Daikin

Check out our conversation with Cuni Thompson, former Director of Human Resources and Benefits at Daikin, who was with Daikin for 15+ years, overseeing their Human Resource and Benefits departments.

Key takeaways:

Why make the move to Collective Health?

Our long-term benefit strategy was to incorporate clinical solutions with partners that can help address specific conditions and utilization to better support our employees and to better manage our claims costs (e.g. a solution for diabetics, musculoskeletal, etc.). Collective Health is built on a technology platform that provides flexibility for us to specifically select the vendor partnerships that fit our population best.

What problems were you trying to solve by implementing Collective Health?

Flexibility in selecting clinical solution partners and the ability to implement changes more quickly.

What was the implementation process with Collective Health like?

 It was well organized with weekly meeting cadences. I knew where we were at every point in the project.

How did you introduce Collective Health to your employees? Have you found higher engagement?

We did plan design changes at the same time as moving to Collective Health, so we had “New Plans, New Partnership ” messaging throughout Open Enrollment. We also did our first ever ACTIVE open enrollment. We required everyone to complete Open Enrollment.

It was great to be able to have Collective Health interact with employees before they have enrolled.

What does the experience look like for your people and members?

Open Enrollment is a great example of the Collective Health experience. It was great to be able to have Collective Health interact with employees before they have enrolled. By providing a census file, Collective was able to participate proactively with employees and didn’t have to wait for the first enrollment file.

Would you recommend Collective Health?

I would recommend Collective Health and I do.