TriNet provides HR solutions to small to mid-sized businesses so you can focus on what your company does best. Our bundled HR products, TriNet Cloud applications and strategic services simplify your HR. Tailored by industry, TriNet's bundled HR products cover the core services of payroll, benefits, risk & compliance, an HR team and a cloud platform. TriNet partners with more than 14,000 clients (as of 11/2/17) in a variety of industries. We manage more than $34 billion in payroll and payroll tax
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Arts entertainment and recreationEducational servicesFinance and insuranceHealth care and social assistanceManagement of companies and enterprisesProfessional, scientific and technical servicesManufacturingInformationReal estate and rental and leasingRetail tradeTransportation and warehousingWholesale tradeOther services
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1601 Trapelo Road, Waltham, Massachusetts, United States
Products we sell
- - Information technology services
- - Professional communication services
- - Compensation and benefits planning
- - Human resources software
- - Health insurance
Markets we serve
- - United States
- - North America
- Benefits 101: How to Help Your Employees Help Themselves When Selecting Benefits Options There is never a bad time to assess whether your employees are getting the most from your benefits offering. In a 2016 survey conducted by the International Foundation of Employee Benefit Plans, nearly 70% of benefits administrators said helping participants better understand and use their benefits takes up the most amount of their employee communications time. Yet, the survey also showed that nearly 31% of employees still do not perceive the value of their benefits. Employers who struggle to communicate their benefits options to their employees may see those same employees failing to select the best options for themselves and their families. These employees won’t appreciate the value of your benefits offering because they may not be getting the benefits they need. Of course, satisfaction with employee benefits, which are a crucial component of your compensation package, can go a long way to overall employee satisfaction, which is key to attracting employees to your company and retaining the ones you have. Here are some tips for communicating more effectively with your employees about their benefits throughout the plan year along with some guidance for helping them make better choices during open enrollment. Provide personal HR expertise Taking the time to make sure your employees have all the information they need and that they understand this information will increase their satisfaction with the benefits they elect. Your employee benefits provider should be able to provide you with all the tools your employees need to make good decisions, including personalized access to HR professionals to answer questions. Making sure you partner with the right benefits provider—one whose services include access to dedicated HR professionals--is such an important first step to helping your employees understand their benefits elections. Give your employees the right questions to ask Employees don’t always know what variables to consider when trying to decide which benefits offerings to choose during open enrollment. Many simply select the same level of benefits from year to year or they pick what looks the least expensive. The Society for Human Resource Management provides a list of questions that plan participants can ask themselves and their employee benefits provider to make sure they elect the benefits options that best suit their needs. We recommend sharing the following questions with your new employees electing benefits for the first time and all eligible plan participants during open enrollment. -Has the prescription drug coverage changed? -Will I be able to get coverage for my family in the coming year? -Are the doctors and facilities I want to use in-network? -Have we changed benefit plan administrators or insurance carriers? -What’s new in the benefit options that might be beneficial to me and my family? -Are there any new voluntary benefits? -Do we have a wellness program that could potentially save me money? -Are there benefits for alternative medical practitioners? -What, if any, technology can I use to get information about my benefits and complete my enrollment? Make enrollment easy Streamlining the enrollment process through use of online self-service HR software can help ease employees’ confusion, empower them with on-demand access to their personal benefits information, and minimize stress during benefits election time. Keep the benefits conversation going Discussing benefits with your employees during open enrollment may not be enough. Communicating to employees throughout the year about how their benefits offering can help them plan for life events—such as a new child, accident or unexpected illness--can help them make better, more measured decisions when it’s time to enroll again. Ongoing benefits communications often include (but are not limited to): Reminders to utilize unused flexible spending account funds before the plan year ends. Notices about formulary changes (which generally happen twice a year) to remind employees about the cost benefits of using generic drugs. Lunch-and-learns on voluntary benefits that are available, such as wellness programs, AFLAC, or discounted gym memberships, and encouragement to take advantage of these benefits. Education on retirement savings, including the employer matching contribution formula, and how to maximize the impact of employee contributions, as well as required notices, such as the participant fee disclosure notice, the summary annual report, and the qualified default investment alternative. For more information or guidance on providing and communicating about your robust employee benefits program, TriNet is here to help.
