HR Trends

The world-renowned HR thought leader Josh Bersin joins Mike Simonds, COO of Unum Group, and Swapnil Prabha, Unum’s VP of Digital Offering, in a discussion about the fundamental changes wrought by the pandemic – and how those changes are driving benefits tech trends and innovations in 2021. 

• Post-pandemic economic boom. As we slowly emerge from the pandemic, many experts are predicting an economic boom. Signs are pointing to a dynamic economy with a lot of opportunities for businesses and HR professionals. [03:28]
• A greater appreciation of work. This past year, many workers experienced the stress of balancing personal and professional responsibilities from home. Yet, many people gained a greater appreciation of the value of work, finding a purpose and refuge from the pandemic, according to The Business Resilience: The Global COVID-19 Pandemic Response Study[RA1] .  (08:49)
• The employee experience and technology. At the beginning of the pandemic, many leaders doubted the capabilities and productivity of employees working from home. A year later, there’s a completely new way of thinking about work technology and the employee experience. [10:16]
• Real-time integrations with HRIS platforms. Unum has accelerated work of building technology that integrates with popular HRIS platforms for a seamless experience for employers and employees alike. Intuitive technology like this helps employers overcome administration challenges and focus more on the employee experience. [12:58]
• Benefits are essentials. Now is the time for the benefits industry to start thinking about how to deliver a digital, consumer-like experience to employees. What was once viewed as optional benefits are now seen as essential parts of the work experience and employee productivity.  (15:48)
• HR tech objectives. In 2021, innovations in HR technology are trying to get HR teams back at what they do best and where they have the biggest business impacts – with simplistic and thoughtful designs and solutions.  (18:00)
• Mental health is critically important. As more employers adopt mental health programs, employers and leaders can promote mental and emotional well-being by incorporating it into the workplace culture while technology can help easily deliver access to the appropriate support and care. [20:40]

 Josh Bersin
Global Industry Analyst, Dean, Josh Bersin Academy

Josh Bersin founded Bersin & Associates in 2001 to provide research and advisory services focused on corporate learning. He expanded the company’s coverage to encompass HR, talent management, talent acquisition, and leadership and became a recognized expert in the talent market.

Mike Simonds
Executive Vice President, COO of Unum Group

Mike Simonds is the Chief Operating Officer of Unum Group, one of The Ethisphere Institute’s world’s most ethical companies. Since joining Unum in 1994, Simonds has worked in various leadership roles and has helped lead the company’s focus on customer satisfaction and expansion into voluntary, dental and vision benefits..

 Swapnil Prabha
Vice President, Digital Offerings, Unum

With 15 years of experience in the insurance industry, Swapnil is the Vice President of Digital Offerings at Unum. Prior to joining Unum, Swapnil spent seven years at McKinsey & Company where she was a leader in the Insurance Practice focused on Digital Services across all lines of business and Employee Benefits specifically.

The ongoing pandemic has put a spotlight on people’s physical and mental health – and on the critical role employers have in safeguarding their employees’ overall well-being. As the vaccine efforts continue across the U.S., we discuss the role employers should play in terms of the vaccination roll out. Dr. Dora Anne Mills, Chief Health Improvement Officer at MaineHealth, and Rob Hecker from Unum discuss how employers – of all sizes – can help with vaccination efforts to end the COVID-19 pandemic. 

• It’s a race against time. Vaccinations are the single most important thing we can do for the health our communities right now. COVID-19 variants are emerging – some which are more contagious and sometimes more fatal. [02:00]
• Why employers should play a role. Vaccines are the fastest way for employees to return to some sort of normalcy and return to the office, and employers can play a critical role. Early in the pandemic, employers emerged as a trusted source of information. Encourage employees to get vaccinated when it’s available to them, as part of your organization’s commitment to employee physical and emotional wellbeing. [03:17]
• Make it easy. It can be difficult for some people to get vaccinated, especially if the facility doesn’t allow children or if there are long lines. Employers can make it easier by allowing time during work hours to get vaccinated. [05:14]
• Develop a strategic plan. Talk to experts, be flexible and rethink what you’re doing based upon what you learn. Most importantly, be transparent with everything – even what you don’t know. It’s really just about communicating, staying close to the experts, and tapping into the resources that are readily available. [07:37]
• It’s all hands on deck. This is the largest vaccine campaign in history. Local businesses can provide trusted nonmedical volunteers to help local clinics and healthcare facilities. Employees find it fulfilling, and it accomplishes a similar goal to end the pandemic. [14:18]

