careers.benifex.com

“When I joined the firm in 2016, we were trying to align ways or working – in particular how we could deliver benefits globally. As a newly formed global benefits team, we inherited a lot of legacy processes and platforms, so we had our work cut out to align the user experience. Working with different tech providers across different regions was not efficient and complex in nature to manage.”

“Finally, think about your wish list and the things you don’t do today but would like to, and those pain points. The chances are the technology will be able to help you. The real-time dashboards and comms tools have been a great example of this for us.”

“Review the existing benefits on offer and how you could enhance this further with additional voluntary benefits; this not only enhances your offering, but some may be salary sacrifice if operating in the UK which can generate NI cost savings for the business – helping to offset the cost of technology.”

“For companies considering whether to invest in a benefits platform I’d suggest reviewing current ways of working which may be labour-intensive for your HR or benefits teams, including query management, communications and monthly administration. Streamlining your processes with the use of benefits technology can lead to greater efficiencies and will give your teams more opportunities for value-add activity.”

“Accessing real time MI via the dashboards has proven highly beneficial. We can readily differentiate between new joiner activity and the wider population when monitoring engagement. Cost and savings data is instantly accessible and has helped us to make well-informed decisions regarding our benefits programme.”

“Smart accounts in Asia have been really well received; the process for colleagues is seamless and very clear. They can easily see the claim progress and historical claim information. We wanted to keep the smart accounts alive throughout the year and use targeted comms to remind people what they can claim for – which we’ve been able to do with the use of the communications manager tool.”

“The Communications Manager tool was one of the biggest “why Benifex” moments during the RFP. Previously it was difficult to target communications; we’d either have to create employee comms and distribution lists outside of the benefits system, rely on our Marketing team for resource, or get the platform provider to build and send on our behalf, which can be rather costly given the frequency of benefit communications.”

“It was an easy business decision as we were replacing existing technology with a global solution. We’ve benefited from process efficiencies, economies of scale, a centralised administration team and a greater colleague experience through the use of the global platform.”

“Aligning our benefits programme to our overall goals was key – both in terms of employee expectations and the wider business agenda. We wanted to offer anytime benefits but our legacy systems tied us to annual windows and mid-year cycles. Being able to offer a wide range of benefits, available at anytime of the year has been a great success.”

“Creating a consistent global experience is something that’s become even more important in the last couple of years; and we’ve achieved that through the branding of the benefits and how colleagues access them. And that consistency filters through to the whole of HR, with the use of a single platform, HR Services are able to support the business and employees in all regions.”

“Historically, the admin was very bulky and clunky. We had to create weekly, bi-weekly or monthly reports to share with benefit and technology providers – we wanted all of that to be simplified. Now it’s all automated. It runs itself in the background and that was a huge win for us.”

“The feedback from colleagues has been really positive. Previously colleagues would access their benefits platform once a year at best, now we're seeing 30 - 45% engage each month and 85% at annual enrolment.”

““We went from a very manual process to complete digital transformation. Processes are now automated, repeatable and consistent. Employees are getting what they need, when they need – without the team having to send everything manually.””

““For example, India has a digital transformation score of 100 – processes like new hire enrolment, salary changes, address changes and top-up insurance administration are fully automated.””

““For us, manual processes were the enemy; we wanted to improve efficiency as the team were buried in day-to-day tasks. By automating manual processes, the team can focus on other, strategic, priorities. We’ve found that implementing Benifex has really helped lift our teams up and they now have the bandwidth for bigger-picture thinking.””

““We went through a scorecard process with the process excellence team to be able to deliver a picture of before and after Snow Globe. Teams looked at all the administrative processes beforehand – for example, how many clicks it took to complete a task. And then, once we went live with Benifex, we looked at the effort involved to complete the same task to measure the level of digital transformation.””

““It’s very easy to overthink about the maintenance aspect, but the OneHub platform is really flexible and can do almost whatever you want, so it’s a lot simpler than it appears. If you keep going back to your objectives, and work with a provider who understands those and offers technology to support it, then it’s actually very manageable.””

““When it came to the platform’s look and feel, we decided that everything from the name to the visuals would be consistent, but we used time during the Scope and Design phases of the project to then customise the rest of the site on a local basis. This was things like language or certain layout conventions, but generally it made sense for decisions and branding to be made at a global level.””

““We worked with Benifex to have a three-phased approach, which allowed us to roll out the platform to different groups of countries based on priority. To decide which countries fell into which phase, we focussed on current country headcounts as well as anticipated future growth of those countries. We also factored in what the current administrative burden was like for each country.””

““We also really wanted a platform that could be a single point of truth for employees; one place for them to go to for all the information they needed, whether it was benefits-specific or company policies or wellbeing programmes. It was non-negotiable that the platform we chose would be able to host all of that and provide employees with a globally-consistent experience.””

““Beyond that, we wanted access to real-time analytics – we wanted to know how many people and dependents we were insuring in our programmes, so we could understand the cost globally, at any point in time. Previously, we only had access to point-in-time reporting, but we wanted to know what was doing well when, where, and with who.””

““With Snowflake’s rapid growth, maintaining a manual benefits and communication process was just not sustainable. We knew we needed to implement a digital solution that would transform all these repetitive, manual tasks. For tickets, we wanted to have robust processes in place. There are lots of easy-to-repeat questions that the team were spending a lot of time on. Outsourcing this support to Benifex was a no-brainer for us.””

““We needed a global solution to a series of local problems. We wanted technology that would deliver local flexibility with global consistency.””

“We saw a great reduction in the number of cases being raised as our employees were empowered to help themselves.”

“Finding a benefits technology provider who takes the time to understand your strategy and company culture is essential.”