In a crisis era, workers have spoken up about the new and improved benefits that would help them manage their work and their lives. They want more offerings in health and wellness, mental-health care, child care, financial wellness, and more. How have employers responded, while keeping costs under control? How can companies offer menus of benefits, to avoid the one-size-fits-all approach? What kinds of voluntary benefits should companies consider, like vision insurance or charitable solutions like employee-relief fund grants.
From Day One is a Recertification Provider for SHRM and HRCI. This session is eligible for 4 credits from both organizations. The Activity IDs will be sent to attendees after the conclusion of the session.
Employee Benefit Research Institute (EBRI)
InterContinental Hotels Group
Boston Scientific Corporation
Behavior and Beyond
Whil, a Rethink Company
What current research tells us about the ways in which companies will need to rethink health care and other benefits in the tight labor market of 2021–and beyond.
Speaker: Lori Lucas, president and CEO, Employee Benefit Research Institute (EBRI)
Moderator: Lydia Dishman, contributing editor, Fast Company
Fertility benefits have been around for a little over a decade-and in that time, the way we pursue parenthood has changed dramatically. LGBTQ+ people have begun forming families at higher rates, procedures like egg freezing have gone from experimental to commonplace, and Covid-19 has led to an increased need for telehealth and at-home care.
That’s why it’s critical that employers looking to support their employees in family-forming must look beyond only traditional assisted reproductive technologies like IVF when adding coverage. From adoption support to proactive options that help employees avoid IVF altogether (when unneeded or undesired), we’ll take a look at what employers should be thinking about to offer both inclusive coverage and manage high-cost healthcare claims.
Juli Insinger, co-founder & VP of business development, Carrot
The pandemic and rise of remote work have accelerated the evolution of these benefits, as well as driving the rise of new ones. New directions include a greater focus on maternal and family health, mental health, and the integration of work and well-being. What new and underestimated employee needs are driving these changes? And what are the most innovative, results-oriented solutions? How can employer health-care costs be managed, even while improving quality and efficiency?
David Kristoff, VP, total rewards & HR services, NetApp
Kimberly Young, VP, global benefits, PAE
Hannah Wilkowski, senior manager, global benefits, BuzzFeed
Amy Page, regional director, Ovia Health
Alyson Watson, co-founder/CEO, Modern Health
Caroline Hroncich, careers editor - Insider (formerly Business Insider)
Seventy-one percent of HR leaders are making the shift to a hybrid workplace this year. Are you? There are a variety of factors to consider when planning this transition, with employee well-being, inclusivity, and employee choice ranking top of mind. Your challenge: existing, pre-pandemic people programs won’t always translate. But your opportunity? This is your time to reprioritize the most valuable programs to meet your employees’ needs and to reimagine them in a way that will win in a hybrid environment.
In this session, join Morgan Chaney, senior director of marketing at Blueboard, for a deep dive into the priority role that employee recognition plays in your hybrid workplace strategy. She’ll speak about how to recognition and rewards programs can positively support your core focus areas with real-world program examples and best practices from Blueboard’s roster of clients.
Morgan Chaney, Senior Director of Marketing & Employer Branding Lead, Blueboard
Organizations and their teams are more siloed now than ever before. Learn how caregivers can help unlock new ways of achieving and integrating well-being, inclusivity, and belonging to enhance your company culture and employee experience. We’ll share how virtual hallways and facilitated conversations can connect your people through the issues that matter the most to them as team members, caregivers, and individuals.
Liz Gulliver, co-founder, Kunik
Dr. Marcie Beigle, Behavior Expert, Behavior and Beyond
We’ve all heard “what got you here, won’t get you there.” In this ever-changing climate, the standard, one-size-fits-all approach to benefits no longer works to motivate and retain your talent. The pandemic has caused employees to reassess what matters most and savvy organizations will follow the queue in assessing what benefits most. Learn how Talking Talent offers a new approach to benefits focused on coaching, connection, and compassion and the impact this approach can have on the new world of work post-pandemic.
Teresa Hopke, CEO, The Americas, Talking Talent
Robbie Green, Executive Coach, Talking Talent
Are you looking for a way to adapt to the change of your employees working both in the office and remotely? Wondering how to still keep them engaged and provide a great employee experience? At garten, our offerings help to attract and retain talent, keep teams healthier, and bring more creativity into the workplace, even from home.
Gary Batara, VP marketing, Garten
Traditionally, employers focused on the relationship of physical health and productivity. But there's a growing recognition that employee well-being includes other factors ranging from the mind-body connection to the need for employee financial relief. As a result, enlightened employers are looking for ways of addressing employee needs in a far more holistic way. As this thinking evolves, how are benefits leaders assessing the points where employers can be most effective–and how are they aligning those needs with new solutions?
Jeanne Walsh, director, benefits and global mobility, Boston Scientific
Dr. Hemalee Patel, co-director of the clinical design lab, One Medical
Davida Rivens, VP & director, customer experience, E4E Relief
Jim McMurtray, director of benefits delivery, Piedmont Healthcare
Lydia Dishman, contributing editor - Fast Company
Costs are skyrocketing, and providers are in short supply and unable to meet the increasing urgency for services. The Covid-19 pandemic has put the industry in a reactive state, and we are all struggling to meet our employees’ needs due to increased visibility to mental health issues and life’s demands. We need to rebuild, shifting our focus from reactive to proactive. We will explore key trends in mental and behavioral-health services and help define key high-stress groups that are at-risk and need the most support.
Mike Civello, Senior Vice President, Whil, a Rethink Company
How a major U.S. manufacturing company chooses relevant new benefits–and gives employees convenient access to them.
Speaker: Jennifer Paisley, VP of total rewards and HR operations, Valmont Industries, Inc.
Moderator: Emily McCrary-Ruiz-Esparza, Journalist
Stress, anxiety, depression, and workplace burnout were already on the rise before Covid. Now they’re reaching epidemic levels, with nearly 60% of millennials and Gen-Z reporting burnout as the country prepares to return to the workplace. At the same time, in-person support is harder to find and EAPs and other programs are often underutilized. Are there new approaches employers can add to their benefits programs to help employees and their families get the emotional and mental-health support they need?
Karsten Vagner, Vice President, People, Maven
Cassidy Stevens, LCSW, Maven
As a network of 6,000 hotels is staffing up again, its benefits leader responds to employee needs in the post-pandemic boom.
Speaker: Luke Marble, head of compensation & benefits, InterContinental Hotels Group
Moderator: Emily McCrary-Ruiz-Esparza, Journalist