Jaclyn Dobing - Group Benefit Advisor

I’m honoured to be recognized as one of Benefits and Pensions Monitor’s Rising Stars: Top Benefits, Pensions, and Institutional Investment Professionals 40 and Under in Canada!

It’s incredibly rewarding to be part of such a dedicated and innovative industry that continues to evolve in how we support organizations and their people.

Thank you to Benefits and Pensions Monitor for this recognition — and congratulations to all the other amazing professionals featured!

https://www.benefitsandpensionsmonitor.com/best-in-pensions-and-benefits/the-top-benefits-pensions-and-institutional-investment-professionals-40-and-under-in-canada-rising-stars/392503

An inspiring evening at the VIBE CEO Inauguration Event at Verity! It was an honour to be surrounded by such a dynamic group of visionary women leaders—especially alongside my amazing teammate

was proud to sponsor this incredible event in support of VIBE’s mission to elevate, empower, and celebrate women in business. Excited to see this vibrant network continue to grow and thrive!

Boost Seasonal Hiring with Health & Wellness Accounts

Traditional group benefits often don’t work for seasonal or part-time staff due to eligibility requirements and waiting periods. A Health Spending Account (HSA) and Wellness Account offer flexible, cost-effective alternatives that provide immediate value—even for short-term roles. Support your team with coverage for things like dental, vision, fitness, and mental wellness—enhancing morale, productivity, and the likelihood they’ll return next season.

An ideal group benefits plan isn’t just about coverage—it’s about purpose.

Whether you’re aiming to boost employee retention, increase satisfaction, or stand out in a competitive hiring market, your benefits strategy should be built with intention.

Because when your plan has a goal, your people feel the impact.

What’s the goal behind your current plan?

We are beyond proud to announce that BenefitsConnect has been honored with not one, but TWO awards from Corporate Vision:

Most Innovative Employee Benefits Platform 2025
Best Human Resources App 2025

These accolades are a testament to our commitment to revolutionizing employee benefits and HR solutions. We couldn’t have done it without the support of our incredible clients, partners, and dedicated team. Thank you for believing in our vision and inspiring us to keep pushing boundaries!
Here’s to continuing to shape the future of employee benefits together.

Before the pandemic, group benefit plans primarily focused on risk and the unexpected. However, when the pandemic hit, the focus quickly shifted from managing risk to prioritizing employee well-being.

Many plan sponsors enhanced their mental health offerings during this time—either by increasing paramedical coverage or establishing Employee Assistance Programs (EAPs). These changes were often driven by the competitive job market and the need to attract and retain employees. As a result, many of these enhancements remain in place today.

Now, as we navigate an inflated economy, plan sponsors are once again reassessing their group benefit plans to manage rising costs. The projected group benefit cost trend for 2025 is 7.5%, up from 5% in 2024(1). Coupled with political instability, many plan sponsors are feeling financial pressure. Amid this current strain, maintaining stable group benefit plans is crucial to providing employees with a sense of security. So how can plan sponsors be supported—especially those grappling with rising benefit costs?

Here are a few strategies:

✅Plan Design Management: Optimize plan design to balance cost control and employee satisfaction.
✅Education on Plan Design Changes: Help plan sponsors understand when adjustments are necessary and when to hold steady.
✅Goal Setting: Clarify what the plan sponsor aims to achieve—attraction, retention, employee wellness, or a combination of these.
✅Employee Satisfaction Assessment: Gauge how employees feel about the current benefit plan to identify areas for improvement.
✅Alternative Solutions: Explore options like Health Spending Accounts (HSAs) to offer more controlled and predictable spending.

By taking a thoughtful and strategic approach, plan sponsors can maintain the value of their benefit plans while managing costs effectively. Let’s work together to find solutions that support both organizations and their employees.

(1) https://www.benefitscanada.com/benefits/health-benefits/canadian-health-benefits-cost-trend-increasing-to-7-4-in-2025-report/

A little about me…. 🍁🐝🏕️🌼❤️

Happy International Women’s Day

I chose to celebrate for my daughters, for their future, and to honor the women who came before us—their successes and achievements.

And acknowledge that there is still progress to be made.

📷

Tax season is here! Time to prepare…