Modernizing Your Benefits Strategy for Today and Tomorrow

Learn how forward-thinking organizations are transforming their employer-sponsored benefits to change with the times.
By: HRE Editorial

Webinar Date: July 12, 2018

Sponsored by:

Discovery Benefits

Talent shortages and demographic shifts. Advancements in technology, digitization, robotics, artificial intelligence and automation. The deconstruction of work, the contingent worker and talent platforms. The future of work is here—and is changing the footprint of human-capital and benefits ecosystems as we know it. As the nature of work changes, it brings with it a pivotal shift in today’s talent experience and benefits strategy, including the availability of greater employee choice, more personalized benefits and customized delivery.

As organizations confront the inevitable and ongoing disruption associated with these changes, many are seeking ways to evolve their benefits strategy and offerings by modernizing existing programs and optimizing their current spend. At the same time, their ability to become more adept at managing the risks associated with employee well-being issues—including physical health, stress, financial fatigue, isolation and disengagement—is becoming an organizational necessity.

This is the evolution—and future—of benefits.

In this session, John Bremen, managing director of human capital and benefits at Willis Towers Watson, will discuss how forward-thinking organizations are transforming their employer-sponsored benefits to change with the times and, thereby, successfully achieve business goals, accommodate a changing workforce and deliver highly valued, high-performing and sustainable benefits that contribute meaningfully to employee security, wellbeing, engagement and productivity. In addition, John will share how these organizations are modernizing their benefits programs to address the needs of both today and tomorrow. He will explore such questions as:

  • What role do organizational purpose, brand, talent-value proposition and total rewards play in crafting a benefits strategy that recognizes inclusion, diversity and defined social responsibilities?
  • How can organizations implement benefit programs that are both high-tech and high-touch, and offer a high degree of employee choice and personalization?
  • How can modernized programs drive employee engagement through holistic wellbeing strategies (including physical health, emotional wellbeing, financial wellbeing and social wellbeing), while optimizing the operational capacity to adapt and change as business conditions dictate?

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