For employers reading this, I have a question. Have you received a shocking renewal increase on your employee medical health plan?

Here is a typical scenario playing out in today’s market. Claims are running reasonably well, and you have an 85% loss ratio. Large claims don’t have anything too scary, at least from your perspective. You’re expecting a 10% renewal increase but are really hoping for something under 6%. And then, you get a 20% increase on your renewal proposal. Whoa!

And now I have a second question – why were you surprised?

Let’s look at three drivers of the current employee medical health plan renewal increases. Two are driving the price of healthcare and one is driving utilization.

Delayed Healthcare Inflation

America is still recovering from the effects of the COVID pandemic and its impact on healthcare costs. We’ve all read stories about the strain on healthcare workers and subsequent influence on professionals leaving the field following the worst of the crisis. Who can blame them? They were working exhausting hours watching many of their patients lose their lives in an environment of political turmoil.

Those that remained in the field saw the appreciation and value of their services increase dramatically. Compensation began to adjust correspondingly and appropriately. As a result, hospital costs increased.

Sure, you say, I’ve read about this in the last couple of years. But I have had two renewals since then and both were manageable. Why is this having such an impact in 2024?

Part of the answer is that hospitals, providers, and carriers don’t renegotiate reimbursement agreements every year. Many hospital system renegotiations are on three-year cycles. So, the increases in labor costs that happened in 2021 and 2022 are just now being realized in higher carrier reimbursements to hospitals and providers. This is part of what is driving the highest healthcare trend increases since Congress passed the Patient Protection and Affordable Care Act (PPACA), also known as Obamacare. These increases in reimbursements translate into higher healthcare trend and larger insurance premiums.

Here is a look at healthcare trend over the past 17 years:

This doesn’t mean that nursing compensation increases are entirely responsible for your 20% renewal. We’re not laying all of this at their hardworking feet. My mother was a nurse and I know better than that!

Healthcare Provider Consolidation

Another contributing dynamic is hospital and specialty provider practice consolidation leading to reduced competition and higher healthcare prices. On the positive side, some research has shown that consolidation can lead to greater care coordination and quality of care. It has not, however, led to lower costs for patients and employer health plans.

Private equity has also played an expanding role as it has increased merger and acquisition activity in healthcare with a frequent focus on short-term profitability.

Pharmacy Spend Driven by New Utilization

Another factor that is also a significant cost driver beyond hospitals and provider offices has emerged – dramatic increases in glucagon-like peptide 1 (GLP-1) agonists utilization.

40% of GLP-1 users have taken the drug specifically for weight loss. As these medications move from injectable to oral therapies, this segment will continue to grow and employers covering these drugs will see additional GLP-1 users.

J.P. Morgan Research forecasts that the GLP-1 category will reach $44 billion in 2030 specifically related to weight loss as shown in this chart:

There is Hope for This Year’s Renewal

For employers, COVID-era pressure to retain employees led to a status quo movement. No major health plan changes – just hang on and power through. With the trends now happening in the healthcare cost environment, the status quo may no longer be affordable.

Fortunately, there are more creative options than ever before for plan sponsors to find cost savings and identify high quality providers. Some are wholesale plan changes while others are precision programs. The best solutions can help provide options to deal with your surprise renewal. Combining these solutions, the Employee Benefits team at Holmes Murphy has reduced healthcare trend increases for our book of business to 4%, or about half of the national average.

Ready to learn more about reducing your healthcare costs? We’re here to help. Contact us today and let’s start a conversation!

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Have you ever found yourself pondering how insurance company CEOs sleep at night knowing they have billions upon billions of dollars in property insurance values exposed to catastrophic losses at any given time? Ponder no more!

At Holmes Murphy, we and our clients operate every day in the “primary” commercial insurance market. We work with our clients to secure property limits often in the tens and hundreds of millions, or even billions, of dollars. More broadly, if you stand in the middle of any town or city and look around, or gaze down from your airplane window at the cities and towns below, every man-made structure you see is almost certainly insured. And as we all know, every so often, catastrophe strikes.

So, how do insurance companies manage this massive exposure? How do they continue writing business, even in “disaster-prone” areas? Like the structures you see in your city or town, or below you from the airplane window, those insurance companies too are almost certainly insured.

Transferring Risk With Reinsurance

Insurance companies can reinsure potential losses for nearly all lines of business including property, general liability, auto liability, etc. Because it is probably the most tangible and quantifiable example, I’m going to focus on two specific types of property reinsurance: treaty and facultative.

