Executive Membership

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Solution Partners

The benefits industry is always transforming, especially with governmental policies changing and expectations from employees evolving. With our membership networks, you don’t have to problem-solve on your own as benefits leaders share insights, lessons learned, successful strategies, and innovations.

Our peer networks are comprised of and serve the senior leadership of successful companies, in all verticals and industries across the nation.

As a member, we give you a safe space to discuss the challenges that are plaguing you. You have the opportunity to bring issues to your peers, many of whom have implemented (or chosen not to implement) strategies that you’re currently evaluating. This means you’ll get candid insights on best practices and pitfalls for issues you’re facing from people who have been there before, the kind of information that you won’t find by scouring the internet.


“Most of the folks that have been in the breakout sessions with me have the same level of experience that I do, so we have all seen a lot of the same things but it’s nice to get that cross industry perspective and hear how things are being handled by one group vs. another. You can take some nuggets of it back and apply it in your own organization. One solution isn’t gong to work for everybody but there may be something somebody mentions that will trigger an idea, something you can look at and say, “this might work for us.” —Beth Haight, Vice President, Benefits, LPL Financial


As members, senior executives have a powerful resource at their disposal: the combined knowledge and experience of peers. Insights gained from leading executives and innovators in your space can be transformational.

Topics discussed by peer groups are suggested by members themselves, addressing the most pressing issues currently facing benefits executives.

Our members have recently collaborated on the below questions, and other similar issues that need to be addressed across all industries in the benefits field.

1. How do you communicate the value of your total rewards program? 

Your total rewards program can be best-in-class, but if employees don’t understand the offerings or don’t engage in the program, then it’s money wasted. Educating employees about their benefits can be a tough job. Employees are used to thinking of their pay and benefits in a conventional way; however, the modern total rewards program encompasses many components designed to make employees' work experience more positive and keep them engaged and loyal to the company.

This leads us to many questions. How do you communicate your total rewards program to employees? Can you engage your non-HR/Benefits colleagues to help craft the message to maximize understanding? What other strategies are out there? These are questions our members are hashing out online and at our peer-to-peer benefits summits.

2. How do you design a competitive compensation plan? 

This is the eternal question of benefits and compensation executives. While attracting and retaining employees through building an exemplary employee brand is important, a competitive compensation plan is the backbone of talent management. Today’s workforce is diverse—a cookie-cutter compensation package isn’t going to pass muster. Competition for highly-skilled employees is at an all time high in today's global economy, and compensation has to be meticulously thought out in order to help attract that talent.

There are many issues benefits professionals need to address. What are the expectations of potential hires in your market? How do you benchmark your position in the market? What methods can you leverage to analyze the various market trends impacting your organization? How do you decide where to situate your compensation plan when comparing with your market? Do you want to be seen as a leader? Does it benefit you to be in the "middle of the pack"? These are all important questions that can't be answered overnight.

3. How do you create a culture of wellness?

Creating a wellness culture not only leads to healthy and more productive employees, it also keeps healthcare costs in check. Recent studies show that employees are less engaged at work than ever before. Benefits professionals can wield wellness programs to combat disengagement, along with burnout, decreased satisfaction, and negative feelings towards their employer. Also, healthcare costs are skyrocketing and are easily one of the biggest drains on company resources. A well thought out wellness program, paired with high enrollment rates, is one of the most effective tools to keep costs down.

Knowledge is essential when it comes to wellness initiatives. Knowing the needs of your employee population and what will motivate them to actually enroll and engage with wellness initiatives is necessary. When it comes to both designing an effective healthcare package and promoting wellness, you need information as well as effective initiatives. Our benefits network frequently shares best practices on information gathering and creative ways to increase enrollment in their wellness programs, as well as how to gain interdepartmental buy-in for benefit-led healthcare and wellness initiatives and how to meet key metrics and KPIs.

Apply for membership, and learn about the full benefits of joining a network of your peers

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