2017 Hot List Recipient
2020 Hot List Recipient
2021 CEO of the Year
Accolades
Media
2003
2008
2010
2013
2016
2022
Obtains his fellowship designation with the Society of Actuaries
2008
Relocates to Ottawa, Ontario for a promotion and takes on leadership responsibilities
2010
Relocates to Toronto and joins a global benefits consulting firm
2013
Takes a role with a managing general underwriter to lead their accident & health operations
2016
Joins AGA
2022
Dedicated to Innovation
Attentive to the needs of small, medium, and large businesses, AGA Benefit Solutions innovates to provide solutions that fit the requirements and budgets of companies and their employees. At AGA Benefit Solutions, an employee benefits company, we develop and administer customized group insurance and retirement plans. We offer each of our clients the plan they are seeking, and make it simple and easy to manage so they can recruit, motivate, and retain human capital with an attractive benefits package.
Company Profile
300+
employees
$1B
premiums/assets under management
6
offices
across Canada
45+
years in Operation
Over 25%
Annual growth over the last 3 years
Bio
Spotlight
Milestones
Media
Accolades
Company Profile
Years of Experience
25
Tenure at current position
Over 20 years of experience
BAsed In
Over 20 years of experience
Quick Fact #1
Over 20 years of experience
Massimo Nini
Vice president of consulting, underwriting & actuarial
Beyond numbers: Massimo Nini on vision, mentorship, and innovation at AGA Benefit Solutions
Read on
“Our engagement with clients goes beyond transactional interactions. We foster relationships that allow us direct communication with C-suite executives”
Massimo Nini,
AGA Benefit Solutions
“In Canada, an estimated 20 to 30 percent of organizations do not offer group benefits, presenting a tremendous opportunity within the employee benefits market. It’s important not to assume that all organizations have coverage, or that those without are uninterested”
Massimo Nini,
AGA Benefit Solutions
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Milestones
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2011
A distinctive benefits model that led this exec to make the switch
Karen Adams has had a remarkable journey to her current role as CEO of Fundserv. Originally from Toronto, Adams earned a bachelor’s degree in mathematics and economics at Queens University, followed by an MBA in international finance at the University of British Columbia. After graduating, she set off across the globe, holding various positions with HSBC that took her to London, Dubai, Hong Kong, Beijing, Shanghai, Seoul and Mumbai.
That global experience gave Adams a unique perspective, prompting her to develop a leadership style that’s based on developing relationships with each individual, listening and understanding to help them reach their potential. That approach goes well beyond her own team, allowing Fundserv to succeed in creating solutions for its members.
“Having worked in many different countries, people ask if I am an expert in multicultural leadership,” Adams says. “I always say there is no such thing because that assumes you manage people based on their background. I have learned that people all want the same things: to develop our careers, give our kids a good future, etc. When she returned to Canada learned that people all
Despite geographical and professional detours, the alignment of AGA’s vision with Nini’s professional ethos brought him to the organization, marking the beginning of a transformative phase in his career.
“Martin Papillon was instrumental in the initial phase of my employee benefits career. I have always admired his leadership style and client-centric approach. Our collaboration in the formative years of my career contributed significantly to my professional development. From a distance, I’ve observed AGA’s activities with interest, despite their operations being initially focused on Quebec – where they’ve primarily been based for over 40 years,” says Nini.
By 2021, Papillon and AGA’s senior vice president of finance and operations, Chantal Dufresne, were executing an ambitious expansion plan with the acquisition of PPI Benefits. The acquisition cemented AGA’s leading position in the Quebec market, while also representing major strides in Central and Western Canada. Following AGA’s expansion, Papillon reached out to Nini with a press release about the PPI acquisition, prompting a desire to reconnect. In their early discussions, Papillon outlined AGA’s strategic goals for the upcoming five to ten years. Their familiarity with AGA, supported by connections within the industry and previous considerations of collaborative opportunities, made this reconnection particularly significant. During Nini’s discussion with Papillon at the end of 2021, it became clear that AGA’s approach to employee benefits consulting was unique. Having worked for two other large consulting firms in the past, Nini had become somewhat disillusioned by the service model of those firms.
“But what Martin and Chantal have built with AGA is very different,” says Nini. The PPI Benefits transaction was an initial step toward AGA’s strategy to solidify their presence in Ontario and other provinces. Since 2021, three other acquisitions have been confirmed, including expansion into HR management software with the acquisition of Cangaroo. AGA also solidified its market positioning in multi-employer and employee life and health trust (ELHT) with the acquisitions of J&D Benefits and Aptus Benefits. The acquisitions contribute to increasing AGA’s market positioning – but, more important, they lead to the addition of great talent.
