With over two decades of Total Rewards experience in the healthcare industry, I joined The Partners Group as a Consultant within their Group Physician Advisory Services (GPAS) division. Our focus is on partnering with healthcare leaders and physician groups to develop innovative solutions across all areas of physician benefits. This role capitalizes on my extensive background in Total Rewards, particularly within hospital systems, large multi-specialty medical groups, and ancillary healthcare organizations.My experience encompasses leading strategic initiatives in all aspects of benefits, compensation, Human Resources, and HRIS. This background provides me with a deep understanding of potential challenges that may arise when refining or enhancing group benefit programs, enabling me to create proactive strategies to navigate these challenges effectively.We are dedicated to partnering with physician groups and healthcare leaders to navigate the complexities of benefits administration and communication. By integrating cutting-edge solutions with traditional benefits structures, we aim to enhance the effectiveness and sustainability of their programs.If you are a leader in the medical group or healthcare industry with responsibilities for physician benefits, I invite you to connect. I would welcome the opportunity to discuss how we may be able to support your objectives and drive results for your organization.

At Brandon Mouton Coaching, I specialize in empowering leaders and business owners not just to achieve their current career or business goals but also to build legacies that endure long after they're gone. Leveraging extensive corporate experience alongside firsthand insights from owning and running small businesses, I guide my clients through the complex landscape of business and personal growth. This helps cultivate a leadership style that delivers tangible results in every aspect of their lives.My approach is meticulously tailored to each leader’s unique vision and challenges. We dive deep into strategies that best leverage their strengths, fostering sustainable growth and significantly amplifying their impact. By focusing on legacy, I help my clients shape not only their futures but also the influence they wish to exert within their spheres.I offer personalized coaching sessions, leadership workshops, and strategic advisory services designed to equip leaders and business owners with the tools they need to thrive in complex environments and make decisions that align with their long-term aspirations and definitions of success. My goal is to transform my clients' mindsets in ways that promote sustainable growth, innovative thinking, and strategic, legacy-minded impact.If you are a leader or business owner looking to craft a vision that leaves a lasting legacy and are bold enough to take the necessary actions to achieve your goals, I invite you to connect. Together, we can develop a plan to not only meet your immediate goals but also establish a foundation that will perpetuate your legacy.

As Executive Director of Compensation and Benefits at Colorado Permanente Medical Group, the role reported directly to the CFO and led the strategic design and execution of a comprehensive total rewards program aligned with the organization’s goals. Served as a strategic advisor to the board of directors and executive team, developing competitive and sustainable strategies that impacted both long-term and short-term operational performance.Directed a complex physician compensation program supporting over 1,200 physicians and designing and implementing recognition strategies for physician leadership contributions. These programs were tailored to meet the strategic needs of the organization, ensuring alignment with market trends and organizational objectives.Led and managed the full spectrum of health, welfare, and retirement benefits functions included oversight of all medical, dental, life, disability, and other ancillary plans. The position provided administrative oversight for the group’s defined contribution and defined benefit pension plans, ensuring efficiency, effectiveness, and responsiveness to the needs of CPMG’s physicians.Additionally, the role served as a strategic advisor to other HR functions, guiding colleagues through complex HR issues and fostering an integrated approach to implement and manage initiatives that supported the group's organizational objectives.Negotiations with plan providers, vendors, and consultants were conducted to ensure that services aligned with strategic business goals. A key achievement was leading the successful transition of the group's HRIS system from ADP Workforce Now to UKG Pro, enhancing operational system capabilities.Maintained regular strategic communications to the board of directors and executive team, advising on trends, compensation and benefits changes, and strategic adjustments necessary for optimal total rewards plan administration.

Led the National Compensation team at Envision Healthcare, tasked with developing a unified enterprise compensation program for three healthcare service lines that were brought together through mergers and acquisitions. The role involved crafting and implementing a harmonized compensation framework to align leadership roles across the organization, crucial for attracting and retaining top talent in a highly competitive market. Coordinated with national HR and operational leaders to effectively deploy this program, realigning enterprise leadership structures and aligning compensation targets to support strategic corporate objectives.Additionally, directed efforts to simplify compensation processes to address complexities experienced as part of mergers and acquisitions, improving operational efficiency and reducing administrative burdens.

Responsible for leading the Compensation and Benefits team and HRIS, creating a Total Rewards view of compensation and benefits. This positions the organization to retain and attract physicians in a highly competitive market while implementing HRIS technology solutions to support HR objectives.Created and implemented strategies to consolidate a complex benefit credit and deduction structure into a streamlined cost-sharing approach that increased benefits for physicians and professional staff employees, while drastically reducing the amount of administration required to support the program.Served as senior leader and project manager of the conversion from Oracle HCM Cloud to ADP Workforce Now. The project included transitioning Human Resources, Benefits, Recruiting, Payroll, and Finance. At go-live, all areas of system functions were available and performing as designed.

