We are very proud of our Elite Partnerships with Carriers and Vendors that incorporate technology into all they do. This series features each of our Elite Partners, who offer savings and efficiencies for your technology and communication needs.

This week’s featured partner is . Our series hosts, & , sat down with & to discuss Empyrean’s tech know-how, company developments, and market wins. Be sure to also check out the

BTR:

What is Empyrean’s claim to fame?

Empyrean:

Empyrean has been around since 2006, so we are not rookies by any means. We serve clients of all sizes with a focus on service to a variety of industries and with a mixture of benefits strategies. We are focused on building culture through employee benefits to connect employees with their benefits and enrich their lives. We deploy a service-first approach to technology and measure it regularly.

BTR:

What’s new and exciting for Empyrean?

Empyrean:

We are so excited to launch our Pilot Plus tool, which is a claims-based decision support and engagement tool. This data-driven tool helps employees choose which plans are best for them with year-round access.

BTR:

Tell us about your integration opportunities.

Empyrean:

Integrations are important to us, and we consider Empyrean is one part of a bigger technology ecosystem. We know we can’t be the curator of every employee benefit, so we work together with outside vendors and carriers to make the benefits experience the best it can be for employees.

We use APIs to make sure the employee experience is easy and understandable, with a focus on data sharing, especially with demographic information. We also use APIs within our Pilot Plus tool which supports the relevance of the employee benefits strategy overall.

BTR:

Data security is essential for employers these days. What are you doing to protect data and maintain security?

Empyrean:

Nothing is more critical to Empyrean than data security. We are SOCII Compliant and “Exception Free” with our SOC audit testing since day 1. Empyrean is continually investing into security projects, including ISO Certification by the end of 2022. Our bit site score has been ranked highest amongst our technology peers.

BTR:

What’s on Empyrean’s roadmap?

Empyrean:

Empyrean is continuing to pursue the next evolution of “benadmin” by engaging with brokers, employers, and partners like BTR. We are listening to a myriad of voices from a variety of benefits spaces, including a Client Council, for the needs across the market. Our Pilot Plus program will grow and expand as we start plugging in more claims data. We also recently partnered with Nelson Hall to gather market research which is informing the trajectory of Empyrean’s development in the coming year.

Empyrean is also homing in on year-round engagement and connection strategies for employees. We feel employees deserve the best support for Life Events and more, so we are implementing communications tools to support a more streamlined enrollment strategy and continue to extend the employer’s culture into the employee’s benefit experience.

BTR appreciates our partnership with our Elite Partners. Be sure to check out our other partners on our . If you’d like more information about savings and efficiencies offered through our Elite Partners, please email BTRProjects@bentechre.com.

“41% of U.S. employees spend 15 minutes or less researching health care benefit options during open enrollment.” Do you remember this 2014 survey stat? It generated a lot of conversation among HR professionals — especially when compared to research that showed Americans spend at least two hours deciding which television to buy. We’re confident that the results would be much the same if the survey was conducted today. Employers are frustrated with employees’ lack of engagement in their benefits.

People are a company’s biggest expense. In the 2020 State of Talent Optimization Report, executives reported that 64% of their total company costs were salary and benefits. The most recent data from the Bureau of Labor Statistics shows that, in the private sector, benefits represent nearly one-third (29.2%) of total compensation. Given these numbers, it’s not surprising that employers are looking for ways to help employees better understand the value of their benefits — especially at a time when “retention” tops the list of many employers’ organizational concerns and HR priorities, regardless of industry or size.

We understand your pain. Every year you invest significantly in employee benefits that you believe will advance your recruitment and retention efforts. But if employees don’t know or understand the value of these benefits, you’re not getting a good return on that investment. The best way to counter this is with the one-two punch of technology and employee engagement.

An industry merger provides an expertise “twofer”

In January, iBenefit Communication (iBC) acquired Benefit Technology Resources (BTR). We brought our companies together into one cohesive team because it is apparent that employers want and need a more integrated employee communication and enrollment solution. Together, we offer:

• Top-of-the-line, best-fit HCM, Payroll and Benefits Administration delivery and consulting on the full spectrum of solutions designed to advance the organization’s people strategy, and
• Personalized employee communication and engagement support to educate employees on the value of their benefits and help them make informed choices using a high-touch approach that builds trust, creates loyalty, and increases retention.

Lean into the human experience to increase retention

The counselor-assisted approach to benefits enrollment is key to building a relationship with employees. Today’s employees want a more personal connection with their employer. Before the seismic shift to remote and hybrid work options, the HR tech market was trending towards greater employee engagement. This new norm only adds to the need to lean into the human experience.

