The least sexy line item in your budget is employee benefits. But it’s the priciest at the no 2 or 3 spot in expenses to the business.
For the HR leader, benefits planning is one more to-do in a long running list of sh$t to check off. If you’re like most high-growth companies, you’re treating it like a commodity, overlooked for other more interesting perks and programs.
Success runs on happy, peak performing people who show up fully as themselves in a caring workplace. So why don’t your people really feel that sense of care and belonging? Here’s how today’s best HR leaders are using beni.fit to:
- Contain costs and save money on employee benefits
- Uplevel culture for humans to thrive
- Authentically enable love, care and belonging in the workplace
We get it. Easier to focus where you think you can win. Analyzing employee sentiment or introducing new engagement strategies. Plus cauliflower crust pizza and kombucha on tap while dogs and 2-wheelers roam the hallways.
But the annual enrollment beast shows up, same time every year. *Heavy sigh* Even the most competent HR leaders just slog through it, hoping for the best.