6 Things to Look for in a Benefits Advisor

Monday. You just realized you’ve scheduled yourself three interviews in the morning, you have a quarterly team meeting in the afternoon, and sales needs you to onboard the new SDR. You sigh at the triple-digit number of emails staring back at you just as Cliff from engineering walks in asking, for the fifth time this month, what his dental plan ID number is.

Sound about right?

As a human resources pro, you know you’re busier than most people give you credit for.

Sometimes, full but manageable days become hectic and stressful when you find yourself having to answer several one-off questions about benefits or continuously directing your people to the insurance websites or benefits packets that you know they didn’t read and probably raise more questions than they answer.

This is where a benefits partner comes in.

Helping employees navigate health plans, insurance carriers, and various benefit solutions is a full-time task that requires the expertise of benefit industry professionals. You can’t and shouldn’t feel like you need to do that job.

Ideally, the company providing your brokerage services should be this partner since they, after all, know the most about the health plans they helped design for the needs of your company.

With reliable benefits experts in your corner to step up to handle benefits-related questions, your people teams can get back to the business of helping your company recruit and retain your most valuable resource, your people.

When considering solutions for your benefits program, be sure to find one that can partner with your people teams rather than be passive brokers of your health plans.

6 things to look for in a benefits partner:

  1. Benefit industry expertise
  2. Proven ability to develop an employee engagement plan
  3. Proven ability to seamlessly implement a comprehensive benefits program
  4. Dedicated customer service teams
  5. Highly responsive support for both people teams and employees
  6. Ability to be hands-on for presentations

Some bonus considerations:

  • Ability to integrate and play well with your HR Tech stack
  • Ability to generate custom materials for your company
  • Ability to provide employees on-demand access to personalized plan information and ID cards via a mobile app

How do your benefits and HR technology stack up?

HR pros: find out how your company's benefits packages and HR technology workflows stack up against other companies in your geo, size, and industry. What works best for others and what doesn't? What to keep in mind as you scale?

Want to Learn How A Transition From PEO Would Work For Your Company? Schedule a Free Benefits Consultation Today.