Dora Anne Mills, MD, MPD, FAAP
Chief Health Improvement Officer, MaineHealth

Since 2018, Dr. Dora Anne Mills has served as the chief health improvement officer for MaineHealth, Maine’s largest health system. She previously served as the Maine CDC Director for 15 years, overseeing many efforts, including the development of a statewide public health infrastructure, Maine’s response to the H1N1 influenza pandemic, and the implementation of a system for chronic disease prevention, and addressing a number of environmental health issues. 

Rob Hecker
Vice President, Global Total Rewards, Unum

Rob Hecker is currently the Vice President of Global Total Rewards, responsible for Unum’s health, medical and retirement plans, well-being strategies and compensation and rewards programs. Prior to moving into his current role, Rob was the Vice President of National Client Group Services, responsible for developing client service delivery strategies for Unum’s 2000+ employees customer segment. His areas of responsibility included client management strategy, new customer implementation, premium collections, contract services and administrative management services. Rob’s previous business experience includes Vice President of Unum’s Leave Management Center, Vice President Voluntary Claims Operations and Vice President LTD Benefits. Prior to joining Unum, Rob was employed by Holiday Inn Corporations as a labor relations specialist and Director of Human Resources. An active community leader, Rob has served on the boards of the Unum Charitable Foundation, The Chattanooga Y-ME Breast Cancer organization, Chattanooga Humane Educational Society and Unum’s United Way leadership council.

]https://www.mainehealth.org/

The ongoing pandemic has left a huge impact on the public sector, from budget cuts to complex operational needs in state, local and municipality governments, public agencies and schools. Employee benefits has become a critical retention strategy, but also an added challenge. We talk to two benefits experts with vast experience in the public sector.

• Employee benefits is key to public sector’s competition for talent: Employee benefits are vital to a recruitment and retention strategy, as public sector employers compete against private sector jobs amid a wave of Baby Boomer generation retirements. [03.45]
•  Time to catch up: Public sector employers have been slower to adopt the hardware and software that other industries have utilized – that offered a way to quickly pivot to remote or virtual work. However, public entities are now putting a lot of time and effort to implement and utilize this technology. [05:32]
• Going digital for virtual enrollment: The pandemic has been a rapid accelerant for the public sector to shift to virtual enrollments of benefits, including moving from paper-based methods to digital methods. [07:08]
• Importance of benefits education: Now more than ever, employees are paying attention to the benefits coverage they have and the coverage they need. Take the time to allow employees to understand what they’re being offered. This will cause employees to be better protected and more fully appreciate what your organization is doing for them. [09:18] 

Additional public sector resources: SHRM webinar on Public Sector Benefits[A3] , Governing, International Public Managers Association for Human Resources, Center for State and Local Government Excellence, and Colonial Life’s Public Sector Virtual Enrollment Guide.      

Donna Nixon
Vice President, Pierce Group Benefits

Donna Nixon is Vice President of Pierce Group Benefits. She has 26 years of experience in public and private insurance, third party administration and benefit consulting. Most of Nixon's work has focused on local governments, providing her with the expertise to provide specialized service to this industry group. The scope of her experience spans virtually all aspects of benefit administration, including marketing, customer relations, claims, market trends and underwriting. Nixon provides strategic analysis to assist clients with design and development of benefit programs, controlling costs, compliance and employee communication solutions. She has organized and led team building and leadership development sessions and has worked with several forms of governing bodies.