From those forums, a common theme arose that has plagued the industry for years: the amount of paper required in transactions.
“We have a motto to ‘axe the fax,’ and we saw this opportunity where members didn’t want their staff going into the office, but there are still physical cheques going back and forth,” Adams explains. “We put in place, in just six months, Ad-Hoc Money Movement [A$M]. We responded to the industry and are in the process of replacing cheques, which I think is awesome. We launched in January and have seen so much volume. We think ultimately we are keeping people healthier by not having to travel into the office.”
While she’s proud of the strides Fundserv made in 2020, Adams acknowledges that it was a challenging time as a leader. Not only did she have to ensure Fundserv kept running efficiently as her team transitioned to working from home, but she was also filled with concern for her team members.
“I just worried about our employees, their mental health and if they would be OK,” Adams says. “I like to see people, so I set up one-on-ones just to connect with them.
Moving forward, Adams says Fundserv’s goals remain aligned with those of its members, and her team will continue listening and understanding what members need so the organization can evolve accordingly. She adds that she wants Fundserv to be so good at providing a secure and reliable service that members forget it’s there – and she wants the company to continue to inspire change in the industry.
“It is sad that it took a pandemic to recog-nize the cheque issue and solve it,” Adams says. “What we will do in the future is root out those things in the industry and not wait for a pandemic to ignite change. There is no reason we can’t change. Change, like auto-mation, will accelerate from now, and we’ll do our part to keep it going.”
Spotlight
Company Profile
In partnership wtih
QUICK FACT #1
QUICK FACT #2
Fast Facts
Read on
Share
Share
Accolades
Media
Milestones
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2011
A distinctive benefits model that led this exec to make the switch
Karen Adams has had a remarkable journey to her current role as CEO of Fundserv. Originally from Toronto, Adams earned a bachelor’s degree in mathematics and economics at Queens University, followed by an MBA in international finance at the University of British Columbia. After graduating, she set off across the globe, holding various positions with HSBC that took her to London, Dubai, Hong Kong, Beijing, Shanghai, Seoul and Mumbai.
That global experience gave Adams a unique perspective, prompting her to develop a leadership style that’s based on developing relationships with each individual, listening and understanding to help them reach their potential. That approach goes well beyond her own team, allowing Fundserv to succeed in creating solutions for its members.
“Having worked in many different countries, people ask if I am an expert in multicultural leadership,” Adams says. “I always say there is no such thing because that assumes you manage people based on their background. I have learned that people all want the same things: to develop our careers, give our kids a good future, etc. When she returned to Canada learned that people all
Despite geographical and professional detours, the alignment of AGA’s vision with Nini’s professional ethos brought him to the organization, marking the beginning of a transformative phase in his career.
“Martin Papillon was instrumental in the initial phase of my employee benefits career. I have always admired his leadership style and client-centric approach. Our collaboration in the formative years of my career contributed significantly to my professional development. From a distance, I’ve observed AGA’s activities with interest, despite their operations being initially focused on Quebec – where they’ve primarily been based for over 40 years,” says Nini.
By 2021, Papillon and AGA’s senior vice president of finance and operations, Chantal Dufresne, were executing an ambitious expansion plan with the acquisition of PPI Benefits. The acquisition cemented AGA’s leading position in the Quebec market, while also representing major strides in Central and Western Canada. Following AGA’s expansion, Papillon reached out to Nini with a press release about the PPI acquisition, prompting a desire to reconnect. In their early discussions, Papillon outlined AGA’s strategic goals for the upcoming five to ten years. Their familiarity with AGA, supported by connections within the industry and previous considerations of collaborative opportunities, made this reconnection particularly significant. During Nini’s discussion with Papillon at the end of 2021, it became clear that AGA’s approach to employee benefits consulting was unique. Having worked for two other large consulting firms in the past, Nini had become somewhat disillusioned by the service model of those firms.
“But what Martin and Chantal have built with AGA is very different,” says Nini. The PPI Benefits transaction was an initial step toward AGA’s strategy to solidify their presence in Ontario and other provinces. Since 2021, three other acquisitions have been confirmed, including expansion into HR management software with the acquisition of Cangaroo. AGA also solidified its market positioning in multi-employer and employee life and health trust (ELHT) with the acquisitions of J&D Benefits and Aptus Benefits. The acquisitions contribute to increasing AGA’s market positioning – but, more important, they lead to the addition of great talent.
