Overland Park, KS – May 6, 2026:Allied National, one of the original pioneers in level-funded and reference-based pricing (RBP) healthcare plans, proudly announces the launch of Freedom Open Access, an end-to-end network alternative solution and bold reimagining of its decades-long commitment to affordable, transparent, and member-centric healthcare.
Background
Controlling ever-rising healthcare costs remains a challenge for many employers. The continued cost surge driven by a combination of rising prices for medical services and increased utilization raise affordability concerns for many small employers.
At the same time, navigating healthcare continues to be highly complex and fragmented for consumers who often feel lost and alone in that process.
Consumer focused innovation
Fortunately, solutions exist for employers to offer best-in-class benefits without the inflated costs. Allied National’s Freedom Open Access will be effective Aug. 1 and is data-driven, open-access solution powered by strategic direct contracts and pricing benchmarks above Medicare levels. It also features personalized member advocacy services supporting consumers to assist them in better navigating the complexities of healthcare.
The result: care that puts people first, meaningful cost savings and an enhanced healthcare experience.
Key Benefits of Freedom Open Access:
Smarter Spending – Transparent pricing and strategic contracting deliver real value.
Member Support – Personalized guidance and advocacy throughout the healthcare journey.
Balance Bill Protection – Robust safeguards for members against unexpected costs.
True Freedom of Choice – See any provider, anywhere. No more “in-network” vs. “out-of-network” confusion.
Flexible Plan Designs – Tailored to meet today’s evolving healthcare needs.
Market Differentiation – A forward-thinking solution for brokers and clients.
Media Contact: Contact Allied National at marketing@alliednational.com for an interview to learn more about the place of reference-based pricing plans like Freedom Open Access in a level-funded plan or visit www.alliednational.com/agentedge to see a copy of our Broker Guide for more information about the company’s enhancements to Freedom Open Access.
National Integrative Health (“NIH”) Announces the Addition of Joshua Ridgeway as Chief Operating Officer and the promotion of Robert S. Shestack to Chief Enterprise Actuary
New COO brings senior and benefits industry expertise to NIH’s leadership team
April 6th, 2026 – DES MOINES, IOWA. NIH is a fast‑growing consulting firm specializing in healthcare design, data, pharmacy, and analytics, helping employers better manage healthcare costs while improving care quality and access to personalized services for their employees.
NIH has named Joshua Ridgeway as its Chief Operating Officer. Prior to joining NIH, Mr. Ridgeway was Co-Founder and Chief Operating Officer for Rx-Precision, a genetics-based healthcare company pioneering one of the first Genetic Benefit Management platforms with groundbreaking innovation bringing personalized medicine into the self-insured space. Mr. Ridgeway was Founder & Managing Partner of National Health Advisors, leading a team dedicated to helping employers design self-insured health plans that lower costs, strengthen retention, and simplify benefit management. He will be responsible for leading NIH’s operational strategy and growth efforts in the healthcare market as NIH continues to scale its industry-leading solutions.
With NIH’s exponential growth in health plan management across the country, Robert S. Shestack has been promoted to Chief Enterprise Actuary while maintaining the role as NIH’s President.
“We are pleased to have Josh join our executive team and leading the strategic operations of NIH,” said Jake Velie, Chairman & CEO. “Josh’s experience and knowledge speak for themself. His extensive experience and operational leadership make him an important part of our future growth. His insights and industry innovations will be a key addition in support of our continued success.” Jake Velie continues, “Having Rob lead our actuarial analytics division is an important step for NIH to provide our clients, stop loss carriers, and brokers the data they need to make important decisions while reducing stop loss premium renewals.”
Mr. Ridgeway has over 15 years of experience in strategic leadership roles in the healthcare space, across organizations such as Northwestern Mutual, Rx-Precision and National Health Advisors. He holds undergraduate degree in Communications and Business from Florida State University.
“I am excited to join the NIH team,” said Ridgeway. “I’ve been fortunate to join NIH and begin to collaborate with an exceptional team, build strong partnerships, and help create real impacts for clients and employees alike. What drives me most is helping people solve meaningful problems and see possibilities they didn’t know existed.”
About National Integrative Health
Since 2013, NIH has specialized in delivering innovative, highly effective clinical strategies directly to employers and their employees. Unlike traditional partners, NIH can integrate seamlessly into existing initiatives to expand impact and scope or design a program entirely from the ground up. In addition to its clinical strategies, NIH provides one‑stop healthcare delivery, provider case management, clinical consulting and engineering, 360° secure healthcare data solutions, and net‑zero funding. By doing so, NIH has helped clients save tens of millions in healthcare spend and serves Employers, Brokers, Pharmacy Benefits Managers, Population Health companies, Third‑Party Administrators, Healthcare Delivery Organizations, and Unions & Associations.