Our combined services represent a total package to leverage benefits as a retention strategy. We’re also happy to assist you with just one (or any combination) of our service offerings, including:

• Benefits administration technology. Pre-vetted, versatile platforms with top-notch implementations and unmatched service and support.
• HR technology consulting. Expertise in HR tech procurement, analysis, and optimization to help you get the most out of your HR technology ecosystem. We’re a trusted advisor, providing independent and agnostic guidance to help you make sense of today’s complex HR tech marketplace and identify solutions to meet your unique needs.
• Personalized education and engagement. One-on-one, concierge-level benefits education and enrollment support with a Benefits Education Specialist for every employee, resulting in more informed employee decisions and a stronger employer-employee connection.

The employee-employer balance of power in the talent market has shifted, and the employee is in the driver’s seat. Employers are responding with better benefits to attract and retain good talent. Your benefit offering is one of your most important recruiting tools. Get the most from your investment with personalized employee engagement and education supported by technology that delivers an enhanced employee experience.

Contact your iBC or BTR representative to learn more and discuss your retention strategy.

Sources:

About the Author

Jamie Hawkins is Founder & CEO of Benefit Technology Resources. She has been in the HR Technology industry for over 20 years and is considered an industry thought-leader on providers, services, and trends.  Jamie serves as the Director of Technology for several well-known broker and consultant affinity groups, such as Benefit Advisors Network, and Assurex Global.  She is also a member of the Society for Human Resource Management (SHRM) and speaks throughout the US on HR Technology trends

About the Author

Phillip Goodrum is Founder & CEO of iBenefit Communication. Phillip has a diverse background leading multiple businesses in the technology, insurance and healthcare sectors. He holds a Bachelor of Arts Degree in Communications from The University of Tennessee and a Masters Degree in Business Administration from the Jack C. Massey School of Business at Belmont University. Phillip resides in Charlotte with his wife and five children.

The big takeaway from our 2021 BTR Summit conference was: “‘free’ is the new F-word.” Each year, we host brokers, vendors, and other stakeholders in the HR tech space to come together and explore market issues and trends. It was during our 2021 Summit that our attendees were in unanimous agreement that “free” is never “free” and there’s a cost to good HR technology.

“Free” can come at a high cost. Free software is typically underwhelming with many limitations, requiring more manual effort which is inefficient. This type of “free” is not the kind of “free” employers need. Employers should consider the cost associated with lost productivity for poor-performing software as well as manual tasks to make the software perform as desired.

Your Vendor is Your Partner

Careful selection and familiarization of HR tech partners help employers to avoid the pitfalls of free software. I don’t use the word “partner” lightly; HR technology should be a true partner to the organization who understands the business goals and initiatives, providing guidance and support to help business leaders accomplish both.

A true HR Technology partner will carry many of these characteristics:

• Won’t sell you services you don’t need
• Won’t dilute customer support—regardless of cost or discounts for their software.
• Will tell you things you may not want to hear.
  • For example, a partner may push back an implementation timeline because they are looking out for your interests and know that your reputation with your employees is essential to your brand.
• Will do it right rather than doing it fast
• Will outline what you can accomplish within the timeline
• Will help prioritize your HR technology and benefit administration goals which improves confidence with the approach and roadmap.
• Will plan to Go Live on time, recognizing that hope is not a strategy.

Employers should also consider the service model of their partner. BTR generally advises against the “service tiers” model because we believe every organization should get the best service regardless of the invoice’s bottom figure.

Expertise to Support Your Business Goals

Employers also need to recognize that each organization has unique needs that may vary from their industry counterparts. A tailored solution is typically going to out-perform a “plug & play” software when it comes to meeting business objectives. Business leaders can leverage a team with technology knowledge & expertise to design a strategically-tailored solution.

Help with Your HR Tech Strategy

The “you get what you pay for” principle applies to most HR technology products and services but is especially true with benefits administration. The good news is that employer organizations are becoming smarter and more sophisticated buyers. HR leaders increasingly understand that purchasing the right technology from the right partner saves time and money over the long term (and oftentimes in the short run, too). Still, the HR tech sector is large and complex. Even experienced buyers struggle to stay on top of the market.

Our team focuses on HR technology solutions every day. We know the market and work with insurance brokers to help employers achieve their business goals through best-fit HR technology solutions and vendor partnerships. The BTR team is happy to assist with your organization’s HR technology strategy—email BTRProjects@bentechre.com to get started!

About the Author

Kate Taylor is BTRs President & COO, she supports BTR’s directors and managers with operational initiatives, team development, and strategic growth.  Kate has successfully developed and led the BTR benefits administration division since its inception in 2010.  She has held nearly every role and has worked exclusively with benefits administration for over 12 years.

