What a truly comprehensive, continuously evolving benefits partnership looks like — and what it delivers
BSI has partnered with this multi-state manufacturer since 2010. In that time, the company’s 2,000-employee workforce has seen their benefits program transformed across every dimension: funding structure, plan design, pharmacy strategy, clinical programs, and member engagement. The cumulative result is over $56 million in documented savings.
That number wasn’t built in a single initiative or a fortunate claims year. It was earned deliberately, systematically, and continuously, one strategy at a time, compounding across fifteen years of disciplined execution.
The Philosophy: Every Lever, Every Year
This is not a set-it-and-forget-it engagement. Every year, BSI conducts comprehensive market reviews, contract audits, and negotiations across every component of the benefits program. The question BSI asks annually isn’t “what should we renew?” It’s “where is value being left on the table, and how do we capture it?”
Over fifteen years, that discipline has produced a portfolio of strategic wins that together account for $56 million in cumulative savings. Each represents a distinct lever that most employers either don’t pull or don’t pull hard enough.
The Foundation: Self-Funded Medical and Rx
The most structurally significant decision in this engagement was the transition to self-funded medical and pharmacy coverage, eliminating the carrier profit margin that typically runs 15 to 20% of total premium in a fully insured arrangement.
Self-funding means the employer pays actual claims, holds reserves rather than surrendering them to a carrier, and retains surplus when the plan performs well. For a stable, manageable population like this manufacturer’s workforce, that structure consistently outperforms fully insured coverage and forms the financial foundation on which every other strategy in this portfolio builds.
Wellness-Integrated Plan Design and HDHP: Savings Built Into the Plan
BSI introduced a wellness-integrated health plan that financially rewards employees for engaging with preventive care and healthy behaviors. Employees who participate receive meaningfully lower premium contributions. The plan delivers 10 to 15% annual savings versus a standard HMO by producing a healthier, more engaged population that generates fewer high-cost claims over time.
Alongside it, BSI implemented an HDHP option now enrolling nearly 300 employees, generating 12% annual savings versus a standard PPO. Paired with Health Savings Account education and contribution support, the HDHP has become a genuine choice within a benefits menu built around employee flexibility.
Pharmacy: Accountability and Optimization
Pharmacy is one of the most opaque cost categories in employer health plans. BSI attacks it from two directions simultaneously.
On accountability, BSI conducts annual Rx RFPs and independent audits that verify the PBM is delivering every contracted discount, rebate, and pricing commitment. When discrepancies are found, BSI pursues recovery. Most employers never conduct this level of scrutiny. Their PBMs know it.
On optimization, BSI deploys a targeted suite of pharmacy value-add programs: CanaRx for international sourcing of high-cost maintenance medications, PillarRx for independent PBM consulting and clinical management, and Smart90 for 90-day supply optimization that reduces dispensing costs and improves adherence. Together, these programs have generated $585,467 in pharmacy savings since inception, stacked on top of negotiated contract savings.
Telemedicine: Over $1 Million in Savings Since Launch
Launched in January 2020, the telemedicine program has generated $1,028,926 in documented savings by directing appropriate utilization away from emergency rooms and urgent care toward on-demand virtual care. For a multi-state workforce spread across multiple geographies, telemedicine is also an access equalizer, ensuring every employee has the same quality of care regardless of where they live or work.
The Results
| Strategy | Impact |
| Self-funded medical and Rx | 15 to 20% annual savings vs. fully insured |
| Wellness-integrated plan | 10 to 15% annual savings vs. standard HMO |
| HDHP (~300 employees) | 12% annual savings vs. standard PPO |
| Telemedicine (since 2020) | $1,028,926 in savings |
| Pharmacy value-add programs | $585,467 in savings |
| Annual Rx RFP + independent audit | Ongoing accountability and recovery |
| Total cumulative savings | $56M+ since 2010 |
Why This Partnership Has Lasted 15 Years
Fifteen-year client relationships in benefits are rare. They endure when a partner consistently delivers on commitments, not just at the start of an engagement when opportunities are obvious, but in year five, year ten, and year fifteen, when the real value of a great benefits partner is what keeps the savings coming.
For this manufacturer, $56 million in savings is the proof. But the deeper reason this relationship has lasted is trust, built through transparency, accountability, and a track record that speaks for itself.
That is the standard BSI brings to every engagement, from day one through decade two and beyond.
Ready to build a benefits strategy that compounds over time? BSI brings the expertise, the accountability, and the long-term commitment to make it happen. Let’s start the conversation.