Kelli Sewell, Director of Human Resources at EnLink Midstream, realized she needed to do something to stem costs. She also knew that convincing the company’s executives to move to a CDHP was going to be an uphill battle, given the need to have a competitive benefits package to both attract and retain talent.
This was compounded by the fact that EnLink was growing rapidly and was on an acquisition spree, and Kelli served as the organization’s one and only benefits employee. It was clear – she needed help.
That’s when Sewell decided to play chess instead of checkers and brought on a strategic solution that would not only help her with day-to-day plan administration, but would also help her lay the groundwork for moving employees to a CDHP.