Steven Vermette
Vice President, Colonial Life

Steven Vermette is a Vice President at Colonial Life. He has over three decades of experience in the benefits industry and now serves National Public Sector Sales Leader for Colonial Life. His vision and ability to identify trends has allowed Colonial Life and its clients to adapt to the ever-changing landscape. From technology to enrollment, Vermette has an acute understanding of how voluntary benefits both protect employees and empower employers to thrive.

 https://piercegroupbenefits.com/

Two founders of HR firms and industry podcast leaders – Lars Schmidt and Joey Price – talk about how businesses are adapting their wellness and benefits packages in 2021. We focus on employers with 250 employees or less and the data from a new report. Lars and Joey offer practical advice on everything from benefits communication to how sole HR practitioners can lean on a wider community, as well as the urgency of implementing HR technology and process digitization. 

• Customize employee benefits packages: Benefits are more important than ever, and companies are starting to broaden beyond what they traditionally viewed as a benefits suite, such as student loan repayments and a new urgency on mental health. (02:26)
• Strive for “digital by default”: It’s time to ditch the manual processes and adopt HR technology and digital solutions – to reflect a modern workplace. (06:05)
• You may be overspending already: Don’t shy away from HR tech because of cost. When you account for the time spent on manual processes or creating workarounds, you might find you may already have the budget to invest in digital tools. (08:45)
• Survey your employees: If you’re having to cut costs due to cash flow issues, engage your employees to co-create choices. Or, survey them to determine what they find valuable.  (09:54)
• Benefits communication is key: Articulate the tangible benefits for the employee and educate everyone on the value of the benefits.  (12:45)
• Are you an HR practitioner of one? Reach out to your HR communities and forums online to ask questions. See what your peers are doing and leverage their expertise to bring collective wisdom into your organization. (14:09)
• Access the recent report: Small Business Benefit Trends Report 2021.
• Check out the new book Redefining HR by Lars Schmidt. 

Lars Schmidt
Founder, Amplify and Author and Podcast Host, Redefining HR

Lars Schmidt is the Founder of Amplify, an HR executive search and consulting firm that helps companies build progressive people teams and capabilities. He's spent over 20 years in the industry working in and alongside a range of leading global companies. 

 Joey Price, MS HRMD
Founder, Jumpstart:HR and Host, Business, Life, and Coffee Podcast

Joey Price is an award-winning start-up CEO of Jumpstart:HR and host of the Business, Life, and Coffee Podcastbased in Baltimore, Maryland. He has spent over 12 years in the HR industry and spends much of his time solving HR challenges in the  areas of workplace culture, small team HR ops, and HR tech. 

We speak to Scott Omelianuk, editor in chief of Inc. magazine, and Jill Sasso, Vice President of Human Resources, Governance & Programs at the Women’s Business Enterprise National Council (WBENC) about how small businesses are shifting their benefits planning in 2021. We discuss a new small business report from Unum, how leading companies are adapting, and key insights for keeping women, in particular, in the workforce. 

• Industries have been hit by the pandemic in vastly different ways: Roughly half of small businesses are hiring back employees, hiring new employees, the other half are needing cut hours, layoffs and furloughs. (01:44)
• Cashflow, well-being and business continuity are leading concern for many small businesses (03:53)
• People are small businesses’ most vital resource – but there’s also a much great focus on people in 2021. Lead with empathy, be nimble in your policies, and offer flexibility. (06:14)
• What constitutes the workplace and culture has changed during the pandemic. People are looking for the safety net they need to survive during times like these. (07:56)
• Focusing on your employees is going to make you an employer of choice. (11:47)
• To keep women in the workforce: Provide flexible options and adequate health and wellness programs. Make sure employees also getting development. And prioritize your culture. What we do now to support women, in particular, is going to have far-reaching effects for women in the workforce. (16:09)

Upcoming webinar: Hear more from our speakers and Shea Treadway from Unum in a SHRM webinar on January 28, 2021. Register here. 

Featured speakers:

Scott Omelianuk, Editor in Chief, Inc.
Scott Omelianuk recently joined Inc. as Editor in Chief, where he oversees the brand’s recognition programs, events, and content, and is charged with creating new lines of business to support the entrepreneurial community. Though in the role for less than a year, he has already redesigned Inc.’s digital and print properties, launched a data product for firms looking to invest in small businesses, partnered with the U.S. Chamber of Commerce on a series of SMB town halls and created its breakout Best in Business franchise. Honored with Ad Age A-List and Media Vanguard awards, Scott is a sought-after speaker on entrepreneurship, marketing and branding. 

