Date
August 1, 2025
Client
Ace Hardware
Category
Retail
Employees
34
Overview
A family-owned hardware store with 34 employees was finding it increasingly difficult to compete with larger retailers when it came to employee benefits. With thin margins and limited resources, leadership had never gone beyond basic pay and occasional perks. All HR functions were handled manually, making even routine administrative tasks time-consuming and error prone.
The workforce was a mix of younger employees who valued flexibility and long-tenured staff many with more than five years at the store who wanted stability and security. Leadership wanted to show appreciation for loyal employees while also attracting new talent to stay competitive. The challenge was clear: design a cost-conscious benefits program that improved retention without overwhelming the store’s budget or operations.
Process and Challenge
The hardware store faced three core challenges: affordability, administration, and retention.
First, traditional group health coverage wasn’t feasible for a business of this size. Premiums were too high, and the owners needed a solution that wouldn’t jeopardize their margins. Second, administration was a constant strain. With no benefits software or HR staff, all tasks were managed by hand leading to inefficiencies and missed details. Finally, retention was a pressing concern. Half of the workforce had been loyal for years, but without real benefits, the risk of losing them to competitors was growing.
Benni’s approach would start with consulting, analyzing employee demographics and tailoring a solution that balanced cost with impact. We would implement a custom health solution using an ICHRA (Individual Coverage Health Reimbursement Arrangement). This structure allows the employer to set a fixed, predictable contribution, while employees use those funds toward ACA compliant health plans that meet their individual needs. The employer gains budget control, and employees gain access to meaningful healthcare coverage.
To strengthen the package, we would add basic group life insurance with voluntary supplemental options. For older, long-tenured employees, this coverage provides peace of mind and family protection. For younger staff, it signals that the employer is investing in their long-term security and future.
Technology would also play a critical role. By implementing Gathr, our benefits administration and HR platform, free of charge, the store would finally have a digital system to manage enrollment, onboarding, and compliance. Employees could log in, review options, and enroll with confidence, while the owners eliminated stacks of paperwork and reduced administrative burden.
Summary
By focusing on retention, health, and life benefits, Benni’s approach would transform this mom-and-pop hardware store’s ability to support its people. The ICHRA framework provides healthcare access while keeping costs predictable. Life insurance recognizes and protects long-serving staff, building goodwill and loyalty. And Gathr gives the employer modern HR tools they had never had before all at no additional cost.
For a modest investment, the hardware store would gain a high-value return: stronger employee satisfaction, lower turnover, and a workforce that feels valued. Employees see that their employer is stepping up to support them, and competitors cannot match the combination of a family-like culture paired with meaningful new benefits.
With Benni’s consulting, technology, and white-glove support, even small businesses can deliver a modern benefits package that fits their budget while keeping the employees who matter most.
Are you facing similar challenges with affordability, retention, or outdated processes? If so, Benni can help you design a solution that works for your business.