissatisfaction is high, it may be worth reviewing your onboarding or eligibility waiting periods. 5. Are Employees Saving Enough — and Do They Know It? Employee concern: How much should I contribute, and how often? Survey questions: How confident are you that you're contributing enough to meet your retirement goals? Would you find it helpful if we offered personalized guidance on how much to contribute? Why ask: Employees often feel unsure about their savings rate. Offering financial tools or advisory services could bridge this gap and boost satisfaction. 6. Are Employees Informed About Opportunities? Employee concern: What’s the maximum I can contribute? Survey questions: Are you aware of the annual IRS contribution limits for 401(k) plans? Would you like more communication around maximizing your contributions? Why ask: High-income or older employees may want to contribute more than the default. Ensuring they’re informed helps them plan more effectively. 7. Withdrawal Rules: Are Employees Aware of the Rules and Penalties? Employee concern: When can I access my money without penalties? Survey questions: Do you understand the rules around withdrawing money from your 401(k)? Would you benefit from educational materials or sessions about retirement withdrawal strategies? Why ask: A lack of awareness around withdrawal penalties and timelines can lead to poor decision-making or dissatisfaction. Education can help set clear expectations. 8. Plan Consolidation: Are Employees Managing Multiple Accounts? Employee concern: Can I have multiple 401(k) plans? Should I consolidate? Survey questions: Do you have retirement savings in more than one account (e.g., old 401(k)s or IRAs)? Would you be interested in services to help consolidate or manage multiple retirement accounts? Why ask: Many employees struggle with scattered savings. Supporting rollover or consolidation can improve their financial clarity — and your retention rates. Final Thoughts Designing a 401(k) survey that reflects real employee concerns allows HR and benefits teams to move from assumption to action. The questions above are crafted to uncover blind spots, highlight strengths, and identify specific areas for improvement — whether it’s boosting clarity, enhancing match policies, or simplifying plan features. Remember, the goal is not just to offer a 401(k) plan, but to make it a valued and effective part of your employees’ financial future. Ask the right questions, and you’ll get the answers you need to build a stronger, smarter retirement benefits offering.
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We believe the relationship between employer and employee has tremendous untapped potential. We are here to help our clients unleash that potential.
We would love to help, contact a team member today!
