Enhancing Employee Benefits With Comprehensive Plans

Michele Granitz, Head of Benefits, Total Rewards, National Life Group

Michele Granitz, Head of Benefits, Total Rewards at National Life Group, brings decades of experience in the human resources sector to deliver cost-effective services and deferred compensation programs. Starting her career in human resources, she found her passion in benefits, focusing on health, welfare, and retirement. At National Life Group, Granitz oversees the benefits team, including the wellness programs under which the on-site fitness and health centers function. The roles and responsibilities of Granitz include devising retirement and non-qualified plans for employees, such as standard and supplemental pensions and a multitude of deferred compensation plans.

In an interview with HR Tech Outlook, Granitz discusses the need to be proactive in creating and implementing innovations for employees that align with the culture and goals of National Life Group.

What are some of the challenges existing in the industry?

Regulations and regulatory changes are major challenges for us as we have employees in 42 states. Making appropriate changes in accordance with various laws like the Consolidated Appropriations Act, SECURE Act, and SECURE 2.0 can be complex. As we function in various states, even the laws pertaining to family and medical leave can become complex as different states have different laws and requirements. Staying vigilant about the changes can be a tall order.

"The only way to help an employee going through a tough time is by providing comfort and helping them navigate what their insurance plan covers"

On the other hand, there are emotional challenges with supporting an employee who has a serious illness, a sick child, or who has lost a family comfort and helping them navigate what their insurance plan covers member. The only way to help them is by providing comfort and helping them navigate the benefits available and what their insurance plan covers. The on-site counselor or the employee assistance program could also be used to support the employees.

How do you envision the future of the industry?

It is hard to say what the future will be as the industry is going through too many changes. A benefit we’ve recently rolled out is Progyny, family building and women’s health benefit that also focuses on women reaching the stage of menopause. Many of our employees are millennials, and family building is something that they are very keen about.

Having a robust benefit system can be very welcoming and helpful. However, I have been looking for that one resource that could be transformational for the industry. We have been in search of the right vendor or a group of vendors who could provide an exciting benefit that could serve our employees of different generations and locations.

What is your piece of advice for the budding professionals in the field?

People who want to enter the benefits space need to have empathy and compassion as we deal with people who might be in a challenging emotional state. It is important to understand what they are going through or how they feel to help them navigate through the tough times they are facing. The benefit space can be emotionally taxing because we assist people who are dealing with all ranges of health issues or who have lost someone close to them. There is also a need for technical and analytical expertise to understand data, what it means, and how to respond to it. The left and right brain, or the emotional and technical aspects of our personalities, are required for this job.