Human resources is about more than just choosing the most cost-effective employee benefits. It’s about crafting benefits plans that make life easier for employees. It’s a way to show employees that they’re seen and valued, and that their employer is investing in them. That can go a long way when it comes to recruitment and retention.

That outlook is part of what drew me to Lively almost four years ago. I wanted the opportunity to use human resources in a way that serves employees and makes financial sense for growing companies. When done right, it can allow businesses to direct more resources toward operations and growth—without sacrificing employee satisfaction and well-being. On the contrary, it can boost employee wellness. As Lively’s VP of People, I can tell you that this is a driving force in all we do.

Why I came to Lively

I learned about Lively thanks to a bit of happenstance. I came across a message on an HR list-serve sharing that Lively was looking for their first HR hire. I was running the people team for a hiring and onboarding platform at the time and got curious about what Lively was all about. Professional benefits had been in my wheelhouse for a long time, and HSAs had been a real pain point in my experience. At my previous company, we actually had to change our HSA provider midyear because employees were so unhappy. And then there was Lively, dedicated to making all of that easier. That caught my attention.

Once I met with the co-founders, it became clear that we all shared the same values. It was really important to them to invest in people—and that’s the number one thing for me in my career that makes my job more enjoyable. Having leadership that’s eager to make that investment is huge. It isn’t uncommon for companies to be more reactive, investing in people only after it becomes clear that they need to. In my experience, investing in people teams early is what makes the biggest difference. I knew that Lively was a place where I could help make that investment pay off.

The importance of educating employees about HSAs

We’re a little bit spoiled here at Lively because HSAs are wrapped into employee onboarding training. It covers what HSAs are, how they work, and how to enroll in one. It’s a lighter lift for my team in terms of educating our employee base, but that isn’t the case at all companies. In the past, I’ve been tasked with helping employees better understand high-deductible health plans and how they work with HSAs. That might necessitate a comprehensive education campaign around:

• What constitutes a high-deductible health plan (HDHP)
• How HSAs work hand in hand with HDHPs
• The benefits of an HSA, including the tax perks and the ability to use it as a retirement account once you turn 65

It’s also worth noting that premiums for HDHPs are typically lower when compared to plans that have a low deductible. Some employers will actually cover the cost of premiums to encourage HDHP enrollment. They also have the option of contributing to employee HSAs. Lively does both of these things, which are incredible employee benefits. It’s another reason I wanted to be part of this team.

Living our values

I’m not someone who wants to just come to work, collect a paycheck, and go home. I want to feel like I’m doing something that matters. The U.S. healthcare system has no shortage of problems. Helping to make HSAs more accessible is a small but powerful thing that can have a big impact on employee wellness. Lively doesn’t just talk a big game—we’re out there following through and living our mission, which is to inspire people to confidently embrace a healthy future.

Reach out today to learn more about joining the Lively team.