Ryanmae M.

Are we building skyscrapers on a cracked foundation? 🏗️ For the last decade, the benefits industry has been obsessed with adding more. More apps. More point solutions. More wellness perks. We’ve built towering skyscrapers of options for employees, but we built them on a fractured foundation. Carriers, TPAs, and point solutions still operate in silos. They create a "Tower of Babel" where data doesn't flow, and the employee is forced to be the project manager of their own care. The result? The utilization gap. You might have the world’s best diabetes program, but if a member has to remember it exists, find the URL, and create a new login, they won’t use it. In his latest article, CEO Justin Holland explores why the next breakthrough in benefits isn't a new "tool"—it's HealthJoy's Benefits Operating System (OS). He breaks down: ✅ Why "linking" to vendors isn't enough (you need to ingest the data) ✅ How an OS uses real-time accumulators and eligibility to drive steerage ✅ Why shifting to an OS architecture helps solve "vendor fatigue" Stop selling features. Start delivering architecture. 👇 Read the full article below. https://hubs.li/Q03Yv54q0 #BrokerConsulting #HealthTech #EmployeeExperience #BenefitsStrategy #HealthJoy

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Onboarding is broken. Here’s the reality HR leaders face: 🔹 40+ tasks for every new hire 🔹 Only 12% of employees are satisfied with onboarding 🔹 Companies with smooth onboarding see 50%+ higher retention Now, for the first time in Paycor: background screening is built into onboarding. That means: ✅ No system hopping ✅ Fewer errors ✅ Day one = a running start Our decade-long partnership with Paycor made this possible. And HR leaders are already calling it the fastest hiring tool they’ve ever used. 👉 See how it works and why it’s changing onboarding: https://hubs.li/Q03DCT-P0

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Most TA teams have solved the basics, but the best ones go deeper. If your hiring process still hits invisible roadblocks, you're not alone. The truth is, elite talent acquisition teams aren't just reacting to problems, they’re preventing them before they start. From friction mapping and predictive agility, to market intelligence and recruiter enablement, high-performing teams treat RPO recruiting and talent acquisition as strategic functions — not back-office tasks. In our latest blog, we break down: ✔️ What elite TA teams do differently ✔️ How to identify high-cost bottlenecks ✔️ Why recruitment process outsourcing companies are leading this shift ✔️ How to turn good hiring practices into great ones Not sure where to begin? Start with our TA Maturity Assessment and your shortcut to identifying hidden inefficiencies and unlocking smarter, faster hiring. Swipe the carousel for key insights, then head to the blog (link in comments) to dive in. #RPO #RPORecruitment #WhatIsRPO #RecruitmentProcessOutsourcing #ContingentEmployee #RPOHiring #TAMaturity #TalentStrategy #LevelUPHCS

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Still treating pay transparency as a compliance exercise? It’s more than that. Pay transparency is a stress test for how pay decisions actually get made. In a webcast with The Conference Board, Syndio CEO Maria Colacurcio joined Amy Vokes Assoc CIPD, Global Pay Equity Lead & Total Rewards at Siemens, for a practical conversation on what the EU Pay Transparency Directive is really exposing inside organizations: fragmented data, inconsistent decisions, and systems that don’t talk to each other. Watch the replay to get candid insight on: ➡️ What Siemens is learning as it modernizes pay decisions across markets ➡️ Why transparency pressure is accelerating a shift from pay equity audits to decision intelligence ➡️ How responsible, explainable AI can improve pay decisions as they happen, not after the fact ➡️ The future of pay decisions that can simultaneously support fairness, talent competitiveness, and cost control If you’re navigating global pay transparency requirements or assessing the best use cases for AI in your organization, this conversation is worth your time. Watch the on-demand webcast via The Conference Board: https://qr.synd.io/CGIr

