Transforming Benefits And Leave Administration For Employee Well-Being

Janocqua Shaw, Director, Benefits & Leave Administration, The Save Mart Companies

Janocqua is a highly skilled HR Director with over two decades of experience in Total Rewards across various industries such as Healthcare, Oil & Gas, Grocery, Education, and Financial Services. Throughout her career, she has successfully created policies, fostered a positive company culture, and consistently met business objectives. Janocqua’s exceptional communication and interpersonal abilities have allowed her to deliver excellent customer service while also enhancing the company’s brand.

Please tell us about the journey that you’ve had so far and your roles and responsibilities at The Save Mart Companies.

I started my career in 2001 at AIG Valley in a call center role, where I discovered a passion for retirement benefit administration, assisting participants from higher education and nonprofit organizations. I excelled in that role and emerged as a valedictorian in my training class, finding fulfillment in helping people save for retirement. During my six years at AIG Valley, I played a key role in implementing electronic remittances for clients, transitioning from traditional spreadsheets to web-based contributions.

After acquiring skills in life insurance, underwriting, and auditing at AIG Valley, I moved to a smaller company where I delved into the compliance aspects of retirement benefit plans. This included mergers and acquisitions, gaining a strong foundation in Department of Labor and IRS compliance. I learned how to maintain plan compliance, handle plan terminations, and collaborate with entities like the Pension Benefits Guarantee Corporation.

I assisted clients in navigating challenges with their retirement plans, conducting audits, and minimizing IRS penalties. Afterward, I transitioned into an HR role at an oil and gas company in Houston. As a retirement plan benefit administrator, I handled reconciliations, learned about supplemental deferred comp plans, managed wire transfers following DOL guidelines, and gained expertise in supplemental executive retirement plans and 5500 filings. This experience further strengthened my compliance skills, and I also delved into the tax department for 10K data reporting.

While working in that department, I joined the benefits team, handling inquiries on the benefits hotline. This experience introduced me to the health and welfare side of benefits. Subsequently, I delved into compliance testing, designing benefit plans, and making strategic decisions. I expanded my expertise to include absence management and leave administration, focusing on regulatory compliance in the healthcare sector. My responsibilities encompassed ADA, FMLA, short and long-term disability, and unemployment claims for several years.

After briefly exploring project management roles, I realized my passion lies in HR. In December 2015, I joined Harris Health System, serving as a program manager for leave disability. Over time, I progressed to managing the benefits department, then overseeing benefits, leave administration, and establishing a shared services team. After nearly six years, I became the Director of Total Awards and Shared Services at Legacy Community Health, handling strategic responsibilities in compensation, benefits, wellness, and more. I focused on KPIs, targets, policy writing, and ensuring compliance at the federal and state levels, especially with the IRS and Department of Labor. I also implemented mandatory COVID vaccines and enhanced onboarding and recruitment policies.

In my current role as Director of Benefits and Leave Administration at Save Mart Companies, I lead all the total reward strategies in conjunction with our director of compensation. I addressed compliance issues, particularly in 401(k) programs, ensuring plans were brought back into compliance and conducting timely audits and 5500 filings. The position, vacant for over a year before my arrival, underwent a complete transformation.

Now, I focus on fostering inclusive benefits with a DEI perspective, introducing diverse and inclusive holidays and benefits for associates. Collaborating with the compensation director, I’ve initiated a merit program to establish equitable pay and bonuses across the organization.

What are some of the major challenges in the financial wellness industry market?

The current financial challenges, exacerbated by the impact of COVID, have put companies in a tough spot. Many are struggling financially, leading to talent turnover and enrollment instability. In my organization, the company’s revenue has suffered, making it challenging to reward employees adequately. The rising cost of living is causing employees to live paycheck to paycheck, impacting overall well-being and, subsequently, productivity, absenteeism, and presenteeism. This presents a dual challenge for employers, who must navigate the delicate balance of retaining talent while ensuring the financial sustainability of the organization. The result is a complex scenario where organizations grapple with decisions on layoffs and maintaining a motivated and engaged workforce amidst economic uncertainties.

What are recent trends that have evolved to help tackle these pain points?

Our organization has implemented programs aimed at addressing financial challenges for associates. These initiatives, facilitated through the 401k record keeper, focus on budgeting and enhancing financial literacy to help individuals achieve more with less. In addition, we have introduced mental health benefits to assist employees in coping with the stress associated with financial difficulties. Notably, the emphasis is on providing low to no-cost benefits to associates, with the organization absorbing the financial impact. These measures are designed to support employees in managing stress, remaining present at work, and sustaining productivity amid financial struggles, reflecting the organization’s commitment to the well-being of its workforce.

How do you see the food industry evolve over the next few years?

Our organization’s focus is on enhancing programs to help associates save more, especially in our heavily unionized organization. Recognizing the evolving landscape of pensions, we’re launching initiatives to educate union employees, who constitute about 95 percent of our workforce, about the importance of individual savings. We emphasize the potential changes in pensions and illustrate the benefits of making pre-tax contributions to a 401(k) plan. By demonstrating the financial impact of pre-tax contributions and showcasing the minimal difference in take-home pay, we aim to encourage employees to actively contribute to their retirement savings.

In addition to focusing on retirement savings, we implement programs to help individuals prepare for retirement-related challenges, such as navigating Medicare. We are committed to providing educational resources to empower employees to make informed decisions about healthcare options as they transition from employer plans to Medicare. This comprehensive approach ensures that employees are well-prepared for retirement, both financially and in terms of healthcare planning.

Any specific piece of advice that you’d like to share with your fellow peers or other industry leaders?

My key advice is to actively listen to your associates. As HR professionals, our internal customers are the associates, and creating a culture where they feel comfortable expressing their needs is crucial. The strategic approach involves conducting surveys, organizing focus groups, and establishing employee resource groups to gather inputs. However, the most impactful aspect is ensuring executive buy-in and taking concrete actions based on employee feedback. This approach fosters a supportive workplace and demonstrates a commitment to addressing the needs of the associates, even if the results take time to materialize.

Financial

Healthcare

Project Management