Fractional Benefits Management

Your HR team is busy. Your broker handles renewals. Who is actually managing your benefits?

A million-dollar benefits program is not something an HR generalist can manage on top of everything else — and your broker's job ends at the renewal. The day-to-day management, compliance oversight, vendor accountability, and cost containment that a dedicated benefits director would handle? At most companies between 50 and 300 employees, nobody is doing that work. Myla Benefits Group does.

Schedule a conversation See what we do
20+
Years of benefits management experience
$1M+
Documented employer savings
50K+
Employees covered across prior roles
50–300
Employee range we serve
Who we work with

You have outgrown the informal approach.

Companies between 50 and 300 employees face a benefits challenge that is easy to overlook — until it becomes expensive.

01

Your broker is on autopilot

The plan renews. Rates go up. Nobody asks why or pushes for alternatives. When no one on the employer side is engaged, the relationship defaults to transactional — and transactional is expensive.

02

Your HR team is stretched thin

Benefits is one of a dozen responsibilities for your HR generalist. Deep plan management, compliance tracking, vendor accountability, and open enrollment coordination fall through the cracks.

03

Nobody is watching the details

Compliance gaps. Misconfigured plan documents. Missed savings opportunities. These problems are invisible until an employee is harmed or a regulator comes calling.

What we do

Everything a VP of Benefits does — scoped to what you actually need.

We work alongside your existing HR team and broker, not instead of them.

Benefits Audit & Assessment

An independent review of your current plan — what is working, what is not, and where you are leaving money on the table. Delivered as a clear action memo with prioritized recommendations, not a generic report.

ONE-TIME PROJECT

Ongoing Fractional Management

Dedicated monthly hours working alongside your HR team. Available for day-to-day questions, vendor escalations, open enrollment planning, and continuous oversight of your benefits program — all year, not just at renewal.

MONTHLY RETAINER

Compliance Review

ACA, COBRA, ERISA, SPDs, required notices — a structured review of your health and welfare compliance obligations with a prioritized list of any gaps. Most companies in this size range have at least one issue they are not aware of.

ONE-TIME PROJECT

Broker RFP & Selection

Most companies set their broker relationship once and never revisit it. A competitive RFP process ensures you are getting the best value, the right expertise, and a broker who is genuinely working on your behalf — not just renewing on autopilot.

ONE-TIME PROJECT

Open Enrollment Management

End-to-end coordination of your annual renewal — carrier negotiations, employee communications, election processing, and all the cross-functional coordination that comes with it. The companies that start in July have a smooth open enrollment. The ones that start in October do not.

PROJECT OR RETAINER

Self-Funding Feasibility

Is your company ready to move from fully-insured to self-funded? We analyze your size, claims history, and risk profile to give you an honest answer — and a roadmap if the answer is yes. This transition, done right, can generate significant savings.

ONE-TIME PROJECT

M&A Benefits Integration

Acquiring or merging with another company? Benefits due diligence, plan harmonization, and employee transition management — handled by someone who has done it before under real pressure and tight timelines.

ONE-TIME PROJECT

Cost Containment

Ongoing identification of savings opportunities across plan design, pharmacy, vendor consolidation, and alternative funding strategies. A company spending $1.5M annually on benefits with a 5% efficiency gap is leaving $75,000 on the table every year.

RETAINER OR PROJECT

PEO Exit Analysis

Many growing companies stay in a PEO long past the point where it makes financial sense. Once you reach 75 to 100 employees, PEO fees — often 2 to 12% of total payroll — can far exceed the cost of going direct. We analyze whether your company has outgrown its PEO arrangement and build a transition plan that captures the savings without disrupting your people.

ONE-TIME PROJECT

Benefits Communications

Employees who do not understand their benefits do not value them — and an HR generalist who is stretched thin rarely has time to fix that. We build clear, plain-language communications for open enrollment, new hire onboarding, and mid-year plan changes so your people actually know what they have.

PROJECT OR RETAINER
About Myla Benefits Group

Operational, not advisory.

Avi Smith, Founder of Myla Benefits Group
Avi Smith
Founder, Myla Benefits Group

I spent twenty years inside the benefits function at major employers — from a 2,000-person retail company in New York, to a 50,000-person grocery chain in the Southeast, to a 25,000-person national sales organization, to building a benefits function from scratch at a newly divested bank. I have managed open enrollments, led self-funding transitions, saved employers millions of dollars, and spoken at national conferences on benefits strategy. For two decades, benefits management was my full-time job.

When I left my last role, I started paying attention to something I had seen throughout my career but never had a name for — the gap. Companies with 50, 100, 200 employees who had a broker and an HR generalist and assumed that was enough. It usually is not. The broker renews the plan. The HR team handles everything else. And nobody is actually managing the benefits program.

That is what I built Myla Benefits Group to address. Not as a consultant parachuting in with a report, and not as a broker with a commission on every decision I make. I work on retainer, for the employer, with no conflicts of interest. I sit alongside your HR team, hold your vendors accountable, keep your compliance calendar, and find the savings and improvements your current setup is leaving behind.

How it works

Simple to start. Easy to scale.

No long-term commitments required to begin. Most clients start with an audit and move to an ongoing arrangement from there.

Step 1

A 60-minute conversation

No preparation required on your end. We walk through your current plan, your broker relationship, and your HR team's bandwidth. The conversation itself surfaces what matters most.

Step 2

A scoped proposal

Based on what we learn, we put together a specific scope — either a one-time audit or an ongoing retainer — with a fixed fee or monthly rate. No surprises and no long-term commitment required to start.

Step 3

We get to work

No onboarding delays. We integrate with your existing team and begin delivering value immediately — working alongside your HR team and broker, not around them.

Get started

Let's talk about your benefits program.

A 60-minute conversation costs nothing and typically surfaces more than most companies learn in a full year of renewals.

Schedule a conversation
Avi Smith Founder, Myla Benefits Group
avi@mylabenefitsgroup.com Primary contact
Jacksonville, FL Serving clients nationally