Jill Sasso, SHRM-SCP, Vice President, Human Resources, Governance & Programs, WBENC Jill Sasso is responsible for strategic human resource planning and alignment of human resource strategies with organizational vision and mission at the Women's Business Enterprise National Council (WEBENC). In addition, she leads the strategic planning and execution of WBENC programs and oversees the WBENC Board of Directors governance functions. Jill joined the WBENC team in 2016 after serving as Senior Vice President on the leadership team of a large WBENC-certified women owned firm. 

Today’s workforce is faced with extraordinary challenges in balancing work and family obligations. Women in particular are exiting the workforce in unprecedented numbers during the pandemic to care for children and elderly family members. In this episode, the international leave and absence expert, Anna Steffeney, discusses why the employee experience is critical to leave and absence planning, why deliberate strategies are necessary for both leave and employee reintegration, and the critical need for accessible information for employees considering leave.

• HR departments need the tools to make information easily accessible for employees to make educated leave decisions. (4:00)
• There are operational considerations for employee support in a leave program, such as what is offered, how long, who is covered, and most importantly, how the programs are implemented, including expanding your existing program or launching a new one. (5:18)
• Employers should be deliberate in measuring the ROI of their leave offerings—including benchmarking against competitors, surveying candidates and publicizing policies—to determine how their leave strategy comes into play around the retention of current employees and the attraction of new talent. (7:14)
•  Lengthening parental leave has a positive effect on employee retention. A global study by KPMG, commissioned by Vodafone, showed that implementing a 16-week policy could save employers $19 billion globally by avoiding the hiring and training expenses necessary to replace employees who leave. (9:10)
• Life events change employees and returning to work can be a jarring experience. It’s critical for employers to be deliberate in planning for leave and embracing returning employees. (11:25)

Featured speaker

Anna Steffeney
Vice President, Digital Ventures & Transformation, Leave & Absence, Unum

As part of Unum's Digital Ventures and Transformation team, Anna is primarily responsible for incubating and scaling new digital solutions for leave and absence management. She has a focus on co-creating strategy and reimagining digital leave and absence experiences. As founder and President of LeaveLogic, Anna has led the company from initiation to funding, and successful acquisition. Anna is recognized as a thought leader in parental leave policies and solutions and has been profiled by television and print media. 

Yesterday’s leave and absence management programs aren’t working for today’s workforce – or the workforce of the future. Employers face significant challenges managing employee leave and HR compliance, from evolving complex regulations, to competition for highly skilled employees and an ongoing global health crisis. In this episode, leave and absence management experts Matthew Howes of Aon and Susan Stowell and Marci Cyr from Unum explore these challenges and share the fundamentals of building a modern strategy.

Key takeaways

• The need for companies to have a strategic leave and absence management program has increased over recent years – and only been exacerbated by the pandemic. Employees are looking for employers with comprehensive time-away programs, allowing them to meet their responsibilities at home and achieve their goals in the workplace. (02:30)
• Most employers are unaware of how leave programs work together as a whole system or the costs associated with these programs. As a result, many companies struggle to have a comprehensive approach or strategy, negatively impacting their balance sheets. (03:53)
• In today’s market, many employers are looking to solve their leave management pain points involving: (05:58)
• There are three different major categories to fundamentally transform a leave and absence management approach: (08:12)
• Leave programs are a major part of a company’s brand and corporate culture that reflect internally with employees and externally with the market. Employers need competitive leave programs for recruiting and retaining skilled employees as work-life balance continues to be a major priority for today’s workforce. (09:31)
•  When it comes to corporate leave policies and programs, employers should take a holistic view to make sure the entire program is working efficiently and effectively – and take a more proactive approach to leave strategy planning and understanding the different components of paid leave. (10:29)  

 Matthew Howes
Vice President, Time Away & Life Solutions Practice, Aon
 Matthew Howe is an expert in leave, life and disability for Aon’s Time Away and Life Solutions practice, serving underwriting, marketing, implementation and renewal efforts for clients. 

