As remote and distributed work continues to expand, organizations face increasing challenges in communicating across a workforce that is no longer centralized. With employees spread across multiple job sites, varying schedules, and different states, traditional, one-size-fits-all communication methods fall short. Flexibility is essential to ensure employees have consistent access to critical information—especially when it comes to benefits. By combining live sessions, recorded content, and opportunities for follow-up, organizations can meet employees where they are, improving both accessibility and engagement.
At the conclusion of a recent TPSU program at Robert Morris University in Moon Township, PA, TPSU Founder and CEO Fred Barstein interviewed Wendy, Chief Human Resources Officer (CHRO) of a local engineering firm with over 300 employees.
Wendy, who has been with her company for 32 years, explained how their 100% employee-owned structure shapes their approach to benefits education. With a workforce operating across multiple job sites, schedules, and states, flexibility is central to how they deliver information.
Her team hosts “fireside chat” sessions with subject matter experts, offering both live and recorded options. This allows for real-time interaction while also enabling employees to engage on their own time and submit follow-up questions—driving higher participation.
She noted that engagement is strongest around benefits-related topics, reinforcing the need for accessible, clear communication. During open enrollment, her team builds on this approach with recordings, live sessions, and direct accessibility—making herself available to employees and their spouses during evenings and weekends.
Wendy also highlighted a buddy program as part of their mentoring efforts, pairing new hires with a peer for their first three months. The program provides a trusted resource for questions employees may not yet feel comfortable bringing to HR, helping to build trust and improve the overall employee experience.
Fred Barstein:
This is Fred Barstein. Just completed a TPSU program here on the campus of Robert Morris University in Moon Township, just outside the Pittsburgh area. I’m here with Wendy—welcome.
Wendy:
Thank you.
Fred Barstein:
Before we begin, can you tell our audience a little bit about yourself?
Wendy:
Sure. I’m the CHRO for a local engineering firm. We have about 312 employees, and I’ve been with the company for 32 years.
Fred Barstein:
Wow—congratulations. That says a lot about the company.
Wendy:
It’s a great company.
Fred Barstein:
One of the things we talked about is how you deliver education and make it accessible to employees. Can you explain that a little bit?
Wendy:
Absolutely. I think it helps that we’re 100% employee-owned, so we really cater to our employees. Our workforce is spread across job sites, different hours, and different states, so getting everyone to attend a single meeting at a specific time is very difficult.
So we offer flexibility. We host meetings—what we call “fireside chats”—with subject matter experts, and I facilitate those sessions. We allow for open discussion and questions during the session, but we also record them and take questions afterward so employees can engage on their own time.
Fred Barstein:
What kind of results are you seeing from that? Are employees engaging more?
Wendy:
It depends on the topic, but generally we do see strong engagement—especially when it comes to benefits. That’s something our employees really care about, so we typically receive a lot of feedback.
Fred Barstein:
And you also use this approach during open enrollment?
Wendy:
Yes. During open enrollment, we offer recordings and sometimes fireside chats as well. I also make myself available to employees during evenings and weekends, and I include their spouses in those conversations. We’re a male-dominated company, so often the spouses have questions, and I want to make sure they feel supported too.
Fred Barstein:
That’s great. Final question—what are a couple of things you learned, and would you recommend TPSU?
Wendy:
Absolutely. One more thing I’d like to share—we have a mentoring program that includes a buddy system. Each new hire is paired with a buddy for about three months. That person becomes a go-to resource for questions—especially ones they may not feel comfortable asking their supervisor or HR right away.
That buddy program has been really effective for us.
This is actually my second TPSU session, and I’ve already recommended it to my HR network. I even invited people to attend this one—unfortunately no one came, but it’s definitely their loss. It’s a fantastic program, and I highly recommend it.
Fred Barstein:
Very good. Thank you.
Wendy:
Thank you.
Fred Barstein:
And thank you for watching 401kTV. Stay tuned and look for a TPSU program near you.