In both cases, the insurance company (cedent) cedes risk to the reinsurance company (reinsurer). The reinsurer agrees to assume that risk in exchange for a premium in the same way our clients transfer risk to insurance companies for a premium.

Treaty Reinsurnace

A reinsurance treaty is generally an annual contract between the cedent and the reinsurer where the reinsurer assumes a certain amount of the cedent’s risk on a book of business basis. The cedent and reinsurer agree to a set of guidelines within which the cedent will write policies for its customers, and the reinsurer will cover either a proportion of every loss on a percentage basis or will reimburse the cedent for losses above a certain threshold on an excess basis.

In a treaty arrangement, the reinsurer does not need to see every single transaction the cedent engages in; the cedent just needs to stay within the agreed upon underwriting parameters in the contract. This could mean capping limits for flood or earthquake at a certain amount, not writing a particular class of business (i.e. fireworks manufacturers), etc. The cedent’s book of business is typically subject to audit by the treaty reinsurer to confirm it is abiding by the treaty.

Facultative Reinsurance

Facultative reinsurance applies to individual risks, as opposed to a whole book of business, where the insurance company can decide to cede a portion of its risk to a reinsurer at the policyholder level. For instance, say a policyholder has $100M of values exposed in a wildfire zone across 10 locations (each valued at $10M). The insurance company is willing to accept the risk of a fire destroying four locations totaling $40M but would not be comfortable paying a loss greater than $40M. The insurance company can cede the remaining risk to a reinsurance company by purchasing facultative reinsurance in the amount of $60M, excess of the $40M of risk it retains, specific to the peril of wildfire for this individual policy holder.

To get even more granular, the insurance company can buy reinsurance on an individual location (called “spot fac”) when it wishes to cap its exposure for a particular building or campus. In a facultative reinsurance arrangement, the cedent often passes most or all its costs for purchasing reinsurance down to the policyholder in the form of additional premium.

Reinsurance Market Recovery

Reinsurance is a significant operating cost for insurance companies. Over the last several years the increased frequency and magnitude of catastrophic events, financial market volatility, inflation, and increased cost of capital have combined to make the property reinsurance market particularly challenging.

In 2022 and 2023, reinsurance costs for many carriers were increasing to the tune of 50% or, in some cases, even 100% annually. As a result, insurance companies were forced to either pay more for reinsurance or purchase less of it and retain the exposure themselves. With treaties operating behind the scenes on almost every policy an insurer writes, plus additional spend for facultative purchases, reinsurance has been a major factor in the perpetuation and continuation of the hardening insurance market.

Thankfully in 2024, we have begun to see far greater stabilization in the reinsurance market. In some cases, these costs are coming down. We are starting to see this stabilization trickle down into the primary insurance market as conditions are starting to improve. With a little luck in the weather department, this stabilization should continue so that policyholders fatigued by six years of rate hikes will finally get some relief.

Our Experts Protect Your Business

Anyone who runs a business or works in insurance knows risk management is one of the many keys to success, but knowing how to do it well can be intimidating. That’s where the experts at Holmes Murphy can help. We understand your organization’s unique needs and can design a plan that protects what matters most.

If you’re ready to chat about reinsurance or have questions about anything else in the world of Property Casualty, reach out today and let’s get started!

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When tasked with engaging and educating their employee base about their employee benefits, HR experts often lean into traditional tried-and-true delivery methods. Town halls, quarterly earnings calls and regular department meetings have their rightful place in the strategic communications plan for any organization, but more non-traditional methods that offer low-risk and high reward opportunities shouldn’t be ignored.

Seize the Moment

Most employers operate under a calendar year benefits schedule, which means each fall offers up a key moment in time to deliver valuable messages to employees while you have their full attention.

Annual benefit plan enrollment, also known as open enrollment (OE), provides a renewed focus on physical, mental, and financial well-being for your entire employee population – regardless of whether they sit in a corner office or serve customers hourly.

Whether your company is conducting an active open enrollment where employees need to opt in to selecting healthcare coverage plans even if they have done so in the past or a passive approach when coverage rolls over year-over-year without the employee taking any action, open enrollment offers a tangible moment for key message delivery, particularly with frontline employees.

Communication Builds Connection

If employees only log in to your HRIS or benefits administration system one time a year, it’s most likely during the crucial open enrollment period. That’s because OE delivers highly on the “what’s in it for me” (WIIFM) scale.