San Antonio, Texas – HVBA today announced the upcoming HVBA Innovation Summit, taking place Thursday, May 21, at the renowned Hilton Palacio del Rio in San Antonio. Designed as a highly curated gathering of industry leaders, the Summit is redefining how the benefits community connects, collaborates, and drives innovation.
Unlike traditional conferences filled with massive expo halls and transactional booth visits, the HVBA Innovation Summit is intentionally structured to foster meaningful dialogue, strategic partnerships, and actionable outcomes.
A Different Kind of Industry Event
The Summit brings together the leaders shaping the future of benefits:
Strategists delivering focus and clarity in a complex marketplace
Innovators solving real employer challenges with forward-thinking solutions
Connectors turning high-value conversations into lasting business relationships
Visionaries defining what benefits will look like next year—not last year
Attendees can expect an environment free from the distractions of conventional trade shows. There are no endless exhibit aisles and no surface-level networking. Instead, participants will experience:
Curated rooms designed for productive engagement
Substantive “real talk” panels focused on industry realities
Data-driven insights that provide a measurable competitive advantage
Conversations that don’t just begin partnerships—they move them forward
Where Business Happens
HVBA’s approach is simple: every conversation matters. The Summit is built for leaders who are serious about innovation, collaboration, and measurable progress within the benefits space.
“Deals don’t start here—they happen here,” said an HVBA Brand Ambassador, Jenny Jenkins. “We’re creating an environment where the right people are in the right rooms, having the right conversations.”
Event Details
HVBA Innovation Summit Thursday, May 21 Hilton Palacio del Rio San Antonio, Texas
The 2026 Summit marks the beginning of a broader expansion of HVBA Innovation events, with additional programming and markets planned in the future.
Professionals interested in leadership, strategic growth, and meaningful partnership development within the benefits industry are encouraged to attend.
Sponsorship Opportunities Available
HVBA is offering multiple sponsorship tiers and branding opportunities, including:
About HVBA HVBA is dedicated to advancing innovation, leadership, and partnership within the benefits industry through curated events and strategic collaboration platforms designed to create measurable business impact.
Health & Voluntary Benefits Association® Appoints Robert Lashley to Advisory Board
Mount Laurel, NJ — Tuesday, February 9, 2026 — The Health & Voluntary Benefits Association® (HVBA) today announced the appointment of Robert Lashley, President and Chief Executive Officer of ClickEnroll, to its Advisory Board. Lashley brings more than 30 years of leadership experience across insurance, benefits technology, artificial intelligence, and enterprise software development, further strengthening HVBA’s mission to advance innovation, collaboration, and best practices across the voluntary benefits ecosystem.
A recognized industry architect, Lashley has built a career transforming complex, fragmented enrollment processes into scalable, data-driven platforms that improve engagement for employers, brokers, carriers, and employees alike. As founder and CEO of ClickEnroll, he has led the development of a next-generation benefits engagement and enrollment ecosystem designed to simplify decision-making, increase participation, and deliver personalized digital experiences through intelligent automation and modern architecture.
“Rob’s depth of experience and forward-thinking approach to benefits technology make him an invaluable addition to the HVBA Advisory Board,” said Robert Shestack, Chairman & CEO of the HVBA. “His leadership at the intersection of enrollment innovation, data standards, and human-centered design aligns closely with HVBA’s commitment to helping the industry evolve responsibly and effectively.”
Prior to founding ClickEnroll, Lashley held senior leadership roles at Manhattan Life and Humana, where he led enterprise enrollment transformation initiatives, electronic data interchange (EDI) architecture, and strategic integration partnerships within voluntary and group benefits divisions. Earlier in his career, he served as Chief Technology Officer of Falcon Technologies and as Vice President and Partner at TopLink Systems, architecting enterprise-grade platforms supporting enrollment, billing, claims, and administration for carriers nationwide.
In addition to his executive leadership, Lashley is a founding member of the LIMRA Data Exchange (LDEx) standards committee and has played a formative role in shaping data integration frameworks that continue to influence interoperability and enrollment modernization across the industry. He is a frequent international speaker and trusted advisor to organizations spanning carrier, broker, union, and employer ecosystems.
“I’m honored to join the HVBA Advisory Board,” said Lashley. “HVBA plays a critical role in fostering collaboration and thoughtful innovation across the voluntary benefits community. I look forward to contributing my experience and perspective to help advance solutions that benefit the entire ecosystem.”
Beyond his professional work, Lashley has supported numerous nonprofit and mission-driven organizations through technology consulting and strategic advisory roles, reflecting a longstanding commitment to community impact and service.
About the Health & Voluntary Benefits Association® (HVBA)
The Health & Voluntary Benefits Association® is dedicated to advancing the voluntary benefits and healthcare industry through education, collaboration, and advocacy. HVBA brings together carriers, brokers, technology providers, and industry leaders to promote innovation, best practices, and sustainable growth across the health and voluntary benefits landscape.
