Fortune 100 health plan strategies, adapted for midsize employers.
Fortune 100 health plan strategies,
adapted for midsize employers.
FEATURED IN:
ABOUT THE FIRM ________
- MEN OF INNOVATION 2025 -
- LEADERS IN FINANCE 2026 -
FEATURED IN:
________
ABOUT THE FIRM
Fortune 100
strategy.
Middle-market execution.
HealthPlan X is a boutique employee benefits brokerage helping midsize employers manage health plan volatility through specialized solutions in alternative funding and unbundled contracting strategies. Drawing from healthcare purchasing models historically utilized by Fortune 100 organizations, HPX helps employers move beyond conventional carrier-bundled insurance structures and toward a more efficient, transparent, and modern approach to employee health benefits.
Fortune 100 strategy.
Middle-market execution.
________
FOUNDER STORY
FOUNDER STORY ________
Architect of modern
health plan design.
Since 2015, Matt Luciani has overseen more than $100 million in annual employer health plan funding across hundreds of client organizations, first as a Managing Partner of a regional employee benefits brokerage and later as a Principal of a national insurance services firm.
Over the last decade, Matt has worked extensively across the evolution of the employer health insurance market, from fully insured arrangements to level funded plans, self-insured structures, and captive funding models.
Through this experience, he developed a core observation that would ultimately shape the foundation of HPX:
A health plan's insurance structure alone rarely determines its long-term financial performance.
Rather, the primary drivers of plan economics are embedded within the underlying healthcare delivery framework itself, including provider contracting, pharmacy administration, and member navigation systems.
Throughout the 2010s, Matt observed large enterprise employers increasingly separate healthcare delivery functions from traditional carrier bundled insurance arrangements.
These organizations continued to rely on major insurance carriers for risk financing purposes, but they unbundled core healthcare delivery mechanics in favor of specialized administrators capable of improving pricing efficiency, transparency, and patient experience.
At the same time, most midsize employers remained confined to standardized insurance structures designed primarily for mass administration rather than long-term cost efficiency or modern workforce expectations.
In response, Matt developed specialized expertise in helping employers implement alternative funding and unbundled contracting strategies historically reserved for Fortune 100 organizations.
His approach focuses on separating risk financing from healthcare delivery mechanics in order to improve plan sustainability, modernize the patient experience, and create more disciplined long-term healthcare purchasing outcomes.
Matt launched HPX in 2026 to bring this institutional approach to the midsize employer market, helping organizations move beyond conventional policy procurement and toward a more sophisticated model of healthcare strategy, risk management, and workforce engagement.
INDUSTRY OUTLOOK ________
________
INDUSTRY OUTLOOK
Limitations of carrier-bundled healthcare.
Employer health plan costs have risen steadily over the last decade, driven largely by inflation in medical and pharmacy care. Midsize employers remain particularly vulnerable to these pressures because most continue to purchase healthcare through conventional carrier-bundled insurance structures that centralize provider pricing, pharmacy administration, and member navigation within a single insurance platform.
While these models historically offered administrative simplicity, they were designed for standardized mass administration rather than pricing efficiency, transparency, or modern patient expectations. As healthcare costs continue to accelerate, many employers are finding that conventional insurance arrangements provide limited flexibility to meaningfully influence the underlying drivers of plan performance.
Expansion of unbundled health
plan solutions.
Expansion of unbundled health
plan solutions.
Large enterprise employers have increasingly separated healthcare delivery functions from traditional insurance arrangements by partnering with specialized administrators focused on optimizing provider pricing, pharmacy procurement, and patient protocols. These unbundled contracting strategies have historically delivered significant efficiencies across key areas of plan spend and, in recent years, have become increasingly accessible to midsize employers with as few as 100 plan members.
Looking ahead, the long-term sustainability of midsize employer health plans will depend less on annual insurance negotiations and more on the ability to strategically manage healthcare purchasing itself. Employers that modernize their plan infrastructure and source healthcare through more efficient contracting models will be better positioned to control costs, improve workforce satisfaction, and maintain competitive benefits offerings in an increasingly complex healthcare environment.
Setting new course
to 2030 and beyond.
OUR APPROACH ________
________
OUR APPROACH
Healthcare delivery before insurance mechanism.
Most midsize employers continue to manage health benefits through an insurance procurement mindset, focusing primarily on the selection of a fully insured, level funded, or self-insured funding structure.
HPX operates from a different premise: employer health plans are not simply insurance products, but complex healthcare purchasing systems that determine how medical and pharmacy services are priced, sourced, administered, and accessed across the workforce.
Through this lens, we help employers separate risk financing from healthcare delivery mechanics, allowing them to actively manage underlying cost drivers rather than reacting to premium increases at renewal.
Rather than centering strategy around the insurance carrier itself, HPX focuses on restructuring the core operating framework of the health plan through specialized administrative partnerships across three key areas:
- Provider Network Contracting
- Pharmacy Benefit Management
- Third Party Administration
By optimizing these healthcare purchasing functions independently from the insurance layer, employers gain greater control over provider pricing, pharmacy economics, patient navigation, and overall plan performance.
Once the healthcare delivery framework has been properly engineered, HPX structures the appropriate Risk Financing strategy to support the model, creating a more efficient, transparent, and sustainable health plan over the long term.