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Where does your company fall on the pay transparency spectrum? Before communicating compensation decisions, it’s critical to define where you stand on pay transparency. Why? Because consistent messaging builds trust among employees, managers, leadership, and HR teams. Pay transparency isn’t an on/off switch—it’s a spectrum: ⚖ Some companies share only what's legally required. 💬 Others disclose pay ranges but keep market data private. 🌍 Some go all in—sharing pay ranges, market data, and total rewards. The momentum is growing: 📢 New pay transparency bills are emerging in Kentucky, West Virginia, and Pennsylvania. 📊 New York is considering amendments to include total compensation (benefits, healthcare, and more). Why does it matter? 🤝 Transparency builds trust and engagement. 🔍 Employees expect more access to pay information. ✅ Clear communication reduces doubt and fosters fairness. So, where does your company fall on the transparency spectrum today? And where do you want to be? Drop your thoughts below! #PayTransparency #HR #Compensation

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Open enrollment is creeping up on us. And HR teams are shifting how they support their people, and you should too. Here are 3 strategies you should know about that are making a difference in employees' plans: 1. 𝗠𝗲𝗻𝘁𝗮𝗹 𝗵𝗲𝗮𝗹𝘁𝗵 𝘀𝗵𝗼𝘂𝗹𝗱 𝗮𝗹𝘄𝗮𝘆𝘀 𝗯𝗲 𝗮 𝗽𝗿𝗶𝗼𝗿𝗶𝘁𝘆 Support now goes beyond EAPs, with telehealth and year-round access becoming the standard. 2. 𝗦𝗺𝗮𝗿𝘁𝗲𝗿 𝘄𝗮𝘆𝘀 𝘁𝗼 𝗳𝗶𝗻𝗱 𝗰𝗮𝗿𝗲 𝘄𝗶𝘁𝗵 𝗔𝗜 Employees are tired of digging through jargon-filled PDFs and outdated websites. Guided tools and real-time answers are making it easier to get care, fast. 3. 𝗗𝗼𝘂𝗯𝗹𝗲 𝗱𝗼𝘄𝗻 𝗼𝗻 𝗶𝗻𝘃𝗲𝘀𝘁𝗺𝗲𝗻𝘁𝘀 𝗶𝗻 𝘄𝗼𝗺𝗲𝗻’𝘀 𝗵𝗲𝗮𝗹𝘁𝗵 Fertility support, wide in-network OB/GYN access, and paid parental leave are essential components of modern benefit packages. Ready for even more trends shaping the future of benefits? Read them all here: https://hubs.li/Q03H6NyS0

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Everyone is waiting for the first one-person unicorn. Most of the conversation is about shrinking headcount and avoiding HR headaches. But that misses the point. Great founders have never shied away from management. They have ambitions so big, they can only be realized through extreme leverage. And they've always used the best resources available to get there. The first one-person unicorn won't be built by someone who's averse to hiring. It'll be built by someone with the same traits great entrepreneurs have always had: massive ambition, relentless execution, insatiable learning, and calculated risk-taking. Bill Gates saw it early: if computing power was infinite, software would be the bottleneck. Microsoft didn't only build products. It built the tools, distribution, and partnerships that enabled it to scale and win. That same playbook — building maximum leverage around a core product — is what today's founders are doing with AI, automation, and distribution. It's not about doing more with less. It's about doing as much as possible to make a vision real.

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💸 Benefits administration shouldn't feel like manual labor in 2025. Yet here we are: benefits providers still wrestling with SFTP servers, manual data entry, and spreadsheet uploads every single pay period. Employers are frustrated by delays. Employees wonder why their deductions are wrong. Benefits teams are drowning in administrative work. There's a better way. What if you could create and manage payroll deductions automatically? What if employee enrollments flowed seamlessly from your benefits platform directly into payroll systems? What if contribution changes happened in real-time without a single manual step? That's exactly what automated payroll integration delivers: ✔️ 𝗜𝗻𝘀𝘁𝗮𝗻𝘁 𝗯𝗲𝗻𝗲𝗳𝗶𝘁 𝗰𝗿𝗲𝗮𝘁𝗶𝗼𝗻 → Define contribution amounts and frequencies directly in payroll systems ✔️ 𝗦𝗲𝗮𝗺𝗹𝗲𝘀𝘀 𝗲𝗻𝗿𝗼𝗹𝗹𝗺𝗲𝗻𝘁 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 → Handle retirement, medical, HSA, FSA, and commuter benefits automatically ✔️ 𝗥𝗲𝗮𝗹-𝘁𝗶𝗺𝗲 𝗱𝗲𝗱𝘂𝗰𝘁𝗶𝗼𝗻𝘀 𝘁𝗿𝗮𝗰𝗸𝗶𝗻𝗴 → Confirm appropriate deductions every pay period without manual reconciliation ✔️ 𝗘𝗳𝗳𝗼𝗿𝘁𝗹𝗲𝘀𝘀 𝗰𝘂𝘀𝘁𝗼𝗺𝗲𝗿 𝗼𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴 → Set up new benefits and enroll eligible employees in minutes, not days This means: ▪️Benefits teams stop playing data entry operator and start focusing on strategy. ▪️Employers get faster, more accurate benefits administration. ▪️Employees see their elections reflected correctly from day one. 💡 When benefits platforms integrate directly with payroll systems, everyone wins. No more SFTP. No more bulk uploads. No more manual errors. Just modern, automated benefits administration that actually works. 