Last Week the DOL, Today Congress: PBM Transparency and Compensation Disclosure Requirements
As we told you on Friday, the DOL released proposed regulations requiring PBMs to disclose up to 8 “types” of compensation streams to a self-insured group health plan in accordance with ERISA’s section 408(b)(2)(B) Compensation Disclosure requirements (which you can read here, along with a 2-page summary of these proposed regs here).
And today, in a “1-2 punch” for PBM transparency, Congress enacted legislative language that would require a PBM to disclose to a group health plan, among other things, PBM payment practices including the receipt of rebates, price concessions, and “spread pricing,” along with the gross and net costs of prescription drugs in the PBM’s drug formulary, and other information like whether the PBM is dispensing covered drugs through PBM-owned pharmacies, mail-order, or specialty programs. Below is a bullet-pointed list of information that PBMs must now disclose to the plan.
And to pile on, this legislative language also amended ERISA section 408(b)(2)(B) to delete the references to “Brokerage Services” and “Consulting,” and instead, clarified that any plan service provider that furnishes the “types of services” included in the statute’s enumerated “list of services” are subject to the 408(b)(2)(B) Compensation Disclosure requirements. This amendment is intended to confirm that (1) PBMs that perform “pharmacy benefit management services” and (2) TPAs that perform “third-party administrative services” (both of which are “types of services” included in the statute’s enumerated “list of services”) are required to disclose “direct” and “indirect” compensation to a plan’s fiduciary in accordance with ERISA section 408(b)(2)(B).
And not to be outdone, this recently enacted legislation also requires a PBM to pass through 100% of the rebates paid to the PBM by a drug manufacturer to the plan itself.
The proposed regulations, and now this legislation, include industry-changing requirements, and only time will tell how transformative they may be. We will keep you posted…
Bullet-Pointed Summary of Required PBM Transparency Disclosures
Effective for the first plan year starting 30 months after the date of enactment, an entity providing pharmacy benefit management services (e.g., a PBM) on behalf of a group health plan must furnish to the group health plan every 6 months (or quarterly if requested by the group health plan) a report in a Machine-Readable Format with the following information relating to the prescription drugs covered under the group health plan:
A list of covered drugs for which a claim was filed and the proprietary name and National Drug Code for each drug.
The amount of compensation paid by the plan to the PBM for each covered drug.
The amount of compensation the PBM paid to a pharmacy for each covered drug.
The difference between the amount of compensation (1) paid by the plan to the PBM and (2) paid by the PBM to the pharmacy for each covered drug.
The type of dispensing channel used to furnish each covered drug (e.g., retail, mail-order, or specialty).
With respect to each drug dispensed through any of these channels, disclose (1) the “wholesale acquisition cost” (in the case of a brand-name drug) and (2) the “average wholesale price” (in the case of a generic drug).
With respect to the brand-name and generic drugs, disclose (1) the original prescription and refill claims, (2) the participants and beneficiaries for whom a claim was filed through any one of the dispensing channels, (3) the dosage units and dosage units per fill, and (4) days supply of such drug per fill.
The net price, after rebates, fees, or discounts received from a drug manufacturer, per course of treatment or single fill.
The total amount of participant out-of-pocket spending for each covered drug.
The total net spending for each covered drug.
The total amount received, or expected to be received, by the plan from a drug manufacturer in rebates, fees, or discounts.
The total amount received, or expected to be received, by the PBM from a drug manufacturer in rebates, fees, or discounts (1) for claims incurred and (2) related to utilization of a drug or spending on a drug.
If applicable, the total amount of copay assistance, copay cards, or other discounts offered by each drug manufacturer to plan participants.
A list of each “therapeutic class” for which a claim was filed and with respect to each such “therapeutic class” (1) the total gross spending on drugs in such class before rebates, price concessions, or discounts, (2) total net spending in such class after rebates, price concessions, or discounts, (3) total amount received, or expected to be received, by the PBM from a drug manufacturer in rebates, price concessions, or discounts for (a) claims incurred and (b) related to utilization of a drug or spending on a drug.
The average net spending per 30-day and per 90-day supply by the plan among all drugs within the “therapeutic class” for which a claim was filed.
The number of participants and beneficiaries who filled a prescription for a drug in such “therapeutic class,” including the National Drug Code for each drug.
If applicable, a description of the formulary tiers and utilization mechanisms (e.g., prior authorization or step therapy) for the drugs in the “therapeutic class.”
The total amount of participant out-of-pocket spending for the drugs in the “therapeutic class.”
With respect to any drug for which gross spending under the plan exceeded $10,000 during the 6-month reporting period OR in the case that gross spending under the plan exceeded $10,000 during the 6-month reporting period with respect to fewer than 50 drugs:
The highest gross spending for the 50 covered drugs under the plan.