This offers an opportunity to strike while the iron is hot and highlight the most important takeaways for your employees. However, even though OE is arguably the single most important time of the year for employees to connect with your HRIS and HR team, engaging hourly team members remains an uphill battle for most employers.

It’s no secret that the most disengaged employees within many organizations are frontline or hourly team members. While this population is furthest from the crucial decision-making process, they are often at the tip of the spear when it comes to execution. They serve as the face of the organization and represent the company to its customers, yet they are often the population the least ‘in the loop’ with strategic business decisions and direction.

This disconnection can result in low morale and high turnover rates if companies don’t prioritize communication and education about mental, physical, and financial wellbeing when the opportunity arises, especially around open enrollment.

As we transition from summer to fall, now is a prime time to kick-off communications with employees at all levels about their benefits. Consider creative ways to engage with employees beyond the usual email reminders, such as:

• Interactive webinars
• Serving up bite-sized content via internal instant messaging channels
• Delivering key messages via text
• Gamifying the process with incentives for completing OE-related tasks such as health screenings
• Offering volunteer opportunities that connect your employee benefits to the importance of overall health and wellbeing

Non-traditional approaches can boost your participation rates and provide new opportunities to activate notoriously tough-to-reach frontline employees.

Maximize Your Open Enrollment

As the employee benefits landscape continues to evolve, the experts at Holmes Murphy are here to help engage your employees with tailored consulting services and plans that address the unique needs of your stakeholders. If you’re looking for assistance with your enrollment support and communication, reach out today and let’s get started!

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With over 20 years in the Employee Benefits industry, I’ve seen firsthand how the workplace is evolving at a breakneck pace. Cutting-edge technology, changing generational expectations, and the aftermath of a global pandemic have disrupted traditional norms.

In this dynamic environment, how can organizations stay ahead to attract and retain top-tier talent? The key lies in reimagining employee benefits to meet the demands of today’s workforce. Here are some emerging trends reshaping the marketplace.

Growing Focus on Mental Health

“Wellness” has been a buzzword in the Employee Benefits space for decades, but it has traditionally centered around physical health. Recently, as we grapple with one in five U.S. adults experiencing some sort of mental illness, employers have begun to implement and promote programs focused on mental health.

Specific types of employee benefits and programs that are becoming more common in the marketplace include:

• Enhanced Employee Assistance Programs that include training for managers
• $0 Copays for mental health services for in-person or teletherapy
• Mental health screenings and assessments
• Mindfulness and stress reduction programs

These benefits represent an evolving strategy that treats mental health with the same level of importance as our physical health.

Financial Wellness Education and Programs

Financial wellness is a crucial component of overall well-being. A recent PwC study found that 57% of employees cite finances as their top stressor. To reduce this stress and boost productivity, employers are partnering with financial wellness experts to offer:

• Basic financial literacy education
• Personal and household budgeting tools
• Financial goal setting and planning resources
• Student loan repayment management
• Various budgeting aids

Ensuring employees have the education and tools they need to understand and manage financial wellness has become a pivotal aspect of employee benefits.

Data and Analytics

Advancements in technology and data analytics provide organizations the opportunity to tailor benefit offerings to individual needs. Investments in robust benefits administration platforms can streamline processes and enhance access to information. Together, these can improve employee satisfaction and engagement.

Determining what your employees want is another crucial component to developing an impactful employee benefits strategy. Taking the time to investigate and collect input and data from your employees instead of selecting new trendy benefits and hoping for a good fit will save you time and money in the long run.

Our Experts Understand Evolving Employee Benefits

These are just a few of the trends that represent the beginning of the transforming landscape of employee benefits, which continues to grow in cost and complexity. At Holmes Murphy, we have a team of dedicated professionals with their fingers on the pulse of these market changes.

If your organization needs assistance in navigating these challenges to attract and retain top talent, reach out today and together, we can create an employee benefits strategy that meets the needs of today’s dynamic workforce and positions your organization for success.

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Back in May, Holmes Murphy kicked off our 24th summer internship program and welcomed over 80 interns across our various locations. In Cedar Rapids, we welcomed five enthusiastic young professionals with the aim of teaching them about all things Holmes Murphy. We immersed them in our vibrant culture and introduced them to our clients and the community. What we didn’t anticipate was how much they would teach us.

Real-World Client Experience

Our goals for the interns included a deep dive into our Employee Benefits and Property Casualty services, job shadowing, professional skill development, and ensuring they had a robust understanding of how we best serve our clients. We also emphasized building connections with colleagues and other professionals within the Cedar Rapids community.