Unbundled design for high performance.
Don’t compare quotes.
Solve for pricing efficiency.
OUR PROCESS ________
________
OUR PROCESS
Don’t compare quotes.
Solve for X.
HPX guides clients through four phases of health plan transformation, beginning with Diligence and Design to evaluate existing plan structures, identify inefficiencies, and develop a strategic blueprint for modernization.
From there, we transition into Execution and Optimization, coordinating implementation, vendor alignment, ongoing analytics, and active risk management oversight across the healthcare purchasing system.
The HPX process transforms health plan management from a reactive annual renewal exercise into a disciplined long-term operating strategy designed to improve plan economics, modernize the patient experience, and create sustainable performance over time.
Experience the HPX difference.
Other Firms
Brokers selling insurance products.
"We quote the entire market."
Generalists juggling multiple disciplines.
Benefits, commercial insurance, retirement, personal lines, etc.
Year-to-year and renewal-reactive.
Wait for renewal results and spreadsheet alternatives.
Preservation of legacy revenues.
Rigid, slow to adapt, and serving shareholder interests.
HPX Partners
Strategic risk management and administration solutions.
"Don't compare quotes. Solve for X."
Specialists delivering exceptional results.
Fortune 100 strategies, adapted for midsize employers.
Multi-year vision with proactive approach.
Year-round risk management, softening renewal impact.
Founder-led innovation.
High-touch, quick to adapt, and driving change in the market.
Plan Profile: 140 employees; $2.1M plan fund.
Problem: Rising prescription drug costs.
Solution: Independent pharmacy benefit manager.
Outcome: $350K annual plan savings.
Request Case Study →
Plan Profile: 100 employees; $1.3M plan fund.
Problem: Forfeiture of claims surplus to carrier.
Solution: Strategic risk financing arrangement.
Outcome: $120K annual plan savings.
Request Case Study →
Plan Profile: 210 employees; $3.5M plan fund.
Problem: Excess chemotherapy reimbursement.
Solution: High-performance third-party administration.
Outcome: $400K annual plan savings.
Request Case Study →
Plan Profile: 180 employees; $2.6M plan fund.
Problem: Network and coverage restrictions.
Solution: Independent third-party administration.
Outcome: Unrestricted patient healthcare navigation.
Request Case Study →
Plan Profile: 150 employees; $2.5M plan fund.
Problem: Rising provider and facility reimbursements.
Solution: High-performance medical network contract.
Outcome: $180K annual plan savings.
Request Case Study →
Plan Profile: 570 employees; $13M plan fund.
Problem: Inefficient and opaque claim funding.
Solution: Efficient and transparent risk financing.
Outcome: $1.4M annual plan savings.
Request Case Study →
Plan Profile: 160 employees; $2.1M plan fund.
Problem: Prescription drug rebate waste.
Solution: Independent pharmacy benefit manager.
Outcome: $250K annual plan savings.
Request Case Study →
Plan Profile: 70 employees; $1M plan fund.
Problem: Insufficient population risk scale.
Solution: Group-purchased risk financing.
Outcome: $120K annual plan savings.
Request Case Study →
Plan Profile: 140 employees; $2.1M plan fund.
Problem: Rising prescription drug costs.
Solution: Independent pharmacy benefit manager.
Outcome: $350K annual plan savings.
Request Case Study →
Plan Profile: 100 employees; $1.3M plan fund.
Problem: Forfeiture of claims surplus to carrier.
Solution: Strategic risk financing arrangement.
Outcome: $120K annual plan savings.
Request Case Study →________
CASE STUDIES
CASE STUDIES ________
Plan Profile: 140 employees; $2.1M plan fund.
Problem: Rising prescription drug costs.
Solution: Independent pharmacy benefit manager.
Outcome: $350K annual plan savings.
Plan Profile: 210 employees; $3.5M plan fund.
Problem: Excess chemotherapy reimbursement.
Solution: High-performance third-party administration.
Outcome: $400K annual plan savings.
Plan Profile: 180 employees; $2.6M plan fund.
Problem: Network and coverage restrictions.
Solution: Independent third-party administration.
Outcome: Unrestricted patient healthcare navigation.
Plan Profile: 150 employees; $2.5M plan fund.
Problem: Rising provider and facility reimbursements.
Solution: High-performance medical network contract.
Outcome: $180K annual plan savings.
Plan Profile: 570 employees; $13M plan fund.
Problem: Inefficient and opaque claim funding.
Solution: Efficient and transparent risk financing.
Outcome: $1.4M annual plan savings.
Plan Profile: 160 employees; $2.1M plan fund.
Problem: Prescription drug rebate waste.
Solution: Independent pharmacy benefit manager.
Outcome: $250K annual plan savings.
Plan Profile: 70 employees; $1M plan fund.
Problem: Insufficient population risk scale.
Solution: Group-purchased risk financing.
Outcome: $120K annual plan savings.
Plan Profile: 100 employees; $1.3M plan fund.
Problem: Forfeiture of claims surplus to carrier.
Solution: Strategic risk financing arrangement.
Outcome: $120K annual plan savings.
________
NEWS AND INSIGHTS
NEWS AND INSIGHTS ________
COMING SOON.
Founder’s
Perspective
Market
Intelligence
Platform
Partners