“Our goal is to continue to adapt to trends by leveraging data analytics, integrating telehealth services for remote access to health care, and expanding mental health initiatives to address the evolving needs of our workforce,” says Laura Atkinson, Chief Human Resources Officer at Saint Peter’s Healthcare System.

In an exclusive interview with HR.com, Laura discusses her organization’s holistic approach to employee benefits and wellness programs. She highlights how these initiatives enhance employee satisfaction, productivity, and organizational performance.

Excerpts from the interview:

What holistic approach does Saint Peter’s Healthcare System take towards employee benefits and wellness programs, and how do these initiatives contribute to overall employee satisfaction and productivity?

Laura: At Saint Peter’s Healthcare System, we take a holistic approach to employee benefits and wellness programs by focusing on the physical, mental, emotional and financial well-being of employees. This means offering a comprehensive range of benefits that address different aspects of employees’ lives, such as health insurance, wellness programs, financial planning assistance, tuition support, and work-life balance support.

Providing a diverse set of benefits and programs helps employees feel supported regarding their physical, mental, emotional, and financial health, which leads to improvements in job satisfaction and productivity. These initiatives can also help create a positive work environment where employees feel valued and motivated to perform to the best of their ability.

In your experience, what are the key components of a successful employee wellness program, and how do you ensure these programs are inclusive and accessible to all employees?

Laura: The key components of a successful employee wellness program include physical, mental, financial, and social well-being. In other words, a benefits program should be designed to make employees’ lives easier in various ways, including flexible scheduling, hybrid and remote work options, and culturally sensitive programs to accommodate diverse employee demographics.

To maximize the accessibility of a wellness program, we offer financial support for minority employees to further their education. An example we can share is the President's Unity in Diversity Scholarship, which works to financially support minority group employees and their families to further their education through academic studies.

It’s also important to instill a culture that acknowledges and celebrates different ethnic backgrounds so that every employee feels that they belong. Another way to promote a culture of inclusivity is by encouraging employee feedback. Companies can gather this data through numerous platforms, such as engagement surveys, one-on-one meetings, focus groups, and the like.

Can you share examples of innovative employee benefits or wellness initiatives implemented at Saint Peter’s Healthcare System that have resulted in measurable improvements in employee well-being and organizational performance?

Laura: At Saint Peter’s Healthcare System, we recently launched a new employee benefit known as LEAP: Learning, Education and Advancement Program. This program, the first of its kind for a healthcare system in New Jersey, provides eligible employees the opportunity to pursue their education goals and career aspirations. The tuition is 100% covered and paid directly to the academic institution so that employees do not have the burden of paying and waiting for reimbursement.

Another example is workplace violence prevention training, which equips employees with the skills to focus on predicting and preventing conflict, reducing challenging behaviors before they become violent. This training helps to create a work environment that is safe and respectful.

How do you measure the impact of employee benefits and wellness programs on factors such as employee engagement, absenteeism, and healthcare costs, and what insights have you gained from these metrics?

Laura: We measure the impact of employee benefits and wellness programs through multiple metrics, including employee engagement surveys, healthcare utilization data, and financial cost analyses. By tracking these metrics, we gain insights into the effectiveness of these programs in improving employee well-being, engagement, and overall performance. We also harness these insights to refine benefits and wellness strategies to meet the needs of the workforce more effectively.

With the increasing focus on mental health and work-life balance, how does Saint Peter’s Healthcare System integrate mental wellness initiatives into its overall employee benefits strategy, and what resources are available to support employees in this area?

Laura: We offer mental health resources and support services to employees, including access to complementary and confidential counseling services. Additionally, we emphasize work-life balance by offering flexible work arrangements, paid time off, and resources for stress management and resilience building. By prioritizing mental wellness and work-life balance, we create a supportive environment where employees can flourish both professionally and personally.

Looking ahead, what trends do you foresee shaping the landscape of employee benefits and wellness programs, and how do you plan to adapt or innovate to meet the evolving needs of your workforce?

Laura: In the future, the trends that will shape the landscape of employee benefits and wellness programs include a greater emphasis on personalized wellness, digital health technologies, and enhanced mental health support. It’s likely that artificial intelligence will be involved in enhancing all of these efforts.

Our goal is to continue to adapt to trends by leveraging data analytics, integrating telehealth services for remote access to health care, and expanding mental health initiatives to address the evolving needs of our workforce. By staying proactive and innovative, we aim to continue providing comprehensive and effective benefits that support the overall well-being and success of our employees.


 
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