The interns began their summer by learning about Holmes Murphy and the insurance solutions provided by our subsidiaries. They shadowed us on various client visits, whether it was a mid-year review, strategy session, renewal discussion, or simply a relationship-building meeting. The interns attended these meetings, took extensive notes, interacted with clients, and asked insightful questions about their businesses.

During our return trips to the office, the interns eagerly questioned their Holmes Murphy mentors about the insurance terminology and strategies discussed with clients. These moments were perfect opportunities to teach them how we support clients, promote workforce health, and minimize risk. Their perspective was invaluable, offering a fresh take on the language and methods we use in our roles and helping us refine our communication to better serve our clients and onboard the next generation of Holmes Murphy employees.

Learning and Laughing

When not attending meetings, the interns were at the office honing their professional skills through table topics and office presentations. Each of them embraced the opportunity to speak, whether rehearsed or impromptu. They displayed confidence, listened intently to their peers, and actively sought feedback. Their eagerness to learn extended beyond insurance; they were keen on building relationships and improving their communication skills. These experiences also helped us refine our own skills, as we made ourselves vulnerable during presentations and offered honest responses to their questions.

The interns also worked to establish relationships within our office and participated in our friendly competitions. They were often the first to greet others in the morning, give nicknames to coworkers, engage in lunchtime conversations, and participate in activities like pickleball and office events. Their involvement, personal connections, and efforts to bring the office together for celebrations or stress relief spread genuine joy among our team. Who knew a little creativity could get everyone up from their desks to run around, throw a ball, and tackle trivia questions? Fun is an essential part of our job, and the interns reminded us of that.

Inspired by Our Interns

So, how did the summer go? I asked all the interns to describe Holmes Murphy in one word. They chose welcoming, caring, and family. When asked about the most important lesson they learned, they all emphasized the importance of building and fostering strong relationships.

To our Cedar Rapids interns, thank you for an amazing summer. We look forward to seeing you in our office again very soon. We appreciate all the lessons you taught us, especially the reminder to never stop learning.

Whether you’re looking for an internship or a new career opportunity, check out our current job openings and reach out to learn more about why we love what we do and who we do it with here at Holmes Murphy!

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When you’re building a thriving safety culture, you can’t just dip your toe into the water – your entire organization must live and breathe it. If your company’s safety leader mandates that safety glasses much be worn in your shop but that person doesn’t follow the policy themselves, your credibility weakens and your employees are less likely to follow the policy or take the leader seriously in other matters. Your safety culture needs to be consistent and authentic to ensure your organization is meeting and exceeding expectations.

You might be thinking, “My company abides by the standards set by OSHA, EPA, MSHA, DOT, etc. So, our safety culture must be thriving already.” While aligning with laws, standards, and guidelines provided by governing groups is crucial, these standards are the bare minimum and do not create a safety culture on their own.

Think about it this way – if your employees only performed to a bare minimum standard, would your customers be impressed or expect something more that sets your company apart from the rest?

Connection Creates Buy-In

Creating a safety culture requires your team and leadership to be committed to achieving higher standards that differentiate your business not only for your clients, but for your current and future employees as well. But, how do you get the buy-in you need to go beyond the bare minimum?

Buy-in is about trust, and earning the trust of your team starts with getting to know them.

By talking with your employees and leaders, you can build a genuine connection and learn more about their individual perspectives on safety. Define what safety means for you and the company and illustrate how building a safety culture is important not just from a work perspective, but for the personal safety of employees and their loved ones’ peace of mind.

It might seem counterintuitive, but making conversations about safety solely about compliance isn’t as effective as being intentional about your safety culture and the safety of your employees and clients.

Steps Toward Your Safety Culture

Once you’ve gained a better understanding of what safety means for your team, you can create a roadmap that details what you need to reach your ideal safety culture.

Start with identifying your company’s mission. Your mission isn’t just the service or product your company delivers. Look back at why the organization was founded, what leaders and employees are passionate about, and what it is you hope to accomplish with the company. Once you’ve identified your mission and described it in the brief but clear mission statement, communicate it widely throughout your organization.

You’ll also want to identify your core values. Every company is different, so choose positive and impactful words and behaviors that you already see or want to see more of in your team. It can also be helpful to identify words and behaviors you do not want associated with your company, such as toxic traits or bullying. By acknowledging the contrast between who you do and don’t want to be, you can set the bar high for your safety culture.