From those forums, a common theme arose that has plagued the industry for years: the amount of paper required in transactions.
“We have a motto to ‘axe the fax,’ and we saw this opportunity where members didn’t want their staff going into the office, but there are still physical cheques going back and forth,” Adams explains. “We put in place, in just six months, Ad-Hoc Money Movement [A$M]. We responded to the industry and are in the process of replacing cheques, which I think is awesome. We launched in January and have seen so much volume. We think ultimately we are keeping people healthier by not having to travel into the office.”
While she’s proud of the strides Fundserv made in 2020, Adams acknowledges that it was a challenging time as a leader. Not only did she have to ensure Fundserv kept running efficiently as her team transitioned to working from home, but she was also filled with concern for her team members.
“I just worried about our employees, their mental health and if they would be OK,” Adams says. “I like to see people, so I set up one-on-ones just to connect with them.
Moving forward, Adams says Fundserv’s goals remain aligned with those of its members, and her team will continue listening and understanding what members need so the organization can evolve accordingly. She adds that she wants Fundserv to be so good at providing a secure and reliable service that members forget it’s there – and she wants the company to continue to inspire change in the industry.
“It is sad that it took a pandemic to recog-nize the cheque issue and solve it,” Adams says. “What we will do in the future is root out those things in the industry and not wait for a pandemic to ignite change. There is no reason we can’t change. Change, like auto-mation, will accelerate from now, and we’ll do our part to keep it going.”
Spotlight
Company Profile
IN PARTNERSHIP WTIH
QUICK FACT #1
QUICK FACT #2
Read on
2003
2008
2010
2013
2016
2022
Obtains bachelor of science in actuarial mathematics and begins his career in the group retirement field in Montreal, Quebec
2003
Obtains his fellowship designation with the Society of Actuaries
2008
Relocates to Ottawa, Ontario for a promotion and takes on leadership responsibilities
2010
Relocates to Toronto and joins a global benefits consulting firm
2013
Takes a role with a managing general underwriter to lead their accident
& health operations
2016
Joins AGA
2022
Milestones
The shift to AGA
The shift to AGA
Published MAY 21, 2024
Find out more
Find out more
Find out more
Find out more
scenarios, providing detailed reports and background support, and even accompanying advisors to strategic client meetings.
Conversely, some advisors are well versed in group benefits, dedicating 50 to 75 percent of their time to this area. While these advisors possess a robust understanding of market strategies and group benefits, they may lack the infrastructure to build a full team focused solely on group benefits. For them, AGA provides essential underwriting as well as actuarial and administrative support, and acts as a knowledgeable sounding board for strategic discussions.
One of the perennial challenges in the industry is balancing cost with the quality of coverage and service. Nini discusses the intricate balance required to meet clients’ needs within budgetary constraints while maintaining high service standards. He also highlights AGA’s differentiated approach in supporting both internal and external advisors, catering to their varied needs and ensuring they can provide the best possible advice and service to clients.
AGA incorporates both internal consultants and advisors – AGA employees – and a network of external advisors, who are independent and not employed by AGA. These external advisors collaborate closely with AGA, in a way akin to a managing general agent (MGA) agency, where AGA provides comprehensive support. Depending on the needs, AGA can also offer front-end consulting services to clients.
Many advisors in Canada allocate a small portion of their time, such as 10 percent, to group benefits, with the remainder dedicated to individual business, estate planning, and financial planning. For these advisors, group benefits may not be their primary area of expertise, posing a risk due to their limited time investment and potential lack of current industry knowledge. AGA steps in to offer significant support in these
AGA stands out in the employee benefits consulting field for its holistic service model, which combines an innovative consulting approach, third-party administration, and payer services. Nini explains, “In terms of our offerings, we provide a comprehensive suite of services, including member and plan administrator portals, member management, and invoicing capabilities. A key component of our service, and what truly distinguishes us, is our role as a third-party payer –essentially, we’re claims adjudicators, handling both medical and dental claims. This positions us uniquely, giving us insight into the claim patterns of our clients.”
“Our engagement with clients goes beyond transactional interactions. We foster relationships that allow us direct communication with C-suite executives, facilitating strategic discussions and advisory services.
