Health Rosetta is an ecosystem of advisors, vendors, and employers committed to fixing the broken incentives in American healthcare — one employer health plan at a time. As a Health Rosetta Advanced Advisor, I help employers apply these principles to build high-performance plans that deliver better outcomes at lower cost.
Health Rosetta is a certification and ecosystem founded on the belief that the U.S. healthcare system is not broken by accident — it's broken by design. Misaligned incentives, hidden fees, opaque pricing, and a lack of accountability have made employer-sponsored healthcare far more expensive than it needs to be.
Health Rosetta Advanced Advisors are trained to identify and eliminate these structural problems. Rather than simply placing coverage and collecting commissions, certified advisors emphasize transparent compensation, aligned incentives, conflict disclosure, and processes designed to support the plan sponsor's fiduciary responsibilities — working in the employer's interest, disclosing all compensation, and building plans around data and outcomes rather than carrier relationships.
The Health Rosetta framework has been adopted by hundreds of employers across the country, from small businesses to large self-funded groups, and has consistently delivered meaningful cost reductions while improving the employee experience.
Advisors disclose all compensation — commissions, fees, overrides, and bonuses — so employers can evaluate advice without wondering about hidden incentives. Fiduciary-level transparency is the baseline, not the exception.
High-performance plans are built on claims data, utilization analysis, and benchmarking — not carrier proposals and renewal spreadsheets. Employers who own and analyze their data make better decisions.
Direct Primary Care (DPC) and advanced primary care arrangements reduce ER visits, specialist referrals, and unnecessary procedures. Investing in primary care access is one of the highest-ROI moves in benefits strategy.
PBM contracts are among the most opaque arrangements in healthcare. Health Rosetta advisors audit PBM agreements, eliminate spread pricing, and implement transparent pass-through models that dramatically reduce pharmacy spend.
Directing employees to high-quality, high-value providers for complex procedures — surgeries, cancer care, cardiac events — reduces complications, readmissions, and total cost of care while improving outcomes.
Employees navigating the healthcare system need real support — someone to help them find the right provider, understand their bill, and resolve disputes. Advocacy services reduce cost and improve satisfaction.
Self-funded plans give employers access to their own claims data, eliminate carrier profit margins, and enable plan design flexibility that fully-insured products cannot match. The right stop-loss structure manages the risk.
A high-performance health plan is not a set-it-and-forget-it product. It requires quarterly data reviews, vendor accountability, employee communication, and continuous optimization — not just an annual renewal conversation.
Documented examples
These examples are published by Health Rosetta. Results are reported by the source and should be evaluated in the context of each employer's plan design, workforce, and implementation period.
Florida · hospitality
Health Rosetta reports approximately $315 million in healthcare savings since 1971 and per-capita spending 50% below the average employer.
The published case study describes an onsite medical center, accessible primary care, care navigation, evidence-based chronic-condition support, and focused management of major cost areas.
Read the Health Rosetta case studyEmployers and unions across the U.S.
Health Rosetta recognizes winning plans for high Plan Grader™ scores, use of the Health Rosetta Dividend, and a collaborative commitment to share what they learn.
The 2026 cohort includes organizations ranging from manufacturing and technology to municipal and nonprofit employers, illustrating that high-performance plan work is not limited to one industry or employer size.
View the 2026 Rosie Award winnersMultiple employer and purchaser types
Health Rosetta's library brings together examples from companies, cities, unions, and other purchasers to show the practical work behind high-performance health plans.
The library highlights recurring themes: aligned incentives, strong primary care, and active management of major cost categories such as prescription drugs and complex procedures.
Explore the Health Rosetta case study library"Employers deserve more than a once-a-year renewal conversation."
The REBC® designation is awarded and administered by the National Association of Benefits and Insurance Professionals (NABIP), which acquired the program from The American College of Financial Services in 2017. It represents advanced expertise in the design, implementation, and management of employee benefit programs. To earn the REBC®, candidates must complete a rigorous curriculum covering group health insurance, disability income, retirement plans, and benefits law — and pass comprehensive examinations in each area.
The REBC designation signals that an advisor has gone beyond basic licensing to develop deep, tested knowledge of the full benefits landscape. For employers, it means working with someone who understands not just how to place coverage, but how to design a benefits program that serves the organization's long-term goals.
The CSFS® designation is awarded by the Health Care Administrators Association (HCAA) and certifies specialized expertise in self-funded health plan design, stop-loss insurance, TPA relationships, and the regulatory environment governing self-insured arrangements. It is a leading credential for advisors working with self-funded employers.
Self-funding is one of the most powerful tools available to mid-size and large employers — but it requires specialized knowledge to implement correctly. The CSFS designation means an advisor has the technical depth to structure stop-loss coverage, evaluate TPA contracts, manage claims data, and navigate ERISA obligations in a self-funded context.
The Health Rosetta Plan Grader is a structured assessment of your employee benefits program against the Health Rosetta framework — evaluating your plan design, funding strategy, vendor relationships, and cost trajectory against what high-performing employers are actually doing.
You'll receive a plain-language report identifying where your plan is strong, where it's falling short, and what specific changes could move the needle.
I work with employers across Northwest Arkansas and beyond to implement Health Rosetta strategies — transparent advice, data-driven decisions, and plans built for long-term performance.
Deep dives on self-funding, PBM strategy, ACA compliance, and cost containment — written for employers who want to understand the details.