For the 50 covered drugs with the highest gross spending during the 6-month reporting period, (1) a list of all other drugs in the same “therapeutic class” as these drugs, (2) the rationale for the formulary placement of such drug in that “therapeutic class,” and (3) any change in formulary placement from plan year to plan year
If the PBM providing services to the plan owns a pharmacy, or owns a mail-order or specialty home delivery program, or owns a retail and mail auto-refill programs, or provides cost-sharing assistance funded by the PBM, this PBM must:
Provide an explanation of any benefit design parameters that encourage or require participants and beneficiaries to fill prescriptions at the PBM-owned mail-order, specialty, or retail pharmacies.
Provide the percentage of total prescriptions dispensed by such PBM-owned pharmacies to plan participants.
Provide a list of all drugs dispensed by such PBM-owned pharmacies to plan participants including (1) the amount charged to the plan per dosage unit or 30-day or 90-day supply, (2) the median amount charged to the plan and the interquartile range of the costs per dosage unit or 30-day or 90-day supply, including amounts paid by plan participants, when the same drug is dispensed by pharmacies NOT owned by the PBM, (3) the lowest cost per dosage unit or 30-day or 90-day supply for each drug, including amounts charged to the plan and participants, that is available from ANY pharmacy in the plan’s network, and (d) the net acquisition cost per dosage unit or 30-day or 90-day supply if such drug is subject to a maximum price discount.
DOL Regulations Confirm That PBMs Are Subject to ERISA’s Compensation Disclosure Requirements
On Thursday, Jan. 29th, the Department of Labor (DOL) finally released long-awaited proposed regulations implementing – and clarifying – important aspects of the 408(b)(2)(B) Compensation Disclosure requirements. In short, these proposed rules clarify – and confirm – that Pharmacy Benefit Managers (PBMs) and any other service provider that furnishes “pharmacy benefit management services” to a self-insured group health plan are subject to the Compensation Disclosure requirements. The proposed rules further confirm that PBMs and these service providers would be required to furnish specified disclosures to the self-insured plan’s fiduciary, and also to permit the plan’s fiduciary to conduct an audit for accuracy of the Disclosures.
What Led to the Development of These Proposed Regulations? At the end of 2020, the Consolidated Appropriations Act of 2021 (CAA 2021) was enacted into law. Among other provisions included in the CAA 2021 was a requirement that an entity or individual furnishing specified services to a group health plan must disclose to the plan’s fiduciary the “direct” and “indirect” compensation paid to the entity/individual. This new requirement – set forth in ERISA section 408(b)(2)(B) (hence the name 408(b)(2)(B) Compensation Disclosure requirements) – used the terms “Brokage Services” and “Consulting,” which led the industry to believe that ERISA’s Compensation Disclosure requirements ONLY applied to “Brokers” and “Consultants.”
However, on December 14, 2022, Congress sent a letter to the DOL explaining that Congress intended for the Compensation Disclosure requirements to apply to ANY entity/individual furnishing services set forth in an enumerated list of services in the statute, including PBMs and also Third-Party Administrators (TPAs) that, for example, develop a provider network or prescription drug formulary, process claims and maintain records, and negotiate rates for covered medical items and services or prescription drugs.
While the Biden Administration’s DOL did not issue guidance in response to Congress’s letter, on April 15, 2025, the most recent Trump Administration issued an Executive Order directing the Trump DOL to develop regulations confirming that PBMs are subject to the 408(b)(2)(B) Compensation Disclosure requirements. These proposed regulations are in response to President Trump’s directive.
What Do the Proposed Regulations Say? The following provides you with a detailed summary of the most important aspects of these proposed regulations. Note, public comments are due on March 31st. SIIA will be submitting comments.
Proposed 408(b)(2)(B) Compensation Disclosure Regulations Applicable to PBMs and Other Service Providers As part of confirming that PBMs and other service providers are subject to ERISA’s Compensation Disclosure requirements, the proposed regulations explain that any person, business, or entity furnishing “pharmacy benefit management services” to a self-insured plan or a providing advice, recommendations, or referrals regarding the provision of “pharmacy benefit management services” must disclose to the plan’s fiduciary (1) the “types” of services provided to the plan and (2) the “types” of compensation received from the plan, from other third parties, and from any other arrangements with any parties in the pharmaceutical supply chain.
Pharmacy Benefit Management Services – Defined Importantly, the proposed regulations define “pharmacy benefit management services” as services necessary for the management or administration of the self-insured plan’s prescription drug benefits, including, for example:
– Acting as a negotiator or aggregator of rebates, fees, discounts, and other price concessions for prescription drugs; – Establishing or maintaining prescription drug formularies; – Establishing or maintaining pharmacy networks, through contract or otherwise, including a mail-order pharmacy, a specialty pharmacy, a retail pharmacy, a nursing home pharmacy, a long-term care pharmacy, and an infusion or other outpatient pharmacy, to provide prescription drugs; – Processing and payment of claims for prescription drugs; – Performing utilization review and management, including the processing of prior authorization requests for drugs, step-therapy protocols, patient compliance analyses, conducting therapeutic intervention, and administering generic substitution programs; – Adjudicating appeals or grievances related to the self-insured plan’s prescription drug benefits; – Record keeping related to the self-insured plan’s prescription drug benefits; andIn conjunction with any of these other services, performing regulatory compliance with respect to the self-insured plan’s prescription drug benefits under the contract or arrangement.
