Brian Bellware

About Brian Bellware

Most organizations don’t have a health insurance problem.They have a risk management problem disguised as one.I know this firsthand.As a former plan sponsor responsible for healthcare coverage for hundreds of employees, I lived the annual cycle many executive teams face: rising costs, limited transparency, compressed renewal timelines, and high-stakes conversations — all with very little sense of control.Today, I partner with executive teams who want a more thoughtful, disciplined approach.I help organizations move beyond the status quo model of purchasing healthcare and toward people-first health plans that are: Financially transparent Intentionally designed Built to manage claims risk Supportive of a better member experienceThis work is not about replacing one insurance product with another or chasing the latest industry trend. It’s about helping leaders use insurance appropriately, understand where risk truly lives, and make decisions aligned with their organization’s values, culture, and long-term goals.In practice, that means working alongside CFOs, CEOs, and HR leaders to: Clarify the true drivers of health plan cost Evaluate funding and plan design options with confidence Lead change responsibly within their organization Bring stability back to one of their largest operating expensesI believe the most effective health plans are built when leadership operates with: Data instead of assumptions Strategy instead of reaction A long-term view instead of an annual scrambleIf you’re responsible for your organization’s group health plan and sense that there has to be a better way, you’re not alone — and you’re not stuck.Connect with me via the link in my bio.

Experience

1. Managing Principal, Michigan

   Gibson

   Jan 2023 — Present · MI, US

   Helping privately held organizations design and manage group health plans that prioritize long-term financial stability, transparency, and a high-quality member experience.Former plan sponsor with firsthand experience navigating renewal pressure, rising costs, and executive accountability.

Education

• Western Michigan University

  BA, Social Psychology

  1998 — 2002

Skills

• Process Improvement
• Management
• Team Building
• Talent Management
• Onboarding
• Employee Benefits
• Human Resources
• Customer Service
• Coaching
• Benefits Administration
• Applicant Tracking Systems
• Personnel Management
• Marketing
• Sourcing
• Leadership
• Organizational Development
• Healthcare
• Hris
• HR Policies
• Training
• Strategic Planning
• Employee Relations
• Screening
• Career Development
• Interviews
• Leadership Development
• New Hire Orientations
• Recruiting
• Fmla
• Employee Engagement
• Talent Acquisition
• Performance Management
• Succession Planning