Michael Crumlely @ TriNetMay 9, 2018, 10:46:51 PM
- Client Testimonial in Boston MAhttps://youtu.be/gJD6JGbDR_8
Eric Dunigan @ TriNetMay 3, 2018, 12:27:47 PMSuperpedestrian - TriNet ClientTechnology company Superpedestrian in Cambridge, Massachusetts, makes an electronic wheel for bicycles that increases pedal power strength ten times over, so riders can go farther in less time with less effort. As a midsize company, Superpedestrian leverages TriNet’s robust benefit packages to attract and retain top talent. Assaf Biderman, Founder and CEO, explains that with TriNet’s benefits helping bring in the right people, the company can focus on its technology and going to market instead of the day-to-day HR activities that used to distract them.YouTube
- Full Service HR Technology Platformhttps://youtu.be/t7hlXBGm-7g
Eric Dunigan @ TriNetApr 10, 2018, 11:52:46 AMTriNet HR Solution DemoSee how easy TriNet makes HR for you and your employees. By combining powerful technology with expert service, TriNet helps your company with payroll, benefits and HR administrationYouTube
- Even Small Companies Have HRAll businesses have HR. Companies with employee counts from eight to eighty to eight hundred all have HR. Even companies that outsource HR have HR. Every company that hires, fires, trains, protects, and compensates employees has HR. Scrapping the HR department, removing HR positions, or eliminating the HR budget, does not remove your responsibility to handle HR, only your ability to. The amount of time, energy, and resources you devote to HR duties will vary by industry, company size and growth rate, but five core roles of human resources need to be addressed in order for your company to remain compliant and competitive. Recruiting Companies are only as good as the talented employees they hire. The cost to employers for a bad hire can be immense and can even stunt the growth of an organization. Hiring managers or outsourced talent agencies may lose sight of the corporate vision, especially when they are in a pinch to fill a spot. Instead, seasoned HR professionals can reinforce the corporate vision, evaluate candidates based on higher-level goals and be mindful of the direction the company is moving. Specifically, HR professionals can: Clearly outline job descriptions that fit the company’s goals and culture Ensure legal compliance throughout the hiring process Provide compliant training and guidance for managers Training Onboarding and new hire training isn’t just a time to align an employee’s skills with the tasks they need to do, it’s a time to communicate a company’s vision and instill a corporate culture. It’s also an opportunity to make new hires aware of conduct policies of their employer. These steps are best accomplished by a dedicated HR team. HR professional can: Create polices and conduct required training on harassment, discrimination, and retaliation Succession planning and creating an internal promotion system Terminations Firing an employee is never easy, but if necessary steps are taken, a termination can be less surprising to the employee and less of a burden on the employer. Human resource’s role actually begins prior to any incidents that may have caused a termination. Having a protocol in place will make the termination process less volatile. HR professionals can: Be responsible for creating paper trail of performance, attendance, and issues Ensure termination protocol is followed so the employee is treated fairly Reduce risk of wrongful termination claims and lawsuits. Protection Today’s work environment has an unprecedented diversity of backgrounds, culture, personalities, work styles, and levels of experience. HR helps identify and resolve conflict and restore positive working relationships, preferably before negative ones occur. HR professionals can: Ensures a safe, harassment and retaliation-free workplace Review risks like low morale, low productivity, and disagreements among teams Manage internal conflicts and help mitigate the risk of litigation Compensation Part of the duties that fall under HR is to ensure competitive and realistic salary guidance by studying the labor market, employment trends and salary analysis based on factors such as job functions and geography. It’s much less expensive to retain existing employees than go through the hiring and training process. HR professionals can: Manage employee compensation fairly and ensure proper pay for performance Create robust compensation packages to attract and retain talent Communicate employee benefit packages People know what HR is when it comes to compliance. But, the strategic side of HR is equally important and is something that is overlooked by many small businesses. So, whether you are delaying a serious look at an HR team or considering a reduction in HR staff, have you considered everything HR has to offer? Have questions? Contact me today for a free HR analysis.
Michael Crumlely @ TriNetMar 15, 2018, 10:12:01 PM