The proposed regulations confirm that it does not matter whether the person, business, or entity performing these services identifies itself as a PBM. What matters is whether the person, business, or entity is performing any of these services (and if the person, business, or entity is performing any of these services, then they are subject to these Compensation Disclosure requirements).
Disclosure of the “Types” of Services The proposed regulations would require PBMs and other service providers to include in their Compensation Disclosures a description of each “pharmacy benefit management service” or of the advice, recommendations, or referrals regarding the provision of “pharmacy benefit management services” to be provided to the plan pursuant to the contract with the plan.
Disclosure of the “Types” of Compensation Received
“Direct Compensation”: The Compensation Disclosure would be required to include a description of “direct compensation” paid to the PBM or service provider directly (1) from the self-insured plan itself (with plan assets) AND/OR (2) from the plan sponsor on behalf of the plan (for example, from the plan sponsor’s general assets). This description must include the dollar amount of all “direct compensation” – both in the aggregate and by service – that the PBM or service provider reasonably expects to receive on a quarterly basis from (1) the plan AND/OR (2) the plan sponsor.
Payments from Drug Manufacturers: The proposed regulations would also require the Compensation Disclosure to include the amount of any payments (including rebates, fees, and other compensation) from drug manufacturers, as well as from rebate aggregators or other entities that negotiate rebates with drug manufacturers. This disclosure must cover the amount of any payment – both in the aggregate and for each drug on the formulary – and it must be expressed as an amount reasonably expected to be paid on a quarterly basis. Importantly, this disclosure must specify the amount that will be retained by the PBM or service provider, and also, the amount that will be passed on to (1) the self-insured plan or (2) the plan sponsor (if applicable).
Spread Pricing: Referred to as “Spread Compensation” in the proposed regulations, the Disclosure would be required to include (1) the amount the PBM or service provider received each quarter from the plan and (2) the amount the PBM or service provider paid each quarter to the pharmacy dispensing drugs – both in the aggregate and for each drug on the formulary – and for each dispensing channel (i.e., retail, mail-order, and specialty pharmacy).
Drug Pricing Methodology: The Disclosure would be required to include a description of the net cost to the self-insured plan of each drug on the formulary, for each dispensing channel, expressed as a dollar amount. If a dollar amount is not ascertainable, the PBM or service provider must disclose the methodology used to determine the cost the plan will pay for each drug on the formulary, for each dispensing channel, along with an objective means to verify the accuracy.
Co-Pay Clawbacks: The Disclosure would also be required to include a description of the quarterly amount of co-pay clawback compensation (i.e., the dollar amount of the difference between a copayment or coinsurance amount paid to the pharmacy by a plan participant or beneficiary and the reimbursement to the pharmacy) that the PBM or service provider recouped from a pharmacy in connection with prescription drugs dispensed under contract with the plan, also specifying the anticipated total number of transactions resulting in recoupment.
Price Protection Agreements: The Disclosure would include a description of any inflation protection or price protection agreements that the PBM or service provider has entered with any drug manufacturer or other party in connection with prescription drugs dispensed under the contract with the plan, specifying the quarterly amount reasonably expected to be retained by the PBM or service provider in connection with each such inflation protection or price protection contract or arrangement and the amount that will be passed on to (1) the plan and/or (2) the plan sponsor (if applicable).
Formulary Placement Incentives: The Disclosure would be required to include a description of any formulary placement incentives that the PBM or service provider has entered with any drug manufacturer in connection with the contract with the plan, along with an explanation of how the incentives affect services to, and are aligned with, the interests of the plan and/or its participants. If the PBM or service provider has the authority to modify the formulary during the term of the contract with the plan – such as by adding or deleting drugs or changing their tiering – the Disclosure must include an explanation of the reasons for retaining such authority, the expected frequency of such changes, and that the plan fiduciary will be notified reasonably in advance of any modifications that are expected to have a material impact on the reasonableness of compensation paid to the PBM or service provider, as well as the plan’s right to terminate the PBM’s or service provider’s contract on reasonably short notice under the circumstances.
Termination of Contract: The PBM or service provider would be required to disclose the amount of compensation (if any) they will receive if the contract with the plan is terminated, and how any pre-paid amounts (if any) will be calculated and refunded upon termination.