Finally, define your safety culture. What does safety mean to your employees, clients, and the company as a whole? Align what you learned in conversations with your team with your mission and values to elevate your safety culture beyond compliance with the goal of being best in class at every jobsite.

Our Captive Experts Are Here to Help

Your safety culture isn’t a one-and-done thing – it’s important to be vigilant to ensure your standards are being met and the company is moving forward with your safety culture, mission, and values as your compass.

If you need assistance with your safety culture or you’re ready to learn more about becoming a Captive member, reach out today and let’s get started!

The post Your Roadmap to Building a Thriving Safety Culture appeared first on Holmes Murphy.

The mergers and acquisitions (M&A) market experienced uncertainty in 2023 and a recent Deloitte’s 2024 M&A Trends Survey revealed dealmakers are feeling optimistic about a rebound in the coming year. Navigating M&A deals is incredibly complex and both buyers and sellers need protection to manage the risks that accompany these transactions.

Corporate transactions are full of uncertainties that can impact the financial outcome. Representations are made in the transaction process that can lead to liability down the road. There can be issues that are overlooked in the due diligence process.

Any company considering a merger or acquisition should consider the risks of aligning with an unknown entity. Representations and Warranties (R&W) insurance can be an important risk transfer product to consider including in your transaction process.

In most M&A transactions, there is an escrow or an amount of money representing a percentage of the transaction that has a delayed distribution to cover issues that arise in the first few years following the transaction. Representations & Warranties insurance products often take the place of the escrow and accelerate the financial distributions. These R&W products are customized to each transaction allowing for a bespoke policy that fits perfectly.

Is Representation & Warranties Insurance Right for You?

If you are contemplating a corporate transaction, merger, or acquisition, R&W insurance might be right for you. Representation & Warranties insurance is often purchased at the time of the sale of a company or similar transaction. It is a specific type of transactional risk insurance designed to cover breaches of representation and warranties in the transaction agreements.

Representation & Warranties insurance can be purchased in the name of the buyer or seller of the company. It is most often elected by the buyer, what is referred to as a “buy-side” policy. This coverage addresses the risks to the buyer in the purchase. Policies can also be purchased strictly to benefit the seller, although this is less common.

Pricing is based on the value of the transaction and the limit of the policy. An underwriting fee is also generally assessed by the insurance carrier. While R&W is often used in large (over $150M) and mid-sized transactions (over $50M), smaller transactions (under $20M) can be covered by some of the newer products now available in the marketplace.

Don’t forget that a Directors & Officers (D&O) run-off (or Tail) policy is important to help to bridge the gap between legacy liabilities and what would be covered by Representation & Warranties insurance. For large and complex transactions R&W insurance is highly recommended in addition to the D&O tail policy.

Navigate Your Risk During a Merger or Acquisition With the Experts

When you’re preparing for a merger, acquisition, or complex corporate transaction, the last thing you want to worry about is unforeseen risk. Representation & Warranties insurance can help, and you’ll want to work with an experienced broker you can guide you through the process. That’s where we come in.

Holmes Murphy is home to a talented team of experts with extensive experience in placing transactional risk policies like R&W insurance. Our network of strategic partners and access to top markets throughout the industry mean that we meet needs on your deadline. Have questions about R&W insurance or other transactional risk? Reach out today and let’s talk!

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While it’s hard to believe, this month marked my 10-year anniversary at Holmes Murphy. To say the time has flown would be an incredible understatement!

My career journey has been unique, as I joined Holmes Murphy in 2014 from outside of the insurance industry after a decade in business development within the advertising and media space. Since my time at Holmes Murphy, I have been afforded many opportunities to stretch, learn, and grow through my various roles and experiences.

From Sales to the formation of our Holmes Murphy Foundation in 2017, co-building BrokerTech Ventures in 2019, and now leading an incredible team of marketeers as Chief Marketing Officer, I do not take for granted that I have been able to activate my unique potential throughout this journey. At every step of the way, I’ve been fortunate to work alongside team members and leaders I admire and who carry strengths where I may fall short. My experience truly illustrates our “soul” purpose at Holmes Murphy – to care for the unique potential of our employees and clients alike.

Free to Choose Our Future

This week, we will be celebrating a holiday at Holmes Murphy – our own “Independence Day.” We coined this celebration in 2022 to mark our 90th anniversary, whereby we honor and celebrate the fact that through our business independence and private ownership model, we are able to make decisions which benefit our employees, our clients, and our communities. We are not burdened with the pressure or influence from outside parties or the stock market.

