Innovative risk management solutions
for the modern employer health plan.
Innovative risk management solutions
for the modern employer health plan.
FEATURED IN:
ABOUT THE FIRM ________
- MEN OF INNOVATION 2025 -
- LEADERS IN FINANCE 2026 -
FEATURED IN:
________
ABOUT THE FIRM
Fortune 100
strategy.
Middle-market execution.
HPX Partners is a boutique employee benefits consulting firm that helps midsize organizations control health plan costs by applying the same specialized risk management strategies used by Fortune 100 companies to reduce claim volatility and stabilize insurance premiums over the long term.
Fortune 100 strategy.
Middle-market execution.
________
FOUNDER STORY
FOUNDER STORY ________
Since 2015, Matt Luciani has overseen $100M+ in annual health plan funding across 200+ employers as a Managing Partner of a regional employee benefits brokerage and then Principal of a national insurance services firm.
Matt has both studied and facilitated evolution in the employer health insurance market over the last decade from fully-insured policies to level-funded plans, to self-insured arrangements, and more recently to captive and consortium funding models.
In navigating these product developments, Matt has found that a plan's insurance structure alone rarely alters its financial trajectory. Rather, cost containment is ultimately achieved by addressing the underlying drivers of claim risk: medical and pharmacy unit costs.
In recent years, Matt has developed deep expertise in helping his clients hedge against rising medical and pharmacy costs by managing healthcare inputs at their core rather than reacting to insurance renewals.
Through the application of strategic administrative partnerships traditionally reserved for Fortune 100 enterprises, Matt provides stability in healthcare procurement to smaller employers bearing the most exposure to inflationary pressures.
Matt launched HPX Partners in 2026 to bring his specialized expertise to midsized employers seeking to move beyond the status quo of policy-quoting and into a future of sustainable health plan outcomes.
Artisan in health
plan infrastructure.
________
INDUSTRY OUTLOOK
INDUSTRY OUTLOOK ________
Employer health plan premium increases have outpaced wage growth over the last decade, driven by rising costs in medical and pharmacy care. Smaller employers are most exposed to these pressures, having long been subject to standardized insurance policies that facilitate healthcare purchasing through rigid and inefficient pricing structures.
Healthcare cost trend
driving plan spend.
By contrast, larger employers have increasingly leveraged scale to contract with specialized administrators who actively manage cost inputs across the healthcare ecosystem, generating up to 40% improved efficiency in key areas of plan spend. In recent years, solutions have expanded access to plans with as few as 100 members.
Paradigm shift and
solution expansion.
Looking ahead, the ability of smaller employers to maintain health plan solvency into 2030 will hinge on sourcing fair-market pricing amidst ongoing healthcare inflationary pressures. HPX meets plan sponsors at this inflection point, guiding them out of a quote-comparison mindset and into one of strategic supply chain management.
Setting new course
to 2030 and beyond.
________
OUR APPROACH
OUR APPROACH ________
Many employers view group health benefits as a commoditized insurance purchase, operating under the assumption that claim risk is uniform and primarily addressed by selecting between fully insured and self-insured funding mechanisms.
HPX operates from a different premise: health insurance is not just a risk-transfer mechanism, but a complex healthcare supply chain that governs how medical and pharmacy services are sourced, priced, and delivered across hundreds of member interactions each year.
Through this lens, HPX manages health benefits as a large-scale purchasing system, actively controlling cost inputs and pricing dynamics at the point of care rather than reacting to them at plan renewal.
Supply chain before
insurance mechanism.
We guide plan sponsors beyond the narrow task of selecting an insurance mechanism, instead refocusing management efforts on optimizing the plan's healthcare supply chain, which operates on three functional pillars:
- -Provider Network Contracting
- -Pharmacy Benefit Management
- -Third-Party Administration
Once the plan's economics have been engineered for maximum efficiency, HPX structures the appropriate Insurance and Risk Financing to support the supply chain strategy, producing predictable renewals and sustainable long-term financial outcomes.
Engineered for
high performance.
Don't compare quotes.
Solve for claim risk.
OUR PROCESS ________
________
OUR PROCESS
Don’t compare quotes.
Solve for X.
HPX guides clients through four phases of health plan management, beginning with a Diligence and Design engagement to evaluate risks and map strategic solutions. In these stages, we build a blueprint for dynamic plan controls that unlock high-impact cost efficiencies without disrupting the member experience.
From there, we transition to Execution and Optimization, coordinating seamless implementation and ongoing risk management activity. The HPX process transforms health plan management from a reactive renewal exercise into a disciplined operating system, combining architectural precision with active oversight to produce sustained financial performance.
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.
Opaque financial interests.
Commissions and retention bonuses incentivize renewal inertia.
Preservation of legacy revenues.
Rigid, slow to adapt, and serving shareholder interests.
HPX Partners
Strategic risk management solutions.
"Don't compare quotes. Solve for X."
Specialists delivering exceptional results.
Experts in Fortune 100 strategies for the midsize employer.
Multi-year vision with proactive approach.
Year-round risk management reducing the impact of renewals.
Transparent consulting arrangement.
Process-driven engagement contracted directly with HPX.
Founder-led innovation.
Boutique, 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.
FOUNDERS
PERSPECTIVE
INDUSTRY
TRENDS
PRODUCT
UPDATES