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Parafin + Gusto We’re excited to team up with Gusto, a leading platform for small businesses to manage their payroll, HR and benefits. Together, we launched Payroll Bridge, a payroll line of credit that helps small businesses when cash flow is tight. For many small businesses, payroll is their most important and time-sensitive expense. Payroll Bridge helps them cover payroll with confidence. This partnership is proof of what’s possible when platforms and providers come together to support small business growth. Read more on our blog: https://lnkd.in/g9xjvNxx

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Why does payroll still feel like a monthly emergency? 📉 For many HR teams, "payroll week" means manual reconciliations, frantic email threads, and the constant fear of a compliance slip-up. What appears to be a "payroll issue" is usually a symptom of deeper structural gaps: 1️⃣ Fragmented data silos 2️⃣ Inaccurate attendance records 3️⃣ Over-reliance on manual intervention It’s time to move from reactive management to 𝘀𝘆𝘀𝘁𝗲𝗺-𝗱𝗿𝗶𝘃𝗲𝗻 𝗴𝗼𝘃𝗲𝗿𝗻𝗮𝗻𝗰𝗲. In our latest blog, we break down how to build a modern payroll framework that delivers accuracy every single cycle. Read more here: https://lnkd.in/gacPBAmm #PayrollManagement #HRStrategy #DigitalTransformation #AkriviaHCM #HRTech #HCM

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We’re thrilled to welcome our newest Thatch Marketplace partner: Lyra Health! 🎉 More than half of U.S. adults living with mental illness never receive the care they need — often due to long wait times, provider shortages, and high costs. That’s why we’ve partnered with Lyra Health to make enterprise-grade mental health care accessible to employers of all sizes. Through the Thatch Marketplace, members can now access:  🟣 Fast provider matching - typically within one day  🟣 Evidence-based therapy, coaching, and self-guided tools  🟣 Care for employees and dependents age 13+  🟣 Proven results - 90% of members experience meaningful improvement All using the same tax-free healthcare dollars already allocated through their ICHRA with Thatch. Lyra's offerings will be available through the Thatch Marketplace for plan year 2026. Learn more about how we’re expanding access to personalized mental health care in the press release linked in the comments.

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Compensation folks: SB-642 just went into effect in California, and two changes are going to create real work for many employers: 1️⃣ Pay equity now applies to total compensation California expanded the definition of "wages" for equal pay purposes to include all forms of compensation. Of note for high tech employers in CA, this specifically calls out "overtime pay, bonuses, stock, stock options, profit sharing and bonus plans." This means you need to ensure you're paying consistently across total comp, including equity, and maintain records of all compensation components for employees (and for 3 years after they leave). 2️⃣ They're starting to go after overly broad ranges The new law updated the definition of pay range to specify that it should be a "good faith estimate" of the wages the company "reasonably expects to pay for the position upon hire." If your job postings included the full range for the level, but you never hire new employees at the top of the range, you'll need to make some updates here. There are still a number of other excuses you could come up with for a broad range, but I think the takeaway is that the regulators have heard the complaint and are starting to focus on this. I think these are the big ones that likely mean there's work for a lot of California employers, but there are a number of other updates to check out in the full text of the bill here: https://lnkd.in/gZg_ix6w By the way, if the prospect of needing to figure out whether all your existing employees are paid fairly relative to your stock comp ranges is giving you anxiety, Aeqium can help you get your house in order.