Other Important Stuff In These Proposed Regulations If a TPA (who is not otherwise a PBM) contracts with a self-insured plan to provide “pharmacy benefit management services” to the plan, that TPA would become subject to these Compensation Disclosure requirements, even if the TPA intends to rely on another service provider to perform those “services.” In this case, the TPA would be responsible for making the required Disclosures discussed above, and therefore, must be able to obtain information necessary for furnishing the proper Disclosure from the other service provider performing the “pharmacy benefit management services.”
Separately, but also related to TPAs, the DOL explicitly requests comments on whether the Department should extend these Compensation Disclosure requirements to apply to TPAs that are performing “third party administrative services,” which is a “service” set forth in the enumerated list of services in the statute.
The DOL also requests comments on whether the proposed required Compensation Disclosure should include other items like claims data, payments to providers, and pricing information. In other words, should claims data and pricing information be considered “compensation” under ERISA section 408(b)(2)(B), thus requiring the disclosure of claims data and pricing information to a self-insured plan’s fiduciary?
New President & COO brings senior and benefits industryexpertise to NIH’s leadership team
January 27, 2026 – DES MOINES, IOWA. NIH is a fast‑growing consulting firm specializing in healthcare design, data, pharmacy, and analytics, helping employers better manage healthcare costs while improving care quality and access to personalized services for their employees.
NIH has named Robert S. Shestack as its President & Chief Operating Officer. Prior to joining NIH, Mr. Shestack was most recently the Chief Revenue Officer at Juice Financial. Mr. Shestack also serves as the Chairman and CEO of the Health & Voluntary Benefits Association, a non-profit 501(c)(3) focused on education and networking opportunities related to providers and purchasers of healthcare and supplemental insurance programs. He will be responsible for leading NIH’s corporate strategy and growth efforts in the healthcare market as NIH continues to scale its industry-leading solutions. In addition, he will continue to focus on the growth and strategy of the HVBA.
“We are pleased to have Rob join our executive team and leading the strategy and operations of NIH,” said Jake Velie, Chairman & CEO. “Rob’s credentials, reputation and knowledge speak for themself. His extensive experience, leadership and benefits industry relationships make him an important part of our future growth. His strategic insight and industry perspectives will be a key addition in support of our strategic and growth efforts.”
Mr. Shestack has over 35 years of experience in strategic leadership roles in the healthcare space, across organizations such as Willis Towers Watson, AmeriFlex, USI, Marsh / Mercer, AmWINS, and Juice Financial. He holds undergraduate degrees in Actuarial Science, Risk Management and Business Law from Temple University.
“I am excited to join the NIH team,” said Shestack. “The challenges employers face in their healthcare spends and quality of care for their employees are underserved and a problem among brokers and their clients alike. Bringing NIH’s innovative solutions to this market offers a unique opportunity for employer to significantly reduce their healthcare spend, delivering more affordable and quality care improving the lives and wellness of their employees.”
About National Integrative Health
National Integrative Health (NIH) is a fiduciary pharmacy procurement and clinical services organization delivering one of the most advanced cost-plus pharmacy sourcing programs in the United States. NIH dramatically reduces the cost of high-cost brand, specialty, infusion, and cold-chain medications by leveraging the lowest net acquisition cost available globally or domestically. The program offers three customizable formularies—Global, Domestic, and U.S.-Only—each covering more than 7,000 NDCs and allowing plan sponsors to tailor sourcing based on regulatory, geographic, or strategic preferences. NIH integrates seamlessly with existing PBMs and provides full claims adjudication, rebate aggregation, copay assistance, data processing, and transparent reporting to ensure the lowest net cost to the plan. The platform also includes comprehensive U.S. and clinical programs such as 340B access, 503B direct manufacturing, infusion and site-of-care management, pharmacogenomics, GLP-1 management, and cell and gene therapy integration, with savings certified by actuaries nationwide.
Contact Information:
National Integrative Health Jake Velie, Chairman & CEO jvelie@nationalintegrativehealth.com www.nationalintegrativehealth.com
Health & Voluntary Benefits Association (HVBA) Releases 2025 “Insights That Matter” Poll Report Update with Trends in Healthcare and Benefits
Mount Laurel, NJ – December 2, 2025 — The Health & Voluntary Benefits Association® (HVBA) today announced the release of the second edition of its 2025 Insights That Matter: HVBA DIR Poll Report — presenting new findings from the most recent tranche of Daily Industry Report (DIR) polls — including Polls 46, 47, 48, 49, and 50. This release builds on the original 2025 report that further amplifies the collective voice and evolving priorities of health and voluntary benefits professionals across the U.S. workforce.
Sponsored by MassMutual and Sydney Administrators, the refreshed report draws on the perspectives of thousands of benefits professionals — brokers, employers, HR teams, carriers, consultants, and administrators — and underscores new data, priorities, and key challenges that continue to shape the healthcare and benefits landscape.
What’s New in Edition 2
Question 46 explored aspects of the One Big Beautiful Bill Act’s impact on brokers, revealing that a substantial portion of respondents (55.21percent) indicated navigating new regulatory compliance requirements as having the greatest effect on health and benefits brokers.