Hired to direct and lead the Internal Benefits team through the modernization and transformation of existing health and welfare plans that support over 1,200 physicians and 125 professional staff employees in an integrated healthcare system. Implement strategies to increase the level of service and support provided to physicians while creating efficiencies within the Benefits and Human Resources teams.Partner with sub-committee chairs to create, validate, and propose strategies to support committee objectives as directed by the Board. Serve as the internal subject matter expert and advisor to the Board of Directors for key initiatives proposed by sub-committees.Responsible for overseeing compliance and administration of two defined benefit pension plans and one defined contribution plan. Direct the review, assessment, and presentation of defined benefit plan document restatements to maintain plan compliance. Lead a team of internal stakeholders and external ERISA counsel to ensure that documents across all retirement plans are up to date and consistent with plan administration specifications.

Directed and led the national benefits team in a heavily unionized environment with complex health and welfare benefit programs, supporting 28,500 employees across the United States. Served as a subject matter expert and strategic advisor to the senior executive leadership team and other departments to drive organizational initiatives. Successfully led the creation of stand-alone health and welfare benefit programs to support the divestiture of American Medical Response (AMR) from Envision Healthcare. The newly created program allowed for the successful divestiture of AMR without disruption to employee health and welfare plans, while preparing the organization to merge with an air medical company.Served as the leader and project manager for the transition and implementation of a third-party benefits administration solution. This implementation allowed for the consolidation of four legacy benefit administration platforms into one consolidated solution, resulting in administrative savings and continuity of employee experience. Led the strategy to consolidate legacy retirement plans and create a glide path to balance pension fund liabilities with annual funding requirements. The strategy resulted in the termination and consolidation of two legacy 401(k) plans into the company’s main 401(k) plan, resulting in reduced administration and compliance-related expenses to maintain legacy plans. The implementation of the proposed glide path resulted in the pension plan funding, allowing for lump-sum payments to reduce future plan liabilities.Supported significant merger and acquisition activity by creating proforma and executive summary processes to identify potential synergies/dis-synergies related to employee benefits programs between the company and targeted acquisitions. This resulted in clear identification and summaries of the potential financial impact related to health and welfare and retirement plans during the acquisition due-diligence phase.

Managed and led benefits teams in administration, implementation, compliance, data integrity, and process improvement for all health and welfare programs.Partnered with the external benefits support vendor to create a dedicated team model to provide initial and escalated employee support, resulting in an 80% reduction of call transfers to other departments, while increasing first call resolution and employee satisfaction. Successfully managed the implementation of ACA 1094 and 1095 reporting for 60,000 employees across three separate companies while meeting all compliance requirements. Led the transition of over $30M in HSA assets to a new vendor, resulting in simplified access to funds and claims payment options for employees. Selected to participate in an objective-based budgeting project to evaluate and refine the People Service function to drive efficiencies and process improvement. Multiple recommendations were implemented as a result of the project.

Managed a team of four direct reports responsible for training and supporting 15 separate field HR teams and 18,500 active employees. Implemented and managed a broad range of employee benefit initiatives, including serving as a benefits team leader and subject matter expert for all health and welfare plans, employee wellness incentives, leave of absence, and ADAAA policies and administration. Selected to represent the HR function and co-lead the system-wide HR assessment initiative under the direction of the Chief Human Resource Officer. The assessment focused on the system-wide HR processes and structure, resulting in several recommendations made directly to the system CEO and implemented to increase efficiencies through key strategic initiatives. Partnered with senior leaders to implement an organizational strategy to leverage high quality narrow networks through tiered benefit plan design to reduce self-insured health plan costs. The strategy included the transition to a private-label prescription benefits management program to maximize rebates while reducing per-script pharmacy fees, and a wellness incentive program that provided eligible participants with the ability to earn incentives to reduce medical plan premiums.Led successful benefits transition projects of three newly acquired hospitals, including benefits onboarding for employees, employed physicians, and executives. As a result, the newly acquired employees had access to full benefits on the acquisition date, without a lapse in coverage.

Created customer-focused processes and procedures related to benefits eligibility, qualifying life events, severance benefits, Continuation of Coverage (COBRA equivalent), FMLA leave policy, life insurance, and disability policies. Managed the implementation and ongoing administration of outsourced FMLA leave of absence processing to a third-party vendor, achieving a consistent process for all employees, and ensuring full compliance with state and federal FMLA laws. Served as the managing leader for Open Enrollment projects, including responsibility and oversight for all communications, vendor negotiations and management, HRIS, and payroll, as well as enrollment system setup, testing, and deployment.

Served as an individual contributor and subject matter expert for all life insurance, long-term and short-term disability plans, and COBRA administration. Identified and corrected a key miscalculation of employer-paid life insurance premiums, and negotiated premium overpayment to be applied to future premiums. Provided support to the Internal Benefits team and field HR departments regarding escalated employee benefit issues. Led project to implement the Human Resources intranet site, allowing for the conversion from printed employee benefits materials to a searchable online site, resulting in an annual savings of print fulfillment costs.

Served as a member of a four-person benefits service center team responsible for fulfilling a broad range of employee benefits functions, including COBRA administration, retiree record keeping, and third-party HR support for local and national clients. Co-created internal training and process materials for each new client based upon the client’s specific benefits administration requirements.