This independence is also what has allowed me – and so many others – to glean rewarding and fulfilling careers at Holmes Murphy. I am deeply grateful to our founders, and current leadership, for the decisions we have made to continue this model that perpetuates our company and opens up opportunities for the teams and talent yet to come.

To “Love What You Do and Who You Do It With” may be our Employee Value Proposition, but these words are richly embedded into the culture and fabric of Holmes Murphy. I am grateful to have been able to contribute over the last decade and can’t wait to see what’s ahead in our bright future.

Experience the Energy of Holmes Murphy

If you’re ready to take your career in a new direction or simply want to learn more about Holmes Murphy, I’d love to connect. Check out our current job opportunities!

The post Celebrating Milestones and Independence appeared first on Holmes Murphy.

“A problem well-defined is a problem half-solved.” For Chris Murphy, our Vice President of Commercial Risk & Safety, it’s important to truly understand your challenge before implementing a technological tool in an attempt to solve it.

When it comes to protecting your business, knowing what you need can save you time and money when considering investing in new technology. The experts on our Risk & Safety team are here to help you identify unique obstacles and solutions so you can focus on what really matters. Reach out today and let’s talk!

The post Can Technology Accelerate Your Risk Management Program? appeared first on Holmes Murphy.

Anyone starting a new role or working in a new area knows that connecting with colleagues and organizations in your community is easier said than done. We all know networking is important, and there are countless articles on how to do it well, but cultivating genuine connection takes more than a good icebreaker and exchange of business cards.

When I joined our Holmes Murphy Dallas office, I was eager to connect not only with my colleagues and leaders in the office, but also those in the surrounding business and insurance community. In a city as large as Dallas, it was important to be intentional about connecting with organizations that not only made sense for my industry, but also resonated with my own interests and experiences as a Black insurance professional.

Fortunately, I found two great organizations that did exactly that – the Dallas Black Chamber of Commerce and the National African American Insurance Association.

Find Professional Organizations in Your Area

For those who aren’t familiar with their work, the Dallas Black Chamber of Commerce and the National African American Insurance Association both provide opportunities for networking and professional growth for Black business and insurance professionals. The Dallas Black Chamber of Commerce is an advocate for the creation, growth, and overall welfare of African American businesses in the Dallas community, while the National African American Insurance Association serves as a network for people of color in the insurance industry across the country.

Connecting with these organizations gave me the opportunity to meet new people, learn about the business community in Dallas, and grow as a professional. I’ve been proud to share what we do at Holmes Murphy with the great people in the groups and learn more about their companies. Whether a business is large or small, we’re all striving to succeed and serve our clients here in Dallas and beyond, and fostering these connections enriches each of us personally and professionally.

If you’re unsure where to start looking for professional organizations to join, start in your own backyard! Not literally – what I mean is to look in your neighborhood, specific region of your city, or even in your county. There are numerous professional organizations and associations looking to grow and impact more of their community, and making connections with these groups can help you build bridges between your company and clients you might not have connected with otherwise. I’ve been fortunate to have several awesome opportunities and connections arise from my work with the Dallas Black Chamber of Commerce and National African American Insurance Association, and I’m confident that nurturing these relationships will yield even more authentic partnerships.

Supportive Leaders Champion Connection

Your participation and contribution to professional organizations reflects not only on your own character, but also on the mission and values of your company.

I chose Holmes Murphy because of the opportunity for unlimited growth, amazing people, and supportive culture that makes diversity, equity, and inclusion (DE&I) a priority. We embrace our differences and share our unique perspectives and experiences to support each other and our clients with intentionality and care. Whether you’re a member of one of our Employee Resource Groups (ERG) or taking part in educational and volunteering opportunities that uplift our communities, knowing that DE&I is fundamental to our culture and success is one of the many reasons we love what we do and who we do it with at Holmes Murphy.

I also knew Holmes Murphy was the place for me because of the supportive leadership. Marc Pinney, Vice President for Employee Benefits on our Dallas team, encouraged me from day one to be active in our community and shine a light on ways we could be more intentional about developing relationships with new businesses and clients who may not know what Holmes Murphy can offer. His support illustrates our culture of care, which includes how we treat each other and our clients.

Our Purpose is Your Unique Potential

We say it a lot around here, and it’s pretty cheesy, but there really is no place like Holmes. Whether you’re looking to transition to a new role or connect with an insurance broker who truly cares about your unique needs, Holmes Murphy is the place for you. If you have any questions about my experience or want to learn more about the Holmes Murphy difference, reach out today and let’s chat!

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