 Susan Stowell
Vice President, Absence Management Offering, Unum
Susan Stowell drives the strategic vision for new enhancements to Unum’s leave and absence portfolio, guiding investments that improve the user experience with a modern, digital toolset.  

 Marci Cyr
Assistant Vice President, Leave Transformation, Unum 
 Marci Cyr has spent the past two years focused on transforming Unum’s approach to leave and absence management. 

 More resources:
Why employers expect a mental health crisis this fall
Read our three-part, online report to see how employers across the U.S. are planning amid continued school disruptions, rising mental health concerns, and a critically important benefits enrollment season. 

Episode 21: Paid leave during a pandemic: The state response
HR compliance is more complex than ever, particularly with leave and absence management. In this podcast episode, you’ll get an overview of paid leave laws, both pre-pandemic and those being signed into law amid the ongoing coronavirus pandemic.

HR compliance is more complex than ever, particularly with leave and absence management. In this episode, Daris Freeman and Ellen McCann give an overview of paid leave laws, both pre-pandemic and those being signed into law amid the ongoing coronavirus pandemic. 

Key takeaways:

• Prior to the pandemic, many states and jurisdictions had existing employer-mandated paid leave laws. (01:25)
• States and local jurisdictions have stepped up to provide paid leave for workers due to COVID-related reasons . These fall into two key areas: 1) Protections for employees in organizations with more than 500 employees that are not subject to the federal FFCRA and 2) States, such as California, that have passed broader legislation that applies to all employers and employees. (04:30)
• States and jurisdictions are passing laws to provide paid leave to those impacted by COVID-19. This is an active space with nearly one new law appearing every week. (05:30)
• Colorado has passed three laws in one: 1) The federal FFCRA equivalent for 2020 for larger employers and 2) a broader paid leave provision that has two components: a) paid leave for employees or family members who have an illness and school closures, and b) up to two weeks of additional leave if there is public health emergency. (05:55)
• There is also an unpaid leave dimension to this, as several states have amended existing laws to provide job protected, unpaid leave. Employers need to understand any applicable unpaid leave obligations, as well as paid leave obligations, to be compliant with all employment laws and regulations. (07:55)
• Best practices: At Unum we have policies that address state-level paid leave laws where employees work. We have supplemented that with a COVID-19 specific policy that incorporates all the different jurisdictions and states that have specific COVID-19 requirements for leave. (09:57) 
• Laws change almost weekly. One of your best resources are state and city webpages, as these are always up to date. Consult with your own legal counsel also to make sure you are capturing all the obligations and remain in compliance with all applicable laws. (11:13)

Daris Freeman
Assistant Vice President, Legal Counsel, Unum's Employment Law Group 

As Assistant Vice President, Legal Counsel for Unum, Daris’s primary responsibility is to support Unum’s Absence Management Center which administers FMLA, paid leave, ADA and over 200 complementary state laws. Daris partners with the operation and their clients to develop compliant solutions for their unique absence management challenges. 

 Ellen McCann
Assistant Vice President, Legal Counsel, Unum's Employment Law Group 

Ellen McCann is an acclaimed national speaker on leave management issues, including the Family and Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA). She is also a certified trainer for the Society for Human Resources Management (SHRM) and continuing education (CE) credit. 

More resources:
Ep. 16: Best practices in COVID-19 return-to-work planning
Melissa K. Peters, Special Counsel at Littler Mendelson, shares key insights from Littler’s COVID-19 Return-to-Work Survey of 1,000 U.S. employers with best practices and key strategies to help employers build and implement a return-to-work plan.

Read now

Webinar: Leave management in a post-pandemic world
As employers update or expand their leave benefits for the new future formed by the coronavirus pandemic, what key best practices should they keep in mind?

Watch now

A new survey shows that with the ongoing pandemic and complexities caused by school closures this fall, employers are expecting a rise in mental health challenges for their employees. In this episode, two world-renowned mental health experts from Harvard Medical School and McLean Hospital, Dr. Kerry Ressler and Dr. Lisa Coyne, join Unum’s employee benefits and well-being strategy expert ,Robert Hecker, to discuss the survey’s findings and how employers can support their employees.

