TOPIC

Ensuring Benefits are Inclusive

Benefit plans are a microcosm of a company’s values. What does your plan say about your organization? Do you wish it signaled something different? In this session, Pliancy’s People Programs Manager, Rachel Noiseux, and People Programs Generalist, Tiffany Kress, will explain how their team designed an inclusive plan that mirrors the company’s philosophy. They'll talk about the small, zero-dollar change that made a huge difference and how a tiny yet mighty group tackled the big issue of parental leave.

Inclusivity should be a building block, not an afterthought. Employees want to see their values reflected in their workplace, both in what they do and in the ways employers treat them. With action-oriented tactics that you can put into practice today, this discussion will help you to build a plan that empowers your team members to bring their whole selves to whatever they do.

Rachel oversees all people operations functions. What interests her most about working in the HR space is the impact it has on the employee. As people spend much of their lives at work and around their colleagues, creating a positive work environment is essential. With remote work presenting unique challenges to companies, Pliancy (a hybrid company) emphasizes building a human connection and creating a community at a time when people may need more interaction.

Speaker

Rachel Noiseux
People Programs Manager at Pliancy

Speaker

Tiffany Kress
People Programs Generalist at Pliancy

Tiffany dabbles in a bit of everything, including supporting HR functions, people operations, and focusing on the general side of HR. The most significant challenge she feels HR faces today is retention (the subject of her master’s thesis). With the pandemic and The Great Resignation, there is a greater need for companies to take a step back and look at whether they’re creating an environment where employees can truly feel like they’re part of something, making an impact, and making meaningful connections.