- API and “plug-in” integrations with various benefits providers remove barriers for companies, which aids adoption.
- A main digital hub, such as an HRIS, simplifies an HR team’s overview of current benefits offerings, subscription expiration dates, qualified employees, etc.
- HR software automatically complies to federal and relevant state data security laws, which means employees’ health and other sensitive information required for benefits enrollment remain private.
- With regular automated employee communications from the HCM suite, teams are consistently made aware of their benefits options.
- Employee portals make it easy for employees to enroll for and access their benefits.
- With automated enrollment, benefits can be personalized without creating a huge administrative burden.
- Pinned to a reporting tool, employers can track how often employees use their benefits. This informs HR teams whether the company’s benefits offering is valuable to employees.
- Modern payroll solutions make copayments a breeze. Employers who have them are more likely to enjoy offering benefits than those with manual systems where benefits create additional administrative load.
- Cost: HR teams are often put off investing in software because payment structures are intimidating, or vendors give vague answers about bottom line spend.
- Time: The HR software landscape is vast. To give just one vendor due consideration can require research, demos, and multiple sales calls. This pulls HR teams out of their day-to-day duties. Most teams will want to look at a few options, and the hours add up. A buyer journey can take so much time that teams lose interest or simply buy a tool that looks “okay” so that they can move forward with implementation.
- Fit: When speaking to HR and payroll software vendors, HR teams inevitably deal with a salesperson. The salesperson will have a natural incentive to make their solution work for the buyer, regardless of whether it touches each of the company’s pain points.
