Benefits Integration Group. Presented By: Whitney Connelly Mary Golaboff

Transcription

1 Benefits Integration Group Presented By: Whitney Connelly Mary Golaboff

2 Benefits Integration Group Provide a consultative approach to streamlining human resources and benefits administration with technology. Fee-based consulting on a per-project basis. Can coordinates with current vendors and/or make recommendations for new technology solutions. Professionals have extensive employee benefits background in addition to technology expertise.

3 Benefits Integration Group Services Provided 1. Request For Proposal (RFP) Support 2. Sales Presentation via Web-Ex/Conference Call* Discovery Questions Workflow Assessment Needs Assessment Demo 3. Follow Up with System Access or Third Party System Information 4. Q&A Follow Up 5. Implementation Support Structure Timing 6. System/Carrier Integration 7. Training and Ongoing Support

4 Benefits Integration Group What s New? 1. New bswift look and feel blackberry to iphone

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7 Benefits Integration Group What s New? 1. New bswift look and feel blackberry to iphone 2. bswift continues to play a role with exchanges

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9 Benefits Integration Group What s New? 1. New bswift look and feel blackberry to iphone 2. bswift continues to play a role with exchanges 3. benefitrelay only installations

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11 Benefits Integration Group What s New? 1. New bswift look and feel blackberry to iphone 2. bswift continues to play a role with exchanges 3. benefitrelay only installations 4. Expanded BIG presence in Austin Expanded Training and Support Resources NEW! Service Center and finally

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13 coming soon!! employer solutions

14 NFP Employer Solutions Who Are We? NFP Employer Services is a division within the National Financial Partners Corporate Client Group, formed out of the Benefits Integration Group and newly acquired AlterityHR that provides employers with a subject matter expert in HR and benefits administration systems. Specifically, we assist in the selection, implementation and ongoing support of HR/ benefit management technology and the HR policies and processes required.

15 NFP Employer Services Who Are We? Human Resource departments are thinking more strategically. Many realize that they must become more efficient so that they can focus on the organization s core competencies. No longer is the role of the human resource department an administration role only. Companies realize employees are the lifeblood of their business. The benefits, resources and processes put in place by a Company are vital to the success and the longevity of their staff. Because of this, it s important to review and make adjustments to the various aspects of your human resources practices as necessary. NFP Employer Service now offers an objective evaluation of your clients human resource process through our audit and assessment services.

16 NFP Employer Services Audit Goals 1. Evaluate the overall effectiveness of company human resources policies and practices; 2. Identify gaps or areas of vulnerability/liability; 3. Identify risk reduction opportunities; 4. Identify areas of opportunity to streamline and create additional efficiencies; 5. Prioritize and recommend solutions for the identified areas;

17 Employer Solutions Audit Delivery Solutions Recruiting Process Learning and Development Employee Files Performance Management & Compensation Policies and Procedures

18 Employer Solutions Audit Recruiting Process Review current processes and procedures with internal hiring managers Assess paperwork given to applicants (applications, releases for background checks, drug screens, etc.) Review 3 rd party company procedures and documents given to c-level candidates/employees Review job descriptions

19 Employer Solutions Audit Employee Files Review and streamline employee files for compliance Review I-9s and collection process for compliance

20 Employer Solutions Audit Review of current processes, goal setting, coaching, documentation and progressive discipline Review of internal current compensation rates, short and long term incentives, bonus structure Performance Management Review how the performance management and rewards systems are aligned

21 Employer Solutions Audit Gather all the official and, more importantly, unofficial policies, procedures and forms that are currently being utilized (to include employee handbook) Identify missing or incomplete policies Review policies for required Federal, State and Local laws and regulations ADAAA, ADEA, FLSA, GINA, Title VII, etc. Determine areas of potential liability and/or concern for immediate action Policies and Procedures Review required legal postings for compliance Review policies and procedures that cover the span of the employee life-cycle (recruiting through termination or retirement)

22 Employer Solutions Audit Evaluate employee communications, surveys, compliance, investigations and training in such topics as harassment, social media, recruiting, etc. Distinguish training tied to compliance, regulatory, job role, and onboarding Learning and Development

23 Employer Solutions Audit Delivery Solutions Review systems, contracts, pricing and performance of vendors in delivery of Human Capital Management functions Assess processes outlined above for alternative delivery systems or efficiencies within the delivery systems Review functional HR support and infrastructure

24 HCM Systems HR Consulting

25 Employer Solutions Offerings CONSULTING Vendor RFP s (technology and non technology) Workplace Practices Audits and Compliance Compensation/Total Rewards Risk Management Performance Management Delivery Solutions Recruiting Process PROCESS MANAGEMENT Recruitment and Applicant Tracking Benefits Administration* HRIS/Payroll Performance Mgmt./Total Comp Leave Administration E-Learning Learning and Development Performance Management & Compensation Policies and Procedures Employee Files * implementation handled in-house

26 Expanding Our Reach Beyond Benefits Eligibility Management

27 Questions to Ask Start them talking about their global hr needs don t just focus on benefits payroll vendor who is it, what modules have the purchased, what modules are they using, why applicant tracking do they just collect paper resumes, how many, how do they track process throughout the organization (who interviews, etc.) onboarding internal how do they notify the rest of their team when a new hire comes on board (set up for workstation, address, business cards, etc.) onboarding ee info i9, w4, non-compete, employee manual, other new hire forms, etc.

28 Questions to Ask benefit enrollment get them talking about the orientation process? How do they receive enrollment data, how do they get info to vendors, to payroll, to COBRA, etc. data flow how does the data move from applicant tracking to onboarding, to payroll, to enrollment, to vendors, and back to payroll data management if data is passing electronically to vendors, do they have a problem with employees and dependents being dropped

29 Questions to Ask performance management how are reviews tracked and maintained? do you perform self reviews and manager reviews? training/learning how do you track and maintain records for employee training paid time off (pto) tracking time and attendance intranet is it being used? frequently?

30 Get Your CE Voucher! Attention Licensed Attendees: Sign the Attendee Log to receive your CE Voucher for this session!