Helping employees get the surgery they need, survive cancer, take part in expanded fertility offerings, and even manage emergency evacuations—this is the power of company benefits. This is why people like Dani Fischer got into human resources to begin with.

“That’s the joy of what we all get to do. And that’s why many of us are drawn to this,” said Fischer, VP of global benefits, rewards, and wellness at Hewlett Packard Enterprise during a fireside chat at From Day One’s July virtual conference. Fischer was interviewed by Nicole Smith, editorial audience director at Harvard Business Review.

“Being here for our team members, creating a great place to work is just at the heart of what I get to do every day,” Fischer said. “For me, it’s a privilege.”

As many other companies have learned, especially after Covid, it’s important to be agile, creative, and willing to shift right along with what their employees need most. With 62,000 employees worldwide, HPE must take strides to understand what its people want from their benefits program.

“We have a number of ways to check the pulse of our team members,” Fischer said. “One key method is our 'Voice of the Workforce' survey. [This is] an annual check-in to gauge our overall performance and specifically assess our benefits. Within each country, we have local representatives, providing insights tailored to their region.”

In the U.S., Fischer and her team also conduct a survey at the conclusion of annual enrollment, offering a chance for feedback. In other countries, they offer services to see what those employees value most.

Aside from surveys, staying closely connected with DEI teams is instrumental in connecting with employee needs, as well as listening sessions and resources groups. Even the company’s Slack channel is an opportunity for U.S. members to share their thoughts. 

“While we’re not going to react to every request, if there is a general theme, we do give it serious consideration,” Fischer said. 

Changing as Needs Shift

As employees change, so do their needs. Recently, employees’ needs have shifted to growing families. “A number of years ago, we shifted our definition of fertility,” she said. Rather than just covering fertility services for those who couldn’t get pregnant, they broadened it to include anyone who wants to have a child.

It’s more about looking at what the employees need, and doing everything they can to support them, Fischer says. This also includes different needs in various countries and cultures.

“We do give each country the freedom to support our wellness goals and initiatives in a way that makes sense in their particular country,” she said. While HPE sets global campaigns to promote physical health, each country can tailor them. For instance, their India employees work to hold a biannual family race day to promote physical health.

They continually monitor vendors and review the marketplace, because one challenge has always been budgets. How to give employees the most while affording the care? 
“We watch our dollars as closely as we can, while still trying to be creative and offer leading benefits for our team members,” Fischer said.

One focus is preventative care, something that many people did less of during Covid, but is crucial to improve quality of life and catch illnesses more quickly. 

As needs shift and changes are made to company benefits, Fischer and her team do their best to be agile and respond quickly. One proactive approach to their job is to ensure employees are informed. They include relevant information in a regular company newsletter via email, offer webcasts during annual enrollment, send mailers, and relay information on Slack—whatever they can do to make sure employees know what resources are available to them, especially as benefits are updated.

Advocating for All

From tutors for those taking college exams, to families with children on the spectrum that need support, Fischer says benefits are for more than just physical health. Employees need help advocating for their loved ones, which makes everyone happier and healthier. 

Their company offers a concierge service so employees can get help with just about anything—including planning vacations. “We truly want to try and just make things easier for our team members. So it’s not just for the hard stuff, but the fun stuff too.”

With such a complex healthcare system in the U.S., advocacy is essential. HPE offers an advocacy and navigation partner to guide employees through the system, offering expert medical opinions and support. “We’re trying to just break down these barriers as much as we can,” Fischer said.

Extra layers of advocacy are in place for those who need it most. “For our LGBTQ+ community, we can find doctors who are understanding and can get them re-engaged with the health care system.” 

Making a Difference

During an evacuation from Afghanistan, a team member sought help for their family, recalls Fischer. Through HPE’s business travel accident insurance, Fischer and her team arranged seats on a plane for them. Despite flights being grounded, they eventually made it out safely due to their efforts. This was a proud moment for Fischer and the company. 

“It was through our connections and just willingness to ask the question that made it happen,” she said. It’s moments like these, along with daily successes in supporting team members through health challenges, that underscore the profound impact of any HR member’s work.

Carrie Snider is a Phoenix-based journalist and marketing copywriter.