SupportPay

Benefits enrollment is becoming more complex—but complexity doesn't create value. Understanding does. As benefits offerings continue to expand, employees need clear, relevant, and practical guidance to make informed decisions about the support available to them. | In a recent Forbes Human Resources Council article, SupportPay CEO Sheri Atwood joined other HR leaders to share insights on navigating today's evolving benefits landscape. One message resonated throughout the discussion: the most effective benefits programs aren't just comprehensive—they're easy to understand, easy to access, and aligned with employees' real-world needs. When employees understand their benefits, organizations see stronger engagement, greater utilization, and more meaningful impact. Read the full article here: https://lnkd.in/eMxC2Ju8 What do you think is the biggest challenge facing benefits leaders during open enrollment today? #EmployeeBenefits #BenefitsStrategy #HR #HRLeadership #EmployeeExperience #OpenEnrollment #WorkplaceWellness #FinancialWellness #SupportPay #FutureOfWork

You can offer more — without increasing your budget. Many companies already have access to insurance carrier credits built into their health plans. These funds can be used to support programs that improve: employee health financial wellbeing engagement But most never get used. Not because they don’t exist — because they’re buried in plan details and often go unclaimed. The good news: Unlocking them doesn’t have to be complicated. It typically comes down to: identifying available credits confirming qualifying programs submitting for reimbursement We put together a simple breakdown of how to unlock these funds: https://lnkd.in/eKBTUe4B Make the most of what you already have. #EmployeeBenefits #BenefitsStrategy #WorkplaceWellness #FinancialWellbeing #TotalRewards #HealthcareCosts #WellnessPrograms #HRLeaders

There’s something most HR and benefits leaders don’t realize: Your company may already have access to insurance carrier wellness funds that employers can be reimbursed for — and they’re often left unused. These aren’t new budget requests. They’re dollars already built into your existing insurance contracts. Many carriers offer funding in the range of $1–$5 per employee per month for qualified programs. For a 500-person company, that can add up to meaningful funding that’s already available — if someone knows to look for it. The challenge: These funds are buried in plan details Wellness is still often viewed narrowly (fitness vs. whole-person wellbeing) No one clearly owns the process internally At the same time, financial stress continues to show up in the workplace through: absenteeism turnover increased healthcare utilization And increasingly, financial wellbeing programs can qualify under these wellness funds. This is where companies have an opportunity — not by adding something new, but by better using what already exists. We broke this down here: 👉 https://lnkd.in/eSCQqiZw Curious — does your team know who owns this internally? #EmployeeBenefits #HRLeaders #BenefitsStrategy #WorkplaceWellness #FinancialWellness #TotalRewards #HealthcareCosts #WellnessPrograms

Most financial wellness programs don’t fail because they’re wrong. They fail because they stop short. Companies invest in education—workshops, tools, resources. But financial stress is still one of the biggest drivers of distraction, disengagement, and turnover. Because knowing what to do isn’t the same as being able to do it. Today’s financial lives are more complex than ever—people are juggling rising costs, supporting others, and making constant financial decisions in real time. That’s where most programs break down. Financial wellness needs to shift from education → action. • enabling real-time decisions • reducing friction • supporting how people actually manage money This is exactly what Sheri Atwood, Founder & CEO of SupportPay, breaks down in her latest Forbes Human Resources Council article—why financial wellness needs to focus on real-world action, not just awareness. https://lnkd.in/e5k2KJ4t #SupportPay #FinancialWellness #FutureOfWork #HRTech #EmployeeExperience #Fintech #WorkplaceWellbeing #ModernWork #WorkplaceInnovation

Summer engagement should prioritize recharging over keeping people “always on.” The best leaders use AI to handle status updates and repetitive workflows. Read more at https://hubs.li/Q04mf96T0 from Jamie Viramontes of Konnect, Bala Sathyanarayanan of Greif Inc, Matt Poepsel, PhD of The Predictive Index, Sheri Atwood of SupportPay, William C. Stonehouse III of Crawford Thomas Recruiting, Houman Akhavan of GCheck, Nicola Hancock of AMS, Britton Bloch, M.B.A., Ph.D. Student of Navy Federal Credit Union, Jonathan H. Westover, PhD, MBAe™, MPA, AF-CIPD, SFHEA of Human Capital Innovations, Ritu Mohanka of VONQ, Dr. Ankita Singh of Relevance Lab, and Dr. Timothy J. Giardino, BS, MBA, PhD, SHRM-SCP of myWorkforceAgents.ai.

