When I joined the Do it Best HR team in 2012, benefits quickly became an area where our team saw an opportunity to make a real difference for our team members. Benefits touch every stage of life, and early on, it became clear that this wasn’t just about plans and compliance. It was about trust, communication and impact. Over the years, our team has built a strong, collaborative approach to benefits, combining strategy, empathy and education to ensure what we offer truly supports our team members and their families.
Years ago, team members primarily focused on having solid medical coverage. Today, they expect flexibility, personalization and transparency; they want benefits that reflect different life stages and individual needs that are easy to understand. This shift has driven our team to prioritize choice, whether through multiple medical plan options, wellness incentives or voluntary benefits — placing just as much emphasis on communication as design.
One of the biggest challenges is balancing rising healthcare costs with meaningful, competitive benefits while also ensuring team members understand and use what’s available to them. As benefits have become more complex, the role of our HR team has expanded. We’re not just plan managers; we’re educators and advocates. Clear, simple communication is essential and is where we place a lot of focus to help team members feel confident making benefit decisions.
That philosophy is the foundation of how our HR team approaches benefits. We’re intentional about offering holistic programs that support the members’ health, financial well-being, career growth and peace of mind. From comprehensive medical options and wellness incentives to education assistance, paid parental leave and employee assistance resources, our benefits are designed to support team members both at work and at home. We believe that when team members feel genuinely supported, it strengthens engagement, retention and long-term success for everyone.
Programs that offer flexibility and choice consistently resonate with team members. Our consumer-directed health plans, paired with HSA contributions and a PPO option, allow team members to choose what works best for their situation. Our wellness incentive program has also been highly impactful, rewarding healthy habits in a tangible way. Beyond healthcare, we offer education assistance, paid parental leave and unique perks, like the team member purchase program. This program allows our staff to buy products we stock at a discount.
A key part of our success is our benefits communication strategy. Our HR program and delivery manager, Chelsea Ort, works to ensure team members feel comfortable and confident when making benefit decisions — directly impacting team member engagement and satisfaction. In her role, Chelsea leads our annual benefits fair, where she and the team focus on creating an environment where team members can ask questions and connect directly with vendors. The fairs reinforce our commitment to clear communication and education, helping ensure team members not only have strong benefits but truly understand how to use them.
Employers Health is a valued provider our entire HR team utilizes to better serve our team members. The team provide insights, benchmarking and guidance that help us stay proactive and strategic in an evolving benefits environment. Their collaborative approach supports informed decision-making, allowing us to continuously refine our offerings while balancing cost, quality and innovation.
Focus on collaboration, within your HR team and with your partners, and never underestimate the importance of communication. Listen to team members, use data to guide decisions and stay aligned with your organization’s culture. When team members feel informed and supported, they’re far more likely to engage and see real value. At the end of the day, benefits should reflect the people they’re designed for, and that mindset goes a long way.