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Breaking: Frankenstein leave management is out. Smart, seamless leave is in—with Jellyvision + Aidora. Managing employee leave is high-risk, time-consuming, and still way too manual. That’s why Jellyvision now offers an AI-powered solution from Aidora that helps HR teams stay compliant, automate the messy stuff, and support employees through every step of their leave. Whether it’s parental, medical, military caregiver, or caregiver leave, it brings structure and clarity to a process that’s too often a patchwork of forms, spreadsheets, and second-guessing. Leave management doesn’t have to be a mess: https://bit.ly/4jPUI6T

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People Ops Playbook #1: Your People function isn’t a checklist, it’s a system. It’s tempting to treat People Ops like a to-do list: 🚩 Launch onboarding 🚩 Run engagement survey 🚩 Fix comp bands 🚩 Rewrite values But in fast-moving, modern companies, that approach breaks fast. Because the org you’re designing today won’t look the same in 6 months as roles shift, teams evolve, and needs change. Here’s how to design a People system that can keep up. 🔁 THE 4-STEP PEOPLE SYSTEM RESET 1. Map the Journey ❌ NOT: ‘Let’s fix onboarding’ ✅ BUT: ‘Where do people actually get stuck across the full employee experience?’ → Start with a whiteboard. Plot the whole journey: from careers page to exit interview. Highlight pain points, gaps, and duplicates. Why it matters: Fixing real pain points keeps your top talent engaged and cuts costly turnover. 2. Connect your tools ❌ NOT: ‘We’ll just add another platform’ ✅ BUT: ‘How do all our tools actually talk to each other?’ → Disconnected tools = disconnected teams. → That means slower decision-making, inconsistent experiences, and wasted spend on tools that don’t drive outcomes. Why it matters: When your people aren’t stuck battling tech, they spend more time driving results. 3. Build feedback loops ❌ NOT: ‘We’ll run a survey once a year’ ✅ BUT: ‘What lightweight signals can we listen for every week?’ → Layer in async check-ins, quick polls, retro questions. Consistency > complexity. → This isn’t about more data, it’s about insight. Why it matters: Rapid feedback uncovers blockers early, keeps projects on track, and boosts team confidence. 4. Prioritise the system, over shiny projects ❌ NOT: ‘Let’s launch a new values doc’ ✅ BUT: ‘Do managers know how to give meaningful feedback first?’ Why it matters: Beautiful frameworks fall flat if the foundations aren’t strong. Fix roots before growing leaves. This mindset shift is the difference between HR that’s constantly playing catch-up, and a team that actually shapes the business as it grows. No massive budget required. Just a habit of zooming out before you zoom in. And that’s what this whole series is about. 💬 What’s one part of your People stack that feels totally disconnected right now? -------------- ✨ This is part of my new Monday mini-series: People Ops Playbook: Building Future-Ready Teams - weekly, practical ideas for HR pros and founders building better systems for how we work today and where we’re headed. #PeopleOpsPlaybook #PeopleAsAProduct #FutureOfWork #OrgDesign #InternalComms #HRDesign #Startups #PeopleOps

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🔥 New series: Hot Takes on The Future of Hiring 🔥 Every week, we’ll dig into one big truth reshaping the world of hiring, and what it means for talent teams on the frontlines. Hot Take #1: The résumé is dead. Resumes haven’t disappeared, but their value as a signal is fading fast. Here’s why: 📉 AI tools have made it easy to mimic job descriptions perfectly 📄 Résumés now “mirror” expectations instead of revealing real ability 🤖 High volume of perfect-looking applications blur the signal, making it harder to spot true readiness When everything looks good on paper, the real differentiator is what can’t be faked: skills, adaptability, and job readiness. This week’s slides unpack: How AI broke the résumé Why keyword matching is no longer enough What readiness-based hiring looks like in action Read the full blog post here: https://lnkd.in/edHyyfQw

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