Question 48 A majority of respondents strongly support the proposed 100% tariff policy on imported branded/patented drugs unless companies build production plants locally, believing it will encourage more domestic drug manufacturing.
Question 50 The poll shows that most respondents (57%) believe Workplace Violence insurance would be beneficial, with many citing direct or indirect experience with such incidents.
“Our industry is evolving fast,” said Robert S. Shestack, CFF, CVBS, Publisher, Chairman & CEO of HVBA. “With this second edition of the DIR poll results, we’re not just presenting numbers — we’re capturing the shifting pulse of the benefits community. What matters today may shift tomorrow, but HVBA remains committed to surfacing those insights so employers, brokers, carriers, and consultants alike can act with clarity and confidence.”
The full second-edition report, including detailed poll data, question-by-question breakdowns, and expert analysis, is now available to HVBA members and industry professionals.
Media Contact: Sarah Hunt Health & Voluntary Benefits Association® Phone: (856) 200-8024 Email: info@vbassociation.com
About the Health & Voluntary Benefits Association® (HVBA) The Health & Voluntary Benefits Association® (HVBA) and the Health and Voluntary Benefits Institute® (HVBI) are leading providers of comprehensive employee benefits solutions, compliance consulting, product development and industry certifications. With a commitment to innovation and excellence, HVBA & HBVI strives to empower employers and brokers with the tools they need to navigate the evolving landscape of healthcare and voluntary benefits. Through the Health & Voluntary Benefits Association® (HVBA) and the Health & Voluntary Benefits Institute® (HVBI), we are dedicated to advancing industry knowledge and promoting best practices for the benefit of all stakeholders.
About MassMutual (Massachusetts Mutual Life Insurance Company) MassMutual is a leading mutual life insurance company that is run for the benefit of its members and participating policyowners. Founded in 1851, the company has been continually guided by one consistent purpose: we help people secure their future and protect the ones they love. With a focus on delivering long-term value, MassMutual offers a wide range of protection, accumulation, wealth management, and retirement products and services. For more information, visit www.massmutual.com.
Health & Voluntary Benefits Association® Convenes 18th Annual Board Meeting & National Conference at Ocean Casino Resort in Atlantic City
Atlantic City, NJ — November 20, 2025 — The Health & Voluntary Benefits Association® (HVBA) today announced the commencement of its 18th Annual Board Meeting and Benefits Roadshow at the Ocean Casino Resort in Atlantic City. The event brings together more than 140 industry professionals, including senior executives, brokers, carriers, thought leaders, and technology innovators from across the United States.
The annual gathering serves as HVBA’s premier national convening, providing a structured forum for education, policy discussion, industry intelligence, and strategic collaboration within the health and voluntary benefits marketplace.
Comprehensive Program Anchored in Industry Leadership
The event begins with a closed-session HVBA Board Meeting (8:00 AM – 12:00 PM), where members of the Executive and Advisory Boards—collectively representing more than 750 years of industry experience—will review emerging trends, regulatory developments, and strategic initiatives for 2026. Featured speakers include:
Stephen J. Sheinbaum, CEO, TEG Wellness/Ignite Health
Michael Neil, CFO, Ignite Health Benefits
Robert Shestack, Chairman & CEO, HVBA
Jake Velie, Vice Chair & President, HVBA; Chairman & CEO, National Integrative Health
The afternoon Innovation Sessions, moderated by Mike Hirschberg, Division Sales Manager at MassMutual, feature expert-led presentations on workforce financial well-being, artificial intelligence, pharmacy trends, Medicare navigation, and specialty risk solutions.
Presentations include:
All-In-One Financial Guidance for Workforces – SAVVI Financial
Workplace Violence Insurance – An Emerging Crisis – NWVSA
The Medicare Minefield: 10 Misunderstood Rules – Solofsky Financial Group
A.I. Magic or Machine Learning? – InsightAlly
Providing the Confidence in Every Care Journey – MotivityCare
Multi-Agent Systems for Insurance Operations – Agentic Brain
Sponsor Spotlights from SGIC, JUICE Financial, The Standard, and others
These sessions provide attendees with data-driven insights and actionable strategies for navigating rising healthcare costs, advancing employee well-being, and integrating emerging technologies into benefit delivery systems.
The conference concludes with a formal Networking Reception, followed by the HVBA Hall of Fame & Industry Leadership Awards and a Live Charity Auction conducted in partnership with Trinity Oaks Outdoors, a 501(c)(3) nonprofit organization committed to serving military veterans, families enduring life-threatening illness, and underserved youth through therapeutic outdoor experiences.
Auction items include:
Kentucky Bourbon Trail experience
Barcelona Wine & Culinary Tour
Six-Day Ireland Cultural Journey
Guided Hog Hunt at Thumbtack Ranch
All proceeds (after expenses) are shared equally between HVBA and Trinity Oaks Outdoors.