On January 7^th, the Supreme Court of the United States heard arguments about the OSHA ETS Vaccine and Testing Mandate for Large Employers with 100+ employees as well as the vaccine mandate for certain Healthcare workers and facilities. After several days of deliberation, the Supreme Court ruled on January 13^th, that the mandate for large employers was too broad, blocking the OSHA ETS from activation—with one exception: the vaccine requirement for certain health care workers in facilities participating in Medicare or Medicaid will take effect.

As impacted healthcare employers scramble to respond to the January 13^th ruling, there are crucial steps business leaders can take to prepare for implementing a Vaccine and Testing tracking solution.

Steps for Healthcare Facilities can take now

• Review your employee handbook and employment contracts to identify changes needed regarding your organization’s COVID-19 vaccine policy
• Enact policies to ensure all required employees are treated equitably
• Establish specific timelines and goals for compliance across your organization
• Consult with legal counsel to ensure procedures and implementation are executed properly and communicated effectively
• Talk with your current technology providers to assess solutions for collecting proof of vaccination, validation processes, confidentiality, etc.
• Determine if the solution is adaptable to changing requirements such as booster shots, reporting needs, etc.?

If your organization finds itself in need of a vaccine-or-testing tracking strategy, BTR can help! Feel free to reach out to us at BTRProjects@bentechre.com to ask questions or to schedule a consultation.

Please note: This publication includes a high-level overview of the federal mandate. The requirements may differ based on specific state laws and may have special application to employers in varying industries. BTR is in no way providing medical advice or guidance on the COVID-19 vaccine or any vaccine or medical diagnosis. If you have questions about whether or not a vaccine is right for you, please consult your physician or go to for more information. Additionally, BTR is not positioned to provide legal advice in any manner, so please consult your ERISA or legal counsel before moving forward with vaccine tracking.

About the Author

Jannette Kresser coordinates BTR’s solution provider relationships and supports operational efficiencies for the Consulting Division. She has over 20 years of experience in project management, contract administration, process improvements, and new technology implementations

The HR technology market boasts a myriad of helpful employee-facing tools determined to make the employee experience magical and easy. HR technology is only worth the investment if employees actually use it.

But how can an organization ensure its people understand how to use the technology, especially if it is new?

Below are practical ways for HR administrators and business leaders to support employee adoption – and keep the workforce engaged – through HR technology.

Try to Break It

System Testing is a foundational element of launching any new technology. Employers should test their new system thoroughly, attempting to “break” the system or make mistakes common amongst employees. The testing phase not only allows for teams to catch errors and make corrections before going live, but also helps administrators become familiar with error messages and codes which in turn improves their user ability. Leverage your vendor partner’s testing materials as a starting point.

Enlist Focus groups

Once your system is tested and ready to go live, employers should enlist small groups of employees to review the system and test for user-friendliness. Focus groups support the endeavor of garnering much-needed feedback as well as adoption of the new technology. Focus groups can also highlight any gaps or needs for user education. Just be sure you actually act on the feedback – it’s their system!

Map out the Employee Experience

It is crucial for employees to know where to go and how to get there. HR teams should walk through the employee experience, so they are familiar with each step. HR teams will want to familiarize themselves with any transition points, such as when a New Hire will need to move from the HCM system to the benefits enrollment system via an API. Consider authoring a “site map” or similar document, complete with FAQs to use for internal education.

Speaking of Education


We all know that knowledge is power. Educating your employees on the purpose for and opportunities within your organization’s technology can go a long way regarding adoption and utilization. A company-branded instructional guide with screenshots and arrows is a popular way to educate employees. Internal webinars and podcasts also support employee education. BTR also always recommends posting support contacts throughout the system in case employees need to reach out for help.

Customization

Most HR technologies can feature employer logos, colors, and more to make the site recognizable to employees. Company branding within your HR technology empowers employees to have more trust and comfort with executing HR-related tasks in the system. Some systems even allow for customized email alerts, notifications, and confirmation messaging which also support the employee experience.

These are just some of the ways that employers can support their employees’ experiences within HR technology. Making your organization’s technology easy to use and recognizable will support your overall technology strategy and success.

If your organization would like to learn more about BTR services, email BTRProjects@bentechre.com to get started today!

About the Author

Holli Brummett supports BTR as the Business Development Coordinator, focusing on new opportunities and business development for the BTR Extend Division. Holli brings to the team several years of Benefits Administration experience on multiple systems, working with broker teams as well as employers across many industries, including manufacturing, school districts, hospital systems, and more.