Bobbi Kloss | Source | Vice President, Human Capital Management Services at Benefit Advisors Network
Bobbi Kloss
Bobbi Kloss is the Vice President of Human Capital Management Services for the Benefit Advisors Network (BAN), an international association of independent benefit brokers. With more than 25 years of Human Resource Generalist and executive-level Human Capital Management experience, Bobbi has served as the head of the Human Capital Management Department for BAN since 2014. She oversees all HR-related functions for BAN internal practices and has a deep understanding of the increasingly complex and diverse HR industry. Bobbi also provides her expertise to BAN’s employee benefit brokerage members as well as their employer clients, initiating proactive, strategic compliance practices which help limit their exposure to potential liabilities. She is regularly quoted and used as an expert resource for a variety of publications, including SHRM and NAHU. Additionally, Bobbi is frequently invited to speak and present to a variety of groups for her deep understanding of the HR industry and its trends.
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Benefit Advisors Network
Vice President, Human Capital Management Services
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Frontline Workers Less Likely to Seek Mental Health Help | WorldatWork
Employers can encourage frontline workers to use mental well-being benefits through awareness, education and reassurance.
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Have employees become more arrogant post-Covid? - Business Leader News
Tim Gurner said unemployment should rise to reduce arrogance in employees, but are employees really more arrogant or is he out of touch?
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SHRM: How to Respond When an Employee Is Working Two Full-Time Jobs
Since the rise of remote work during the pandemic, it's become easier than ever for employees to lead a double work life: logging on full time, juggling meetings and tasks, and collecting two paychecks. Here's how employers can respond.
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HR Expert Bobbi Kloss on Using "Last Day" Check-In Questions Effectively
Bobbi emphasizes that a culture of psychological safety is crucial for honest responses. Leaders should model openness and use examples to guide discussions. Benefits include assessing hiring practices, loyalty, and exit preparedness. However, misuse can harm the brand by exploiting employee vulnerability.
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On its own, eliminating the tax deduction for employers may seem like a disadvantage to offering these benefits, although some employers would still need to do so to stay competitive and to comply with state and local laws.