Summer engagement should prioritize recharging over keeping people “always on.” The best leaders use AI to handle status updates and repetitive workflows. Read more at https://hubs.li/Q04mf96T0 from Jamie Viramontes of Konnect, Bala Sathyanarayanan of Greif Inc, Matt Poepsel, PhD of The Predictive Index, Sheri Atwood of SupportPay, William C. Stonehouse III of Crawford Thomas Recruiting, Houman Akhavan of GCheck, Nicola Hancock of AMS, Britton Bloch, M.B.A., Ph.D. Student of Navy Federal Credit Union, Jonathan H. Westover, PhD, MBAe™, MPA, AF-CIPD, SFHEA of Human Capital Innovations, Ritu Mohanka of VONQ, Dr. Ankita Singh of Relevance Lab, and Dr. Timothy J. Giardino, BS, MBA, PhD, SHRM-SCP of myWorkforceAgents.ai.

Healthcare continues to stand out as one of our strongest‑fit industries — and it’s not by chance. Every conversation with healthcare HR and Total Rewards leaders surfaces the same core realities . First, much of the workforce is carrying significant financial caregiving responsibility. From managing co‑parenting expenses to supporting aging parents, many employees are acting as the CFO of their family, coordinating complex financial and logistical decisions every day. Second, the sandwich generation isn’t a niche segment in healthcare — it sits right in the middle of the organization. A large portion of mid‑career employees are simultaneously supporting children and aging parents, often at the point in their careers where retention matters most. Third, whole‑person benefits aren’t a trend here — they’re foundational. Healthcare leaders understand that financial health, mental wellbeing, and access to support systems are deeply connected. Financial caregiving support is a natural extension of the strategy they’re already building. To every healthcare HR and Total Rewards leader designing benefits that reflect the reality of the people doing the caring — thank you. We’re honored to support the work. #HiddenWorkforce #HealthcareHR #WholePersonBenefits #FinancialCaregiving

“Disconnect” shouldn’t mean everything stalls. At SupportPay, we think a lot about what it really takes to keep life—and work—moving without constant stress or dependency on one person being “always on.” AI is starting to make that possible. Not by pushing people to do more, but by creating systems that keep things moving in the background—reducing bottlenecks, improving visibility, and giving teams the ability to step away without everything falling behind. It’s a shift toward more sustainable work. That’s why this conversation matters—and why it’s being explored in this latest Forbes Human Resources Council feature. https://lnkd.in/ePxKYKfU #SupportPay #FutureOfWork #AI #WorkplaceInnovation #HRTech #EmployeeExperience #WorkplaceWellbeing #ModernWork #Fintech #FinancialWellness

Featured in Forbes: how instant pay is reshaping employee expectations. The shift isn’t just about compensation—it’s about access, timing, and trust. Faster access to earned wages is: • Strengthening the connection between effort and recognition • Raising expectations for transparency and fairness • Driving demand for real financial stability in everyday life This shift is redefining how companies think about employee experience, retention, and financial wellness. At SupportPay, we see this as part of a larger movement toward modern money management—at work and beyond. The future of pay isn’t just higher. It’s faster, more flexible, and aligned with how people actually live. https://lnkd.in/ewWKeHbJ #EmployeeExperience #FutureOfWork #FinancialWellness #SupportPay

We often assume better communication means more. More meetings. More messages. More check-ins. But for many employees—especially neurodivergent teams—more communication can actually make work harder. The real issue isn’t communication. It’s how it’s structured. Clarity, focus, and space to think aren’t “nice to have”—they’re essential to doing great work. Proud to be part of this conversation with Forbes Human Resources Council ↓ https://lnkd.in/en25StgK