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HR Daily Advisor

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FACES OF HR




FACES OF HR: BEST OF BENEFITS

By Bianca Herron, Editor, HR Daily Advisor Staff Apr 21, 2022 Faces of HR

Updated: Apr 21, 2022

It’s Employee Benefits Week at HR Daily Advisor—and we couldn’t be more excited
to share the timely news and insights with our dedicated HRDA audience. For our
Faces of HR column this week, we look back at some of our favorite Faces and
share their expert commentary and insights from the front lines of managing
employee benefits and compensation.

Matt Bahl

So, where do these experts see the HR industry heading in five years? Matt Bahl,
Vice President of Workplace Market Lead at Financial Health Network, shared with
HR Daily Advisor that he sees the industry becoming better and nimbler in the
face of constant change.

“The last couple years are a good example,” Bahl says. “We saw HR teams mobilize
quickly to facilitate remote work arrangements, to enhance safety protocols, to
invest more deeply and intentionally in diversity, equity, and inclusion
programs, and we saw an explosion in interest around enhancing financial health
benefits. In other words, the last two plus years accelerated several trends
that were already percolating in the workplace.



“Ultimately, the HR teams that help their organizations understand the value of
listening to workers and designing workplace solutions that meet the material
needs of workers will be best positioned to win the now-perpetual war for
talent,” he added. “Those that don’t evolve or rely on outdated frameworks or
models of work will survive for the short term, but workers have more choice now
than ever and this means companies are competing in new ways for talent at all
levels of an organization. Those that can demonstrate how they improve the lives
of their people, will be best positioned to recruit, and retain talent and also
drive better business outcomes.”

Charles Lattimer

Charles Lattimer, VP of Innovation and Growth at FinFit, believes that “the
trend of managing the cost of benefits from corporate balance sheets and onto
the American worker has bottomed out.”

“With 60% of folks working paycheck to paycheck, workers have nothing left to
give,” Lattimer explained. “To be competitive in the war for talent, companies
need to step up with better healthcare, continued education and certifications,
unrestricted emergency savings vehicles, access to short-term financial
liquidity, robust retirement matches, ready access to mental health services,
safe spaces to deal with addictions, inclusive work environments, and many more
things to foster the holistic wellness of each employee.

“To address this complex opportunity, countless point solutions are emerging,
and most will die off or be acquired,” he continued. “Jumbo, payroll-connected
human resources “super apps” are on the way – with a half a dozen or so major
winners. This will allow small to mid-size companies to compete more effectively
with large enterprises for talent in a distributed workforce. To keep costs
under control with scale, the Fortune 500 will orchestrate their own internal,
holistic solutions – the economics for outsourcing an array of point solutions
stop making sense once you exceed a six-figure person workforce. In five years,
most of this will be cleaned up, and the HR function will be greatly streamlined
and infinitely more effective.”

Shrina Sood

Last but not least, Shrina Sood, Associate Vice President of Talent Acquisition
& Diversity, Equity, Inclusion, and Belonging (DEIB) at Curriculum Associates,
noted that the Great Resignation industries are experiencing is a “great reset
for how we do our work and where we do it.”

“COVID-19 progressed HR initiatives very quickly, in many ways helping the work
that HR has been trying to move the needle on for the past two decades in less
than two years,” Sood shared. “For example, recruiters have been asking for
remote work so we would have the opportunity to hire talent anywhere in the US.
We’ve also been waiting for organizations to not only talk about DEI but to
invest their dollars to this work. Same goes for work life balance, equitable
pay, and flexible working hours. Employees have been craving all of this – the
pandemic brought the issues to the forefront in a very short amount of time.”

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Tags: Charles Lattimer, Compensation, Employee Benefits, Matt Bahl


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