For HR teams
Run the program, not the inbox.
Roscoe answers your employees' benefits questions from their plan documents, so they stop landing on you. What's left is the work only HR can do, laid out every Monday with owners, dates and the record behind them.
The HR workspace
Monday starts with the answer.
Not a mock-up: these are the screens Roscoe produces for HR, filled with a fictional employer.
This week · Halcyon Drilling
2 requests need your decision, the broker is late on 2 items and 2 people starting assignments aren't ready.
Decisions waiting on you
2 requests, oldest first.
| Person | Request | Waiting |
|---|---|---|
| Amara Okafor | Add a dependant | 2 days |
| Nadia Rahman | Correct membership details | 0 days |
Waiting on someone else for over a week
| Person | Request | With | For |
|---|---|---|---|
| Mateus Ferreira | Add a dependant | Insurer | 12 days |
| Erik Solberg | Correct membership details | Broker | 8 days |
Your broker
What the broker agreed to do, and how they have done over the last 90 days.
| Overdue | Late by |
|---|---|
| Start the market review | 6 days |
| Confirm Angola assistance number | 2 days |
Renewals in the next 120 days
| Policy | Insurer | Renews | In |
|---|---|---|---|
| IPMI-2027 | Fictional Global Health | 1 Jan 2027 | 64 days |
Renewal steps that were missed:
| Step | Whose | Renewal |
|---|---|---|
| Market review started | Broker's | 1 Jan 2027 |
People
1 person joined this week. People
Starting an assignment in the next 30 days
4 people start an assignment in the next 30 days: 1 ready, 1 at risk, 2 not ready.
| Person | Where | What's missing | Starts |
|---|---|---|---|
| Teresa Mbala | Kwanza Deep FPSO · Angola · rotational · 28/28 from 2 Nov | Cover needs review; No HUET on record | 2 Nov 2026 |
| Erik Solberg | North Fen Platform · United Kingdom · offshore · 21/21 from 10 Nov | HUET expires 4 Nov, before they start | 10 Nov 2026 |
| Marcus Reyes | Gulf Star Rig · United States · offshore · 14/14 from 1 Nov | H2S awareness expires 7 Nov, during the assignment | 1 Nov 2026 |
The brief.
One headline, then the decisions waiting for you, oldest first; requests stuck with someone else; the broker's open duties and their 90-day record; and the next renewal.
- Administrative records only, never medical detail
- Each item links to the case behind it
- Emailed every Monday morning
Renewal plan · IPMI-2027
The broker is behind on 2 steps. Renewal in 64 days.
- 2 done
- 2 overdue
- 1 due soon
- 3 to come
Renewal request emailed to the brokerRoscoe
Done 3 Sept 2026
Emailed to the broker's mailbox
DoneSent by RoscoeRenewal data sent to the brokerYou
Done 16 Sept 2026
Census and joiner/leaver list sent
DoneYour stepMarket review startedBroker
Overdue by 3 Oct 2026 (90 days before renewal)
OverdueBroker, by emailQuotes receivedBroker
Overdue by 18 Oct 2026 (75 days before renewal)
OverdueBroker, by emailReview and recommendation shared with youBroker
Due soon by 2 Nov 2026 (60 days before renewal)
2 Nov 2026Broker, by emailYour decision recordedYou
Due by 2 Dec 2026 (30 days before renewal)
2 Dec 2026Your stepCover placedBroker
Due by 25 Dec 2026 (7 days before renewal)
25 Dec 2026Broker, by emailEmployees told what changesYou
Due by 1 Jan 2027 (0 days before renewal)
1 Jan 2027Your step
The renewal plan.
Eight steps from 120 days out. A step is done only when the record exists: the email Roscoe sent the broker, the data you sent, the quotes, your decision, the placement.
- Whose step is late is a fact, not a debate
- Broker steps recorded from the broker's own emails
- Every step shows its evidence
What it's worth
Put your own numbers in.
Two things Roscoe does have a number: the benefits questions that stop landing on HR, and the premium paid for people who've left. The figures below are examples. Change them to yours.
And a third, from your own roster: the dependent check lists children past the plan's age limit, family still on the plan after an employee left, and anyone covered twice, with what each could be worth a year. Roscoe asks the employee; nobody comes off cover without a request HR approves.
Your week with Roscoe
Four things HR does. Everything else, Roscoe handles.
- Monday
Read the brief
What needs your decision, what's stuck and with whom, what the broker is late on, and the renewal coming up. Emailed, and always in the app.
- When asked
Approve what needs approval
An employee confirms a change; you approve it in your chat where your plan requires it; Roscoe emails it to the broker or carrier with a case reference.
- At renewal
Send the data, make the decision
Two steps in the eight-step renewal are yours. The rest belong to the broker, and Roscoe shows when they're late.
- Each quarter
Take the record into the review
Every broker duty, when it was due and when it was done, over 90 days. One export, no impressions.
What else is in the workspace
The program, in one place.
People and coverage
Confirmed enrollments next to your HR system, with both mismatches listed: leavers still covered, joiners never added.
The dependent check
From the roster you already keep: children past 26, family members of leavers, anyone on two records, and children with no date of birth. Each one says what to check, never who to remove.
Program figures
Coverage and premium by entity, plan and location, and renewal history. Exported for Finance in one click.
Requests
Every administrative request with its owner, due date and the emails behind it.
Plans, documents and your handbook
The benefits guides, summaries of benefits and certificates Roscoe answers from, reviewed and dated, and your employee handbook, so questions about PTO, sick pay and leave are answered too.
Ask, then act
"Who doesn't have a valid HUET?" gets the names and a notice to exactly them, with reminders and escalation. "Move Erik and Marcus to Kwanza Deep from 1 November" becomes the change, shown in full before anything happens.
Open enrollment in the chat
Enter the options your broker gives you. Employees see a year's cost at three levels of care and choose; you download the choices for the carrier. Roscoe never recommends a plan.
When someone dies
Record it once. Everything Roscoe would send that person stops, the broker is asked to start the insurer side, you get a checklist, and the family can have their own gentle Roscoe for a year.
Privacy by design
You see counts and progress, never an employee's conversation, claims or health details.
Do we keep our current broker?
Yes. Roscoe works with the broker you already have: requests reach their mailbox with a case reference and a date, and they never need to log in. If you'd like a specialist energy benefits broker instead, we can introduce one from our panel and plan the move around your renewal.
What does it cost?
A flat fee per employee per month, paid by the employer and disclosed in full, plus implementation. It never depends on what coverage is placed, and brokers and carriers don't pay us. Roscoe doesn't underwrite, sell insurance or decide claims.
How do broker steps get recorded if the broker never logs in?
From the broker's emails. When the broker emails that the market review has started, a quote came back or a duty is done, the step is recorded and dated by that email.
Will HR see employees' medical questions?
No. HR sees administrative requests and counts. Conversations, claims and medical documents stay with the employee, enforced in the database.
Where do the calculator's examples come from?
The premium is KFF's 2025 Employer Health Benefits Survey average for one person, $9,325 a year. The rest are examples for you to change. We don't have customer results to quote yet: in a pilot, the Value report counts the questions people ask Roscoe and the leavers it finds still covered.
How does a pilot start?
With one program and one group of employees. We review the plan documents, agree the broker and carrier email routes and the success measures, then invite the first cohort.
Which systems do you connect to?
HR systems for the roster, calendars for renewal dates, and Slack or Teams for alerts, each switched on per pilot once reviewed.
Start with one workforce
One program. One cohort. A measurable pilot.
We agree the scope, the sources and the success measures with you, then invite a first group of employees.