Key Takeaways 

• Employers are expecting a big rise in mental health issues. 85% of employers surveyed are very or somewhat concerned about their employees’ mental health or wellness needs. (02:21)
• The stress people are experiencing is not new. However, the pandemic and other environmental factors have made these issues more acute, and employees are exhibiting higher levels of stress. The challenge is figuring out the right action to take to support employees in a meaningful way. (3:28)
• Employers can encourage healthy behaviors and preventive measures that will help keep most people healthy and resilient. Additionally, employers should watch for behaviors and symptoms that suggest professional help is needed. (5:39)
• Parents with children who are different ages or have behavioral health issues will be likely to experience even more draining demands. All parents with children will be at risk of burnout. (9:30)
• Employers should help parents be aware of resources for their or their kids’ mental health and consider offering flexible work schedules. (10:23)

Additional resources:
Register for an upcoming SHRM webinar: How employers can mitigate a looming mental health crisis

COVID-19: mental health resources: https://home.mcleanhospital.org/covid-19-resources

 How to deal with ongoing stress caused by working from home: https://www.mcleanhospital.org/news/how-deal-ongoing-stress-caused-working-home

How mindfulness helps families cope with stress

Kerry Ressler, M.D., Ph.D., Chief Scientific Officer, McLean Hospital and Professor, Harvard Medical School 

Lisa Coyne, Ph.D., Founder and Senior Clinical Consultant of the OCD Institute for Children and Adolescents, McLean Hospital, and Assistant Professor, Harvard Medical School

Robert Hecker, Vice President, Global Total Rewards, Unum 

More resources:
Why employers expect a mental health crisis this fall
Read now

Leave management in a post-pandemic world
Watch now

A New York federal court recently struck down parts of the U.S. Department of Labor’s (DOL’s) rule interpreting employee paid sick and extended FMLA leave components of the Families First Coronavirus Response Act (FFCRA). Two national employment law experts, Jeff Nowak and Ellen McCann, discuss the court’s decision and its implications for the future of FFCRA leave – and employers. 

Key takeaways

• On April 1, 2020, when the scope of the pandemic first became apparent, Congress passed the FFCRA. DOL quickly issued regulations for implementing this new federal statute. [1:23]
• The State of New York filed suit against DOL, claiming the agency’s regulations 1) unlawfully denied FFCRA leave to otherwise eligible employees and 2) exceeded the DOL’s authority. As a result of the proceedings, the New York federal court invalidated several DOL regulations interpreting the new federal law.
  • The requirement that employees be scheduled to work in order to take a leave of absence. [2:52]
  • The part of the intermittent leave provision requiring the employer’s permission when an employee is caring for a child due to public health concerns, such as COVID-19-related closures of schools or unavailable childcare. [7:30]
  • DOL’s expansive definition of healthcare provider and leave entitlement exemptions. [9:44]
  • The timing of when employees must submit leave documentation to their employers. [15:20]
• The scope of the court’s decisions remains uncertain, but one thing remains clear: DOL must address the court’s decision. That means employers should continue to monitor the situation and look for DOL updates. [17:07]
• Employers can also reduce compliance risks by examining their leave exemptions, application of intermittent leave, stances on work availability, and current leave administration and documentation. [18:39]

Jeff Nowak, Shareholder, Littler Mendelson 

Jeff Nowak is a shareholder for Littler Mendelson, P.C., the world’s largest employment practice representing employers. He is a recognized leader on FMLA and ADA issues, helping employers develop comprehensive strategies to achieve compliance with employee leave and accommodation issues.

 Ellen McCann
Assistant Vice President, Legal Counsel at Unum’s Employment Law Group 

Ellen McCann is an acclaimed national speaker on leave management issues including FMLA and ADA. 

More resources: 

Ep. 12: Practical advice for return-to-work safety
Listen now

Webinar: A roadmap for navigating COVID-19 leave laws
Watch now

Ep. 16: Best practices in COVID-19 return-to-work planning.  Ep 16 link: https://www.unum.com/employers/resources/hr-trends/episode-16-return-to-work-best-practices