The HR Leader’s Guide to Smarter Benefits
Rising health care costs have left many employers feeling like they are stuck in a cycle of higher premiums and fewer options. But according to Stephanie Porrino, Director of Human Resources at Hendry Marine Industries, there are ways to control costs without sacrificing the employee experience.
In a recent episode of the Generous Benefits Podcast, Porrino shared how her organization has taken a more strategic approach to benefits by rethinking traditional health plan structures and focusing on access to care.
Porrino’s journey into benefits strategy started when she questioned a significant renewal increase from a traditional carrier. Despite following recommended programs and wellness initiatives, the company faced an 18 percent increase with little transparency behind the numbers. That experience pushed her to dig deeper into how health plans are built and where employers can gain more control.
One strategy she explored was reference based pricing. Instead of paying negotiated rates that start from an unknown price point, reference based pricing uses Medicare reimbursement as a benchmark and pays a defined multiple of that rate. The result is often significantly lower claim costs while maintaining access to care.
Another key strategy for Hendry Marine has been improving access to primary care. After analyzing their claims data, Porrino discovered that only about 15 percent of employees were using preventive care services. With a workforce that was primarily male and in their late forties and early fifties, that statistic signaled a potential future of costly and preventable health issues.
To address the problem, the company introduced an onsite primary care clinic at its shipyard in Tampa. Initially, employee participation was slow because workers were unsure how their health information would be used. To encourage engagement, the company created a simple incentive: employees who completed a preventive visit were entered into a drawing for additional paid time off.
The results were immediate and meaningful. One employee discovered stage four cancer during a visit and was able to begin treatment early. Another learned his blood sugar levels were dangerously high and received care that likely prevented a stroke. Today, about one third of Hendry Marine’s employees use the clinic, and the program has expanded to serve family members as well.
Pharmacy benefits have also been an area for improvement. Porrino noted that switching from a large carrier’s pharmacy program to an independent pharmacy benefit manager reduced costs by about 30 percent for the same medications. For employers looking for an easier starting point in cost containment, she says pharmacy programs can often deliver savings with minimal disruption for employees.
Beyond specific strategies, Porrino believes benefits play a major role in an employer’s brand. With four generations now working side by side, the traditional one size fits all approach no longer works. Employers need to understand their workforce and design benefits that align with their employees’ needs and their company’s culture.
Her advice to human resources leaders is simple: stay curious and keep learning. Health benefits are one of the largest expenses most organizations face, and human resources leaders are uniquely positioned to influence both financial outcomes and employee well being.
When employers take the time to rethink their approach, the result can be better care, lower costs, and a stronger connection between organizations and the people they serve.
Details
March 12, 2026
Generous Benefits
Name: Bret Brummitt
Email: Bret@GenerousBenefits.com