| | JUNE 2025MANAGEHRMAGAZINE.COM19Harris Health System, serving as a program manager for leave disability. Over time, I progressed to managing the benefits department, then overseeing benefits, leave administration, and establishing a shared services team. After nearly six years, I became the Director of Total Awards and Shared Services at Legacy Community Health, handling strategic responsibilities in compensation, benefits, wellness, and more. I focused on KPIs, targets, policy writing, and ensuring compliance at the federal and state levels, especially with the IRS and Department of Labor. I also implemented mandatory COVID vaccines and enhanced onboarding and recruitment policies.In my current role as Director of Benefits and Leave Administration at Save Mart Companies, I lead all the total reward strategies in conjunction with our director of compensation. I addressed compliance issues, particularly in 401(k) programs, ensuring plans were brought back into compliance and conducting timely audits and 5500 filings. The position, vacant for over a year before my arrival, underwent a complete transformation.Now, I focus on fostering inclusive benefits with a DEI perspective, introducing diverse and inclusive holidays and benefits for associates. Collaborating with the compensation director, I've initiated a merit program to establish equitable pay and bonuses across the organization.What are some of the major challenges in the financial wellness industry market?The current financial challenges, exacerbated by the impact of COVID, have put companies in a tough spot. Many are struggling financially, leading to talent turnover and enrollment instability. In my organization, the company's revenue has suffered, making it challenging to reward employees adequately. The rising cost of living is causing employees to live paycheck to paycheck, impacting overall well-being and, subsequently, productivity, absenteeism, and presenteeism. This presents a dual challenge for employers, who must navigate the delicate balance of retaining talent while ensuring the financial sustainability of the organization. The result is a complex scenario where organizations grapple with decisions on layoffs and maintaining a motivated and engaged workforce amidst economic uncertainties.What are recent trends that have evolved to help tackle these pain points?Our organization has implemented programs aimed at addressing financial challenges for associates. These initiatives, facilitated through the 401k record keeper, focus on budgeting and enhancing financial literacy to help individuals achieve more with less. In addition, we have introduced mental health benefits to assist employees in coping with the stress associated with financial difficulties. Notably, the emphasis is on providing low to no-cost benefits to associates, with the organization absorbing the financial impact. These measures are designed to support employees in managing stress, remaining present at work, and sustaining productivity amid financial struggles, reflecting the organization's commitment to the well-being of its workforce.How do you see the food industry evolve over the next few years?Our organization's focus is on enhancing programs to help associates save more, especially in our heavily unionized organization. Recognizing the evolving landscape of pensions, we're launching initiatives to educate union employees, who constitute about 95 percent of our workforce, about the importance of individual savings. We emphasize the potential changes in pensions and illustrate the benefits of making pre-tax contributions to a 401(k) plan. By demonstrating the financial impact of pre-tax contributions and showcasing the minimal difference in take-home pay, we aim to encourage employees to actively contribute to their retirement savings.In addition to focusing on retirement savings, we implement programs to help individuals prepare for retirement-related challenges, such as navigating Medicare. We are committed to providing educational resources to empower employees to make informed decisions about healthcare options as they transition from employer plans to Medicare. This comprehensive approach ensures that employees are well-prepared for retirement, both financially and in terms of healthcare planning.Any specific piece of advice that you'd like to share with your fellow peers or other industry leaders?My key advice is to actively listen to your associates. As HR professionals, our internal customers are the associates, and creating a culture where they feel comfortable expressing their needs is crucial. The strategic approach involves conducting surveys, organizing focus groups, and establishing employee resource groups to gather inputs. However, the most impactful aspect is ensuring executive buy-in and taking concrete actions based on employee feedback. This approach fosters a supportive workplace and demonstrates a commitment to addressing the needs of the associates, even if the results take time to materialize. The key to impactful workplace transformation lies in securing executive buy-in and translating employee feedback into tangible actions. This not only cultivates a supportive environment but also underscores a steadfast commitment to addressing the needs of associates, even if the results take time to materialize
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