When two firms merged to form what is now Push Digital Group, the result was a lean, 65-plus-person agency operating in 18 different states. But behind the scenes, Chief People Officer Timothy Nurnberger was dealing with a system that was built for a much smaller company.

“It worked when we were smaller,” Timothy said. “But with almost 70 employees, a dedicated HR function, and more complex needs, the Professional Employer Organization (PEO) quickly became a bottleneck.”

The cracks were visible everywhere. Employees were confused by the process for even the simplest updates, like changing their home address. The customer support model boiled down to calling the PEO’s 1-800 number and hoping for the best. Benefit options were limited and rarely aligned with what employees actually needed. And behind it all, costs continued to spiral.

“The costs were crazy,” Timothy said. “We weren’t getting enough value—not even close. I knew we had to make a change, but I also knew the transition wouldn’t be easy.”

Breaking up with your PEO isn’t easy, but it’s worth it

Knowing the status quo was no longer sustainable, Timothy reached out to his HR network. “When I asked colleagues who they trusted as a benefits broker, they immediately recommended Nava,” he explained.

That kicked off a broader evaluation process. Timothy explored options with legacy firms, but the difference was stark. “Most didn’t feel right for us,” he said. “Lots of talk about process and compliance, but not enough about strategy, support, or employee experience.”

Nava stood out from the beginning. Their approach was consultative, not transactional. Instead of a sales pitch, Timothy got a partner willing to dig deeper to truly understand the nuances of his team’s needs.

“With Nava, I could tell from the first meeting that they weren’t just selling me a system,” he said. “They were offering a true partnership, which was a key goal in selecting a new benefits broker.”

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Tens of thousands saved, zero regrets

‍Exiting a PEO is a heavy lift. It involves untangling multiple systems, setting up new infrastructure for payroll and benefits, communicating major changes to employees, and ensuring nothing falls through the cracks. For a small HR team, the risks are high. “Make a mistake with the foundational aspects of HR, and you run the real risk of losing trust in strategic programs,” said Timothy. “That just couldn’t happen.”

But with Nava leading the charge, the process was smooth. Every step was mapped out in detail, and the Nava team handled the heavy lifting. “Nava turned a complex PEO exit into a much simpler transition,” Timothy said.

The results were immediate. When Push Digital Group moved from their PEO to Blue Cross Blue Shield through Nava, they avoided a 23 percent cost increase projected by their former provider. Instead, they landed a more modest 10 percent increase—effectively saving 13%. That added up to tens of thousands of dollars saved, both for the company and its employees.

Just as important, Timothy gained full visibility into costs. “Now we actually know the value of what we’re paying for,” he said. “It’s not some black box of bundled services where everything is opaque.”

Same consultant, every time

‍With Nava, the entire model of benefits administration changed overnight. Instead of acting as the go-between for employees and the PEO, Timothy could let Nava’s experts provide direct expert support.

The Nava Benefits App gave employees easy access to ID cards, plan details, deductible tracking, and 24/7 chat-based support. “It’s just better,” Timothy said. “I’m fielding far fewer questions each day. Our employees get what they need quickly and accurately.”

The impact on Timothy’s time was significant. “I stopped being the middleman,” he said. “Employees are happier. And I can focus my time on strategic HR initiatives that better serve employees and grow the business.”

That regained time is already being put to use. With Nava HQ, an AI-powered HR command center, Timothy can model renewal scenarios in real time, benchmark costs, and prepare smarter for open enrollment.

“It’s like ChatGPT for benefits,” he said. “I love it. I’ve barely scratched the surface of what it can do, but I can already tell it’s going to be a game-changer.”

A partner that stays in the room

‍One of the most surprising parts of the transition was how consistent Nava’s support remained. In most vendor relationships, the sales rep disappears after the deal is signed. But that was not the case here.

“Chris, our consultant, didn’t disappear after the sales call,” Timothy shared. “He gave employees his cell number. He’s still on every call. That kind of consistency is unheard of and critical to our success.”

Timothy credits much of the successful transition to that continuity. Having a dedicated partner who understands their business and can act quickly has made a noticeable difference. “I feel like Chris and everyone at Nava are part of our team,” he said.

That depth of relationship is especially valuable now as Push Digital Group looks ahead. Healthcare costs are projected to rise across the board, and Timothy is already planning for the next several years.

“Chris has already started working with me on creative funding strategies,” he said. “We’re looking at long-term plan design and every option is on the table, like partial self-funding and contribution modeling. These are conversations we never could have had under our old setup.”

Real impact, across the board

‍ The shift away from a PEO didn’t just save money. It gave HR its time back, empowered better decision-making across the organization, and greatly improved the employee experience. “Thanks to Nava, we can offer our employees a comprehensive total rewards program,” Timothy said. “It makes our company a place people want to work and build a career.”

Nava’s model also gave leadership more clarity. “Our leadership team finally understands what we’re paying for, why we’re paying for it, and how we can control it,” Timothy said. “That visibility is incredibly powerful.”

It also helped position HR as a more strategic function. “Before, the tactical work took up huge portions of my day. Now I’m able to plan, build, and move the business forward,” Timothy said.