Reinvest in your workforce: An HR benefits strategy series from an HR leader

Hi I'm Andy, SVP of People Ops at Take Command. I wrote this series because I'm passionate about HR benefits strategy that drives competitive advantage by proactively shaping culture, empowering employees, and ensuring the workforce is the business’s most powerful asset. For decades, a company's HR department was perceived primarily as a cost center, managing expenses related to hiring, payroll, benefits, and compliance. Although these are key to organizational success, today's HR leaders - like you and me - drive profitability and growth at the top levels of an organization. This is the first in a series of how ICHRAs empower HR leaders to empower their workforce. I'm glad you're here. 

The Strategic Investment in Your HR Team

In today's competitive landscape, every dollar counts. As an HR leader, if you've just made a strategic move - or are considering one - by transitioning to an Individual Coverage Health Reimbursement Arrangement (ICHRA), the savings are significant.

This isn't just a win for the company's bottom line; it's a golden opportunity to reinvest in your most valuable asset: your people. 

The first and most impactful place to begin is by strengthening your own department. By expanding your HR team, you can transform your department from a reactive administrative function into a proactive, strategic powerhouse that drives business success and employee engagement.

Small HR department, big impact

In many organizations, especially those with small HR teams, a "jack-of-all-trades" model is the norm. HR professionals are often stretched thin, juggling everything from benefits administration and payroll to recruiting and conflict resolution. This can lead to burnout, errors, and, most importantly, a lack of time for high-impact, strategic initiatives.

Reinvesting ICHRA savings into HR headcount allows you to introduce specialization. Imagine having a dedicated recruiter who can focus solely on sourcing top-tier talent, or a benefits specialist who can provide personalized, one-on-one support to employees navigating their new health plan options.

This shift frees up existing team members to dive deeper into their areas of expertise, whether that’s developing comprehensive compensation strategies or ensuring full compliance with complex labor laws. The outcome is not only a more efficient department but also a more effective one, with better results in every area.

Bringing focus to your HR benefits strategy

A larger, more specialized HR team also creates a ripple effect of positive change throughout the organization. When employees have a dedicated expert to turn to for their concerns—be it a question about their 401(k), a request for a new professional development opportunity, or a sensitive personal issue—they feel heard, valued, and supported.

This increased accessibility and dedicated support can dramatically improve the employee experience. When HR is no longer just putting out fires but actively building relationships, it fosters a culture of trust and open communication.

For example, a dedicated employee relations specialist can proactively check in with department heads to anticipate and resolve issues before they escalate, while a training and development lead can work with managers to create career paths that keep employees motivated and engaged. This level of personalized care and attention is what turns a good workplace into a great one.

Driving Higher HR Return on Investment

Beyond the day-to-day benefits, a robust HR team is a critical component of a company’s long-term growth strategy. A well-staffed HR department can dedicate time to critical initiatives that are often sidelined in leaner teams, such as implementing a sophisticated performance management system, developing robust succession plans, or conducting in-depth analyses of workforce trends.

They can also focus on building and maintaining a strong employer brand, which is essential for attracting talent in a competitive market.

Think of it this way: the savings from your ICHRA are not just a one-time cash infusion, but a recurring resource that can be leveraged to build a more resilient, dynamic, and effective organization.

By investing in your HR team, you are not simply hiring more people; you are investing in the infrastructure that will support your company's growth for years to come, ensuring a healthy, engaged, and productive workforce that is prepared for whatever the future holds.