How benefits advisors can reduce HR workload and employee stress

Here’s a scenario that is all-too-familiar to employees, benefits advisors, and HR teams: An employee has a question about their health insurance or benefits and turns to HR for assistance. Perhaps they’re going through cancer treatment and need to find out if a medication is approved. HR then becomes the middle person between the employer and the advisor (or the insurance carrier). After some back-and-forth, the news may or may not come back in the employee’s favor, which potentially puts HR in the tough spot of delivering potentially bad news. 

This chain reaction of inefficiency strains HR resources and leaves employees frustrated and unsupported during a critical time of their life. Benefits are harder than ever for employees to understand due to the increased complexity of offerings, changing regulations, and dynamics of remote work. Inadequate communication and limited understanding from employers only exacerbates the problem.

The bottom line is that when HR teams act as intermediaries between employees and brokers, the end result is a time-consuming and stressful process for them, and a disappointing experience for employees.

Moving beyond the status quo

Not only do benefits advisors have the ability to change this process, they should be incentivized by the potential cost savings and opportunity for all. Rewinding back to the benefits renewal process, many advisors push to keep the standard fully insured program in place, a plan where the employer pays a premium to an insurance company. In this annual scenario, clients are often encouraged to simply sign up for the usual 12% increase in costs. 

However, employers must periodically review and update their benefits offerings to ensure they remain competitive and aligned with the evolving needs of their workforce. By enhancing employees’ comprehension of benefits and alleviating the HR workload, opportunities arise for benefits advisors, along with HR teams, to explore innovative solutions that go beyond traditional norms.

Alternative funding models, for example, have the potential to yield cost savings by empowering employees to make informed decisions about their benefits. These solutions often go overlooked due to a tendency to adhere to the status quo, but can give employers a way to customize benefits programs to meet the needs of their workforce and manage costs efficiently. 

It’s crucial to recognize that employees bear a significant portion of the cost of benefits at 10% to 50%. Employers have a responsibility to maximize the value derived from these investments. 

The evolving role of brokers

So, how can advisors change the status quo and provide a partnership that’s focused on delivering an exceptional employee experience? 

Benefits advisors should prioritize proactive problem-solving by enabling direct access to information and solutions for employees. By offering a direct line to advocates who understand their needs, advisors can streamline processes and lighten the load on HR. They can assist with employee queries, aid in claims processing, and enhance benefits comprehension through educational resources, aiming to be an always-available resource for personalized support.

An advisor’s effectiveness should be gauged by their capacity to lessen the HR workload and mitigate employee stress. By providing comprehensive solutions and prompt assistance, advisors can ensure HR teams are relieved of the administrative burdens associated with managing benefits issues. A knowledgeable advisor can aid in onboarding new employees, addressing inquiries about existing plans, facilitating changes or updates as necessary, and more.

In addition to enhancing the employee experience, advisors should explore cost-saving strategies that are beneficial for both organizations and employees. By deviating from conventional fully insured plans and exploring alternative funding options, benefits advisors can unlock substantial cost savings while enriching the value of employee benefits. This is particularly vital for larger contracts involving multiple stakeholders. Advisors should offer guidance and insights throughout the negotiation process and provide market trend analysis to anticipate cost impacts.

Driving organizational success through employee wellbeing

Investing in employee wellbeing isn’t just an act of compassion; it’s a strategic investment in organizational success. As organizations navigate the complexities of the modern workplace, advisors can position themselves as invaluable partners in promoting employee wellbeing and operational success. 

Ralph Spagnuola is a partner at Nava Benefits.