“On a more operational level, we interact with administrators, addressing day-to-day issues concerning individual plan members. This dual-level engagement, combined with our analysis of claim patterns, enables us to generate customized reports. Through these reports, we engage in meaningful discussions with our clients, offering them insights and strategies tailored to their specific needs.”
The USP of AGA
Despite geographical and professional detours, the alignment of AGA’s vision with Nini’s professional ethos brought him to the organization, marking the beginning of a transformative phase in his career.
“Martin Papillon was instrumental in the initial phase of my employee benefits career. I have always admired his leadership style and client-centric approach. Our collaboration in the formative years of my career contributed significantly to my professional development. From a distance, I’ve observed AGA’s activities with interest, despite their operations being initially focused on Quebec – where they’ve primarily been based for over 40 years,” says Nini.
By 2021, Papillon and AGA’s senior vice president of finance and operations, Chantal Dufresne, were executing an ambitious expansion plan with the acquisition of PPI Benefits. The acquisition cemented AGA’s leading position in the Quebec market, while also representing major strides in Central and Western Canada. Following AGA’s expansion, Papillon reached out to Nini with a press release about the PPI acquisition, prompting a desire to reconnect. In their early discussions, Papillon outlined AGA’s strategic goals for the upcoming five to ten years. Their familiarity with AGA, supported by connections within the industry and previous considerations of collaborative opportunities, made this reconnection particularly significant.
During Nini’s discussion with Papillon at the end of 2021, it became clear that AGA’s approach to employee benefits consulting was unique. Having worked for two other large consulting firms in the past, Nini had become somewhat disillusioned by the service model of those firms.
“But what Martin and Chantal have built with AGA is very different,” says Nini. The PPI Benefits transaction was an initial step toward AGA’s strategy to solidify their presence in Ontario and other provinces. Since 2021, three other acquisitions have been confirmed, including expansion into HR management software with the acquisition of Cangaroo. AGA also solidified its market positioning in multi-employer and employee life and health trust (ELHT) with the acquisitions of J&D Benefits and Aptus Benefits. The acquisitions contribute to increasing AGA’s market positioning – but, more important, they lead to the addition of great talent.
A turning point in Massimo Nini’s career came with his decision to join AGA Benefit Solutions, influenced significantly by his relationship with Martin Papillon, AGA’s CEO.
Vice president of consulting, underwriting and actuarial, Nini is AGA’s market leader for Ontario and Western Canada. Nini’s career began in employee benefits while he was completing his actuarial exams on the road to becoming a Fellow of the Society of Actuaries and of the Canadian Institute of Actuaries. Focusing initially on group retirement plans, as he advanced, a pivotal moment came with the realization that the defined-benefit pension plans sector was not aligning with his career aspirations. This introspection, and timely discussions with industry peers, led him to pivot toward the field of group benefits – a decision that would define his career trajectory.
A distinctive benefits model that led this exec to make the switch
Spotlight
“The focus on financial wellness and cost containment remains paramount in the context of caring for plan members. This is particularly relevant when considering plan design changes and their impact on members’ affordability – can plan members manage additional out-of-pocket expenses when benefits are scaled back?” says Nini. When making recommendations to clients, AGA takes a holistic approach, focusing on the insurance components of employee benefits in conjunction with complementary offerings and retirement savings.
Personalization of benefits is becoming increasingly important, catering to the diverse needs of a multi-generational workforce. Workforce composition is evolving – the rise in part-time work and contract roles requires a reevaluation of how benefits can cater to these varied employment patterns. Moreover, the younger generation’s engagement with the gig economy introduces new challenges in benefits design.
The necessity of benefits personalization extends to accommodating the lifestyle preferences of today’s workforce, tranche of which wants the freedom to work remotely from various locations around the world. This shift raises several logistical and legal questions, from managing different time zones to navigating employment law and taxation for non-residents.
Personalization is not just a trend, but also a critical component of future-proofing benefits packages to support the well-being and satisfaction of all employees.
Future focus areas
For advisors, Nini underscores the untapped potential in the Canadian SME sector, where a significant number of organizations lack group benefits. He encourages advisors not to assume coverage ubiquity and to educate potential clients on the advantages of group insurance.
He says, “In Canada, an estimated 20 to 30 percent of organizations do not offer group benefits, presenting a tremendous opportunity within the employee benefits market. It’s important not to assume that all organizations have coverage, or that those without are uninterested. Many could simply lack awareness of the advantages group insurance can bring, or the potential negative impact on their businesses of not offering such benefits.”
