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
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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.