Dear ,

This is a big week for us at home.

My son turns 16 on May 8, and my daughter is coming home from college the day before. May for me always feels like everything overlaps – celebrating, wrapping up the school year, and planning for summer. It’s the kick off to a fun season for us, but also a busy one.

The past few weeks have also been a whirlwind on the work side, packed with conferences and conversations across very different groups.

My biggest takeaway from all of these spaces was the people. The honesty. And the desire to learn, both personally, and in how they support better outcomes for employees.

At Transform HR Conference, I met a leader who’d been told by her CEO to “implement AI at all costs.” We spent time stepping back and asking a different question: what are you actually trying to solve? Until that’s clear, it’s hard to evaluate anything – tools, vendors, or strategies. At the end of the day, AI is just another tool.

I’m seeing similar versions of this conversation everywhere lately. AI or bust has become the directive, without much guidance on how or why.

The biggest mistake I’m seeing right now is organizations jumping to solutions before getting clear on the problem. That’s where things start to break down.

Benefits Strategies Worth Paying Attention To Right Now

Last week at BenefitsPro Broker Expo, I was surrounded by benefits consultants looking for creative strategies to bring to their clients. One of the biggest concerns for employers right now is benefits spend.

Employers can reduce costs and still offer strong benefits, but it requires a willingness to do things differently.

A few things that came up that are worth paying attention to:

1. 1. Start with total benefits spend as your anchor
   77% of employees are willing to switch doctors to save on healthcare costs. That’s a signal - cost is driving behavior more than we may think.

2. 2. Stay engaged, even with a strong consultant in place
   Ask how decisions are being made and what assumptions are built in. Employer prudence is no longer optional when it comes to managing healthcare costs.

3. 3. Push for transparency from your vendors and service providers
   If your PBM won’t disclose how they get paid or share claims data, that’s a signal worth taking seriously.

4. 4. Play close attention to pharmacy strategy
   In some cases, employers are paying more in premiums than their actual total drug spend.

5. 5. Look beyond traditional plan design
   ICHRAs, reference-based pricing, on-site clinics—these are moving from “whispered about” to real strategic options. The goal is understanding total impact.

What HR Leaders are Dealing with Right Now

Our latest blog is about what HR leaders are dealing with right now and why it’s starting to feel unsustainable. A lot of what I’ve seen over the past few weeks showed up there as well.

If you’re working through any of this and need a sounding board, happy to compare notes at [email protected].

Beyond The Vine 2026

In mid-April, we held Beyond the Vine 2026. I started this event three years ago on a whim. I wanted to create a space where people in the HR and benefits world could come together, be honest, and leave with something real and actionable. This year was the third year, and honestly, I’m still processing it.

That line really stuck with me, especially in the context of everything happening right now – AI, layoffs, and constant pressure to move faster. If work can shift or disappear overnight, what then does it mean to build an identity around it?

The conversations were real. Leaders shared what they’re dealing with and what’s keeping them up: high renewal costs, vendor service issues, pressure to adopt AI without clear direction, and the reality of navigating all of this at the same time.

Thank you to everyone who showed up and made it what it was.

If you’d like to be part of Beyond the Vine next year, feel free to reach out at [email protected].

Benefits X AI : Solving For The Human Variable

With everything changing right now, this Benefits X AI series continues to be relevant. If you haven’t had a chance to explore the series, Benefits X AI was built as a way to step back and understand the real role of AI in benefits systems. It looks at benefits holistically, where we’ve come from, and how AI fits into systems that were never originally designed for it.

As more teams are being pushed to move faster in this space, that perspective hasn’t become less important but more relevant.

Explore the full series here if you’re thinking through where AI fits in benefits.

 Summer Lunch & Learn Series Is Back 

We’re kicking off our summer Lunch & Learn series on June 24 at 2:00 PM EST with a topic we see come up often: how HR leaders turn pain points into a stronger case for change. Systems get clunky. Vendor relationships get frustrating. Processes stay too manual. Teams get stretched.

But turning those challenges into a clear business case is where things can get harder.

Join us for From HR Pain Point to Business Decision: Building a Strong Case for Change, a practical session on how to build a stronger case for change, especially when it comes to HR technology, vendor performance, process improvements, or additional support.

We’ll talk about how to connect the current state to business impact, compare realistic options, think through cost and risk, and bring forward a recommendation with more clarity.

Where to Find Us

Employee Benefits News – Virtual Summit | May 28, 11:50 AM EST: Benefits Technology - Powering the Future of Employee Experience.
I’ll be joining Employee Benefits News to discuss how benefits teams are evolving - moving toward more integrated platforms, data-driven decision-making, and stronger alignment across systems. If you’re thinking about how benefits, systems, and strategy come together in practice, join the conversation. 

ASHHRA 2026
Planning to spend some time at ASHHRA this month - always open to good conversations along the way Connect with me.

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At HCM Tech Advisory, we combine deep HR, benefits, and technology expertise with the analytical rigor that comes from an actuarial background. We help leaders solve complex people and system challenges, whether that means selecting the right HR tech vendor, implementing a new platform, or optimizing benefits administration.

Our goal is to help you build a sustainable, successful business. We tailor every engagement to ensure your HR technology decisions align with your organization’s goals and culture. With HCM Tech Advisory by your side, you can confidently tackle your biggest challenges and make decisions that drive long-term success.

Let’s work together to find solutions that empower your organization to thrive.