The key message for advisors is clear: there exists a significant opportunity in reaching out to these organizations. Many could benefit from group coverage – they just need to be educated about what’s available. The challenge lies in taking the time to inform and educate the market, helping employers understand the value of group insurance and how it can enhance their business and support their employees. This effort could unlock vast untapped potential, benefiting both advisors and organizations alike.
Advice to advisors
AGA’s growth has been outperforming market averages in the Canadian employee benefits market. “Our teams are growing at an impressive pace, and this helps foster one of AGA’s key values – innovation,” says Nini. AGA’s mission statement is “Caring differently about people,” and their strategy is clear:
1. Improve the health and wealth of Canadians with a superior experience for plan sponsors and plan members.
2. Combine expert advice with best-in-class multi-provider solutions delivered on leading-edge technology.
3. Promote an inclusive work environment conducive to the development of our human resources and our communities.
AGA continues to deliver on their pledge of “Doing more for each client” by making massive investments in their administration systems as well as in the areas of enterprise architecture and data security. They also have an aggressive human capital plan to ensure they are attracting and retaining the best talent in the employee benefits market.
To pursue its growth strategy, the management of AGA Benefit Solutions has received a major investment from TA Associates (TA), a global private equity firm. TA made this investment in cooperation with the AGA management team, who remain in place as major shareholders. The partnership with TA will enable AGA to pursue its strategy of acquiring and integrating group insurance firms across Canada, with the aim of making AGA the Canadian leader in employee benefits.
What’s next for AGA?
Prior to joining AGA, Massimo Nini held leadership positions with firms operating in the employee benefits consulting and the reinsurance space
Quick Fact #2
IN Partnership with
The shift to AGA
One of the perennial challenges in the industry is balancing cost with the quality of coverage and service. Nini discusses the intricate balance required to meet clients’ needs within budgetary constraints while maintaining high service standards. He also highlights AGA’s differentiated approach in supporting both internal and external advisors, catering to their varied needs and ensuring they can provide the best possible advice and service to clients.
AGA incorporates both internal consultants and advisors – AGA employees – and a network of external advisors, who are independent and not employed by AGA. These external advisors collaborate closely with AGA, in a way akin to a managing general agent (MGA) agency, where AGA provides comprehensive support. Depending on the needs, AGA can also offer front-end consulting services to clients.
Many advisors in Canada allocate a small portion of their time, such as 10 percent, to group benefits, with the remainder dedicated to individual business, estate planning, and financial planning. For these advisors, group benefits may not be their primary area of expertise, posing a risk due to their limited time investment and potential lack of current industry knowledge. AGA steps in to offer significant support in these scenarios, providing detailed reports and background support, and even accompanying advisors to strategic client meetings.
Conversely, some advisors are well versed in group benefits, dedicating 50 to 75 percent of their time to this area. While these advisors possess a robust understanding of market strategies and group benefits, they may lack the infrastructure to build a full team focused solely on group benefits. For them, AGA provides essential underwriting as well as actuarial and administrative support, and acts as a knowledgeable sounding board for strategic discussions.
The USP of AGA
For advisors, Nini underscores the untapped potential in the Canadian SME sector, where a significant number of organizations lack group benefits. He encourages advisors not to assume coverage ubiquity and to educate potential clients on the advantages of group insurance.
He says, “In Canada, an estimated 20 to 30 percent of organizations do not offer group benefits, presenting a tremendous opportunity within the employee benefits market. It’s important not to assume that all organizations have coverage, or that those without are uninterested. Many could simply lack awareness of the advantages group insurance can bring, or the potential negative impact on their businesses of not offering such benefits.”
The key message for advisors is clear: there exists a significant opportunity in reaching out to these organizations. Many could benefit from group coverage – they just need to be educated about what’s available. The challenge lies in taking the time to inform and educate the market, helping employers understand the value of group insurance and how it can enhance their business and support their employees. This effort could unlock vast untapped potential, benefiting both advisors and organizations alike.
Future focus areas
AGA’s growth has been outperforming market averages in the Canadian employee benefits market. “Our teams are growing at an impressive pace, and this helps foster one of AGA’s key values – innovation,” says Nini. AGA’s mission statement is “Caring differently about people,” and their strategy is clear:
1. Improve the health and wealth of Canadians with a superior
experience for plan sponsors and plan members.
2. Combine expert advice with best-in-class multi-provider
solutions delivered on leading-edge technology.
