About the Panel Discussion

As HR, Benefits and Total Rewards leaders plan for 2027, mental health is becoming an increasingly important part of the broader benefits strategy. At the same time, workforce needs are evolving, benefits budgets are under pressure, and leaders are being asked to make thoughtful decisions about where to invest.

Utilization can tell employers whether people are using a benefit, but it does not tell the full story. Leaders also need to consider whether employees are getting the right care, whether that care is producing meaningful outcomes, and whether the benefit is delivering value for both employees and the business.

We will explore how HR leaders are thinking about the role of mental health in their broader benefits strategy, what a strong mental health benefit should deliver, and how expectations are evolving as employers plan for 2027.

Discussion points

What a strong mental health strategy looks like: What employers should expect from their mental health benefits as workforce needs and expectations continue to evolve.
Why utilization isn't enough: What HR leaders should look at beyond utilization, including access, quality, outcomes, employee experience and value.
Making mental health a core benefits strategy: How employers can think about mental health alongside the broader benefits portfolio as they plan for 2027.

Speakers

Joanne Conway, Head of Inclusion & Culture, International at DLA Piper
Tanner Bergman, Head of Wellbeing at Paycom
Erin Schad, Wellness Program Manager at Kohler
Kelsey Witmer, Vice President Total Rewards & People Operations at Spring Health
[Moderator] Chris Rainey, CEO & Co-Founder at HR Leaders