Siemens Makes Benefits Flexible, Personalized, and Effective

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Managing benefits for over 31,000 U.S. employees and their families requires a balance of personalization and cost-effectiveness. Diane Amorese Triolo, head of global benefits at Siemens, has mastered this balance over her fifteen-year tenure, growing through progressively senior roles at the company since 2010.

Amorese Triolo aims to create programs that follow people through the different chapters of their professional and personal lives. She understands that an individual’s expectations for different benefit offerings ebb and flow as their needs change.

“We continually monitor the external market to see what innovations or benefits can help serve our population, who are all at different stages of their lives,” Amorese Triolo explains. “We also look to see what’s becoming more prevalent in the market and what potential gaps we may need to fill. Most recently, there has been increased focus on well-being, and this will continue to be an important topic for the future.”

That commitment to well-being is also reflected in Siemens’ external partnerships. “UnitedHealthcare is proud of our long-term partnership with Siemens and the work we have done to support Diane and her team in building a culture of health ownership and well-being at Siemens,” says Jessica Paik, CEO of UnitedHealthcare National Accounts.

A recent 2024 University of Oxford Study has indicated work well-being is a key factor for business success that not only enhances overall employability, but also quality of life. In keeping with Siemens’ current and future focus on well-being, their people are afforded conditions to contribute and thrive.

The company’s Be Well Reimbursement Program is designed to promote physical, social and emotional health of the workforce by offering reimbursement for a variety of health and wellness-related expenses. Employees have the flexibility to choose from a large range of reimbursable services, which may change from year to year as their needs evolve.

Expenses Amorese Triolo sees most often include reimbursement for home gym equipment, fitness classes, gym memberships, and wearable fitness trackers. But the program also addresses holistic well-being by reimbursing expenses like meditation apps, massage therapy, and other activities that focus on mind-body health. Additionally, the benefit may be used to offset caregiving costs, such as emergency child and elder care, as well as student loan reimbursement.  

Amorese Triolo takes pride in how the company steps up to help make challenging caregiver moments a little less hectic. “We’ve been very thoughtful about the design of Siemens’ Be Well Reimbursement Program,” Amorese Triolo explains. The program targets holistic well-being in a way that enables personalization for the individual, appealing to a broad workforce with varying priorities.

To avoid the confusion that is inherent with multiple providers and overlapping wellness benefits, Siemens introduced the Be Well Reimbursement Program as a streamlined well-being offering that prioritizes personal choice and flexibility. Through an external partner, Siemens offers a single, seamless reimbursement program to meet the unique well-being needs across the workforce. The benefit design and setup promotes ease of use to ensure that employees can readily access and utilize the benefit.

Communication is also imperative to drive utilization. Amorese Triolo shared that although Siemens routinely announces new benefits, it is the periodic reminders following that announcement that are equally important.

“Unless you have a specific need for a particular benefit at that exact moment, you’re probably going to overlook an initial announcement,” Amorese Triolo explains. “We work to consistently remind our people about benefit offerings and how to utilize them. Resources and information are provided through our Benefits QuickStart portal, which acts as a one-stop shop for employee benefits information.”

Recognizing that our families often play a crucial role in health-related decisions and don’t always know what benefits they’re entitled to, Siemens made Benefits QuickStart  accessible to family members. By giving broader access to benefits information, Siemens enables more informed benefits decisions that serve the whole family.

A new addition in 2024, Siemens introduced Health Pro Connection navigation and advocacy services through Alight Solutions at no additional cost to the workforce. It pairs employees and dependents with an expert, called a Health Pro. The Health Pro helps individuals and their family members navigate their health benefits, search for high-quality in-network providers, resolve claims issues and even secure second opinions.

“It’s the same person you’ll work with for all of your needs,” Amorese Triolo explains. “Whether that’s a question about a claim or sourcing a benefit, you’ll get to know your Health Pro, and they will get to know you and your family members. That relationship can go a long way in helping our people and their families feel supported in their health and well-being journeys.”

Siemens also provides support to employees and their families through a variety of other programs, including the Employee Assistance Program, which offers six complimentary counseling sessions; health incentives, which reward individuals and spouses (where applicable) for taking healthy actions; and a flexible vacation policy for those eligible, allowing for greater work/life balance.

For Amorese Triolo and her team, the goal is to meet people where they are, so they feel supported by Siemens with their well-being needs and ultimately thrive in their professional and personal lives. Whether or not individuals are currently utilizing a benefit, the head of global benefits wants the organization to know that her team is engaged to help guide individuals on their health and well-being journeys.

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