3. Promote an inclusive work environment conducive to the
development of our human resources and our communities.
AGA continues to deliver on their pledge of “Doing more for each client” by making massive investments in their administration systems as well as in the areas of enterprise architecture and data security. They also have an aggressive human capital plan to ensure they are attracting and retaining the best talent in the employee benefits market.
To pursue its growth strategy, the management of AGA Benefit Solutions has received a major investment from TA Associates (TA), a global private equity firm. TA made this investment in cooperation with the AGA management team, who remain in place as major shareholders. The partnership with TA will enable AGA to pursue its strategy of acquiring and integrating group insurance firms across Canada, with the aim of making AGA the Canadian leader in employee benefits.
Advice to advisors
“The focus on financial wellness and cost containment remains paramount in the context of caring for plan members. This is particularly relevant when considering plan design changes and their impact on members’ affordability – can plan members manage additional out-of-pocket expenses when benefits are scaled back?” says Nini. When making recommendations to clients, AGA takes a holistic approach, focusing on the insurance components of employee benefits in conjunction with complementary offerings and retirement savings.
Personalization of benefits is becoming increasingly important, catering to the diverse needs of a multi-generational workforce. Workforce composition is evolving – the rise in part-time work and contract roles requires a reevaluation of how benefits can cater to these varied employment patterns. Moreover, the younger generation’s engagement with the gig economy introduces new challenges in benefits design.
The necessity of benefits personalization extends to accommodating the lifestyle preferences of today’s workforce, tranche of which wants the freedom to work remotely from various locations around the world. This shift raises several logistical and legal questions, from managing different time zones to navigating employment law and taxation for non-residents. Personalization is not just a trend, but also a critical component of future-proofing benefits packages to support the well-being and satisfaction of all employees.
The USP to AGA
Future focus areas
For advisors, Nini underscores the untapped potential in the Canadian SME sector, where a significant number of organizations lack group benefits. He encourages advisors not to assume coverage ubiquity and to educate potential clients on the advantages of group insurance.
He says, “In Canada, an estimated 20 to 30 percent of organizations do not offer group benefits, presenting a tremendous opportunity within the employee benefits market. It’s important not to assume that all organizations have coverage, or that those without are uninterested. Many could simply lack awareness of the advantages group insurance can bring, or the potential negative impact on their businesses of not offering such benefits.”
The key message for advisors is clear: there exists a significant opportunity in reaching out to these organizations. Many could benefit from group coverage – they just need to be educated about what’s available. The challenge lies in taking the time to inform and educate the market, helping employers understand the value of group insurance and how it can enhance their business and support their employees. This effort could unlock vast untapped potential, benefiting both advisors and organizations alike.
Future focus areas
AGA’s growth has been outperforming market averages in the Canadian employee benefits market. “Our teams are growing at an impressive pace, and this helps foster one of AGA’s key values – innovation,” says Nini. AGA’s mission statement is “Caring differently about people,” and their strategy is clear:
1. Improve the health and wealth of Canadians with
a superior experience for plan sponsors and plan
members.
2. Combine expert advice with best-in-class multi-
provider solutions delivered on leading-edge
technology.
3. Promote an inclusive work environment
conducive to the development of our human
resources and our communities.
AGA continues to deliver on their pledge of “Doing more for each client” by making massive investments in their administration systems as well as in the areas of enterprise architecture and data security. They also have an aggressive human capital plan to ensure they are attracting and retaining the best talent in the employee benefits market.
To pursue its growth strategy, the management of AGA Benefit Solutions has received a major investment from TA Associates (TA), a global private equity firm. TA made this investment in cooperation with the AGA management team, who remain in place as major shareholders. The partnership with TA will enable AGA to pursue its strategy of acquiring and integrating group insurance firms across Canada, with the aim of making AGA the Canadian leader in employee benefits.
What’s next for AGA?
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Copyright © 1996-2024 KM Business Information Canada Ltd.
About
Directories
Resources
Investments
Pensions
Benefits
News
RSS
Sitemap
Privacy
Contact us
About us
External contributors
Authors
Terms & Conditions
Terms of Use
Subscribe
People
Companies
Copyright © 1996-2024 KM Business Information Canada Ltd.
About
Directories
Resources
Investments
Pensions
Benefits
News
RSS
Sitemap
Privacy
Contact us
About us
External contributors
Authors
Terms & Conditions
Terms of Use
Subscribe
People
Companies
Copyright © 1996-2024 KM Business Information Canada Ltd.