Commitment to Industry Advancement
HVBA continues its mission to support employer groups, brokers, carriers, and solution providers by offering credible research, educational resources, and national programming. The association’s flagship Daily Industry Report now reaches more than 26,000 subscribers and continues to serve as one of the sector’s most widely referenced sources for benefits-related intelligence.
Robert S. Shestack, Chairman & CEO of HVBA, stated: “Our annual conference has become a central forum for constructive conversation, professional development, and collective industry progress. We remain committed to advancing responsible innovation, improving access to meaningful benefits, and fostering the relationships that strengthen our sector.”
He added: “We could not do this without our board, partners, and sponsors whose ongoing support allows us to deliver meaningful programming and elevate the benefits industry year after year.”
About the Health & Voluntary Benefits Association® (HVBA)
The Health & Voluntary Benefits Association® is the nation’s first nonprofit trade association dedicated to advancing the education, implementation, and enrollment of health and voluntary benefits. Through national roadshows, corporate membership, research initiatives, and market intelligence, HVBA serves as a collaborative platform for brokers, carriers, consultants, employers, and industry stakeholders across the United States.
Media Contact
Sarah M. Hunt Senior Vice President, Administration Health & Voluntary Benefits Association® events@vbassociation.com www.vbassociation.com
HVBA and Workplace Benefits Association Induct David Essary, CSO of Alight Solutions, into Hall of Fame
Atlantic City, NJ – October 20, 2025 — The Health & Voluntary Benefits Association (HVBA), in partnership with the Workplace Benefits Association (WBA), is honored to announce the induction of David Essary, Chief Strategy Officer at Alight Solutions, into the prestigious HVBA & Workplace Benefits Association International Hall of Fame. This distinguished recognition celebrates David’s exceptional leadership, strategic vision, and lasting contributions to the voluntary benefits and healthcare landscape.
The Hall of Fame honor will be presented at the 18th Annual HVBA Conference, taking place on Thursday, November 20, 2025, at the Ocean Casino Resort in Atlantic City, NJ. The ceremony will spotlight David Essary alongside eight other remarkable industry executives whose innovation and impact have shaped the trajectory of workplace benefits across the country.
Humana is proud to sponsor the HVBA’s 18th Annual Conference and the Hall of Fame and eight Leadership Awards.
“David Essary’s career reflects a powerful blend of insight, influence, strategic thinking and industry-shaping leadership,” said Robert S. Shestack, Chairman & CEO, HVBA. “His contributions to the development and modernization of voluntary benefits have been instrumental in improving how organizations support their workforce and how individuals access meaningful healthcare and financial wellness solutions.”
HVBA Board Member Vince Cicatiello met David in the late ’90s sharing, “from the moment I met David it was clear he had a rare talent for communicating and educating employees through complex benefits decisions. His leadership at Allstate was the pinnacle of a remarkable career, and this nomination is a well-earned recognition of his impact on our industry.”
The HVBA & Workplace Benefits Alliance Hall of Fame honors industry pioneers and trailblazers who have made extraordinary strides in advancing the voluntary benefits space. From groundbreaking strategy to operational excellence, the 2025 Hall of Fame class represents the pinnacle of achievement in our industry.
Join us in Atlantic City as we celebrate these nine exemplary leaders and recognize the excellence, innovation, and dedication that continue to propel the health and voluntary benefits sectors forward.
“The 18th Annual HVBA Conference is more than just a B2B event—it’s a celebration of the leaders who are redefining the future of voluntary benefits and healthcare,” said Jake Velie, Vice Chair & President of HVBA. “We invite our peers, partners, and professionals across the industry to join us in Atlantic City on November 20th as we honor these trailblazers whose vision and impact continue to elevate the entire ecosystem.”
Sponsorship & Corporate Membership Inquiries:events@vbassociation.com Early interest is strong; capacity is limited.
About the Health & Voluntary Benefits Association (HVBA)
The Health & Voluntary Benefits Association is a leading industry organization committed to advancing innovation, education, and leadership in workplace and voluntary benefits. Through its national events, research, and recognition programs, HVBA brings together top professionals and organizations working to shape the future of healthcare and employee benefits.
About Humana
Humana is a Fortune 50 health insurance company committed to the health of our 17 million members. We’ve been offering Humana Group Benefits for over 50 years, with plans designed to keep businesses and their employees healthy, happy, and productive. Our group dental, vision, life, and disability plans offer exceptional service, large networks and modern benefits that serve a broad range of member needs.
About the Workplace Benefits Association
The Workplace Benefits Association is a collaborative initiative supporting benefit advisors, employers, and solution providers through education, advocacy, and community. In alignment with the HVBA, it amplifies voices across the benefits industry and honors excellence through the annual Hall of Fame and Leadership Awards.
