Symetra’s Agile Approach to Employee Benefits and Wellness
Next Practices Weekly recently welcomed Jessica Callahan, Vice President of HR Systems & Operations, Total Rewards, and Employee Experience at Symetra, for a rich conversation on how total rewards strategies can holistically support workforce wellbeing and organizational performance.
The session explored Symetra’s intentional journey in crafting a people-first total rewards philosophy. Jessica shared how the organization emphasizes flexibility, inclusivity, transparency, and wellness in designing benefits and compensation programs that serve a diverse, multigenerational workforce.
Moderated by i4cp’s Tom Stone and Amber Burton, the conversation highlighted how Symetra’s HR function integrates employee feedback, DEI commitments, and evolving business needs into its programs—all while maintaining a collaborative, agile culture that champions continuous improvement.
Key Topics of Discussion:
🔹 Flexible, Remote-First Work Environment:
Long before the pandemic, Symetra embraced flexibility. Today, the company is proudly remote-first, trusting employees to manage their productivity while emphasizing purposeful in-person moments to build community and collaboration.
🔹 Holistic Wellbeing Approach:
Symetra’s total rewards package addresses employees' physical, emotional, financial, and social wellbeing. From mental health resources and caregiver support to inclusive family-building benefits, every offering is designed to meet employees where they are in their life and career stages.
🔹 Pay Transparency and Managerial Courage:
Since 2015, Symetra has embraced pay transparency by publishing salary ranges for roles up to the VP level. Jessica emphasized the critical role of manager training in fostering open, evidence-based conversations about pay and career growth.
🔹 Inclusive Total Rewards Philosophy:
Every benefit and vendor is chosen intentionally, ensuring inclusivity is embedded in all offerings. Symetra’s programs reflect their DEI commitments by considering the needs of all employees and families.
🔹 Continuous Listening and Thoughtful Evolution:
Rather than grand overhauls, Symetra’s total rewards journey has evolved thoughtfully over time, guided by regular employee listening, ENPS feedback, and data from initiatives like Great Place to Work surveys.
🔹 Preparing for the Future of Work:
Looking ahead, Symetra is excited to continue innovating with initiatives like their Employee Value Proposition rollout, exploring AI for HR service delivery, and building more opportunities for skill development and career growth.
Jessica’s insights offered a powerful example of how organizations can embed flexibility, inclusion, and care into their total rewards strategies—helping employees thrive while fueling business success.
As organizations navigate today’s fast-changing landscape, Symetra’s model reminds HR and rewards leaders of the importance of staying curious, flexible, and employee-centered.
