Aligning Benefits with Business Strategy
Turning data, values, and insights into a benefits experience that drives performance and belonging
🎯 78.7 engagement score | 💸 $2.3M retention savings | 🧠 55% Unmind adoption | 📊 9,879 content views | 💬 15,500+ recognition moments
🔍 The Challenge: When Benefits Don’t Feel Beneficial
Our global benefits had grown — but not always with intention.
Across the UK, U.S., Bulgaria, and Australia, we offered more than 60 perks. But the experience felt fragmented, with low visibility and uneven impact. Some offerings weren’t aligned with our values, DEIB goals, or evolving employee expectations around accessibility, sustainability, or personalization.
Employees didn’t always know what was available — or how to use it.
We needed a strategic, people-centered approach that aligned benefits with culture, business outcomes, and everyday employee needs.
📌 Background: From Perks to Purpose
To truly deliver on our mission to make the world a better place to work, we needed a benefits strategy built around real people, not just policy.
I co-led the internal rollout and communications for our Global Benefits Review at Reward Gateway | Edenred. This multi-phase initiative aligned perks, programs, and pay with our People Strategy, business goals, and the everyday lives of our global teams.
The goal was clear:
Make benefits more equitable, transparent, and impactful — and connect them to the things that matter most.
Benefits Hub
🛠️ My Role: Messaging, Alignment & Strategic Engagement
I partnered with our Reward Manager, People Ops, Legal, DEIB leads, and platform vendors to make our evolving benefits feel personal, purposeful, and easy to access.
Key initiatives included:
Strategic Foundation
Developed and communicated five core principles for benefit design:
Value creation, inclusivity, compliance, sustainability, and alignment with company behaviors
Published a global Benefits Matrix to chart the path to harmonization across AUKUS regions
Communication & Engagement
Created a multi-channel campaign across boom!, SmartHub™, and internal People updates
Launched weekly spotlight features on key benefits, including new or updated offerings
Refreshed the boom! Benefits Page with clearer categories and wellbeing pillars
Wrote plain-language messaging to explain updates, backed by:
Cost-of-living data
Platform usage trends
DEIB insights
External benchmarking
Example of our weekly content highlighting perks / benefits
Platform & Partner Integration
Rolled out new wellbeing partners:
nudge for global financial wellness
Unmind for mental health support, leadership tools, and resilience training
Integrated financial and mental health tools into our Wellbeing+ app and centralized Wellbeing Center
Supported adoption with tailored how-to guides, FAQs, and onboarding comms
Data-Driven Measurement
Used SmartHub analytics to track content engagement, traffic, and employee actions
Collected feedback through Life at RG surveys and pulse check-ins
Mapped benefits engagement to organizational metrics like:
Attrition
Internal mobility
Manager recognition and performance
💥 The Results: Benefits That Work — and Work Together
This strategy made our benefits more than a list — it made them a lifestyle.
✅ Completed global benefits audit and launched a future-facing Benefits Matrix
📈 Maintained attrition below 10%, saving an estimated $2.3 million
💬 78.7 employee engagement score and 4.2 Glassdoor rating
🧠 55% uptake of Unmind, with 72% utilization of therapy and coaching
💸 $190K+ invested in wellbeing in 2024
📊 9,879 views of financial wellbeing content
💰 $930K spent through UK shopping discounts, generating $51K+ in employee savings
💬 15,500+ recognition moments through Appreci8
❤️ Why It Matters
Great benefits don’t just attract talent — they drive performance, loyalty, and pride.
This strategy turned o ur offerings into something employees could trust, understand, and use. It reflected who we are and what we stand for — aligning every perk with our purpose, EVP, and DEIB values.
From visibility to value, this wasn’t just about benefits.
It was about creating a better employee experience, one meaningful offering at a time.
