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Additionally, creative-driven industries like marketing, interior design or architecture could benefit from this concept, Christen added.

“The best first step for total rewards is to look at their existing ecosystem with the current vendor partners who are providing their solutions to see what needs their employees have and if those needs are being met,” he said.

Options can include, for example, minimum standards for pay and benefits and negotiated value-added well-being services and solutions from vendors.

Increased Vendor Accountability and Coordination Employers are also holding benefit vendors’ feet to the fire when it comes to existing contracts and, at times, cutting ties with partners that aren’t delivering the performance guarantees or outcomes that were promised.

Check with vendors about certain process requirements, such as if payroll systems will flag phase-out thresholds automatically or if employees will be required to self-attest, she added.

Employers can consider approaches such as concierge-type vendor solutions and lifestyle spending accounts, WTW’s Bade said.

AI systems often rely on large volumes of sensitive employee and applicant data, frequently managed by third-party vendors.

LEARN: Strategic Communication in Total Rewards Reinventing the Benefits Experience Upon arriving at Ipsen, Leo and her two compensation and benefits team members spent much time replying to employee questions about where and how to find contact information for benefits vendors, as well as the types of benefits offered.

The upside is that once you learn how to wrangle survey versions or build structures in one system, those muscles transfer to almost any other vendor.

Today, you can find tech pros reporting to all corporate functions, in lines of business, product development groups, supporting vendor relationships and more.