How to Write an HR Benefits Overview for New Employees

Ani Soghomonyan
How to Write an HR Benefits Overview for New EmployeesHow to Write an HR Benefits Overview for New Employees


  • Title slide
  • Offerings overview
  • Health benefits
  • Closer look at health options
  • Base +
  • Performance incentives
  • The icing on the cake
  • Culture and team
  • Leaving an open door

If you’re in HR, you know it’s a very service oriented practice. Employees are HR’s internal customers and one of the biggest customer needs we fulfill are employee benefits. Covering the overall “Employee Offering Package” (Compensation, Benefits and Perks) is a key part of the HR gig.

However, they are the toughest subjects to cover during onboarding or even Open Enrollment: both of which are live meetings specifically designed to review the offering packages and address how to best take advantage of them.

These meetings convey statistics, facts and figures, as well as the intricacies of benefits offerings and packages that are applicable for a given employee. While all of these subjects are important to cover we often find that only about 25% of the information is retained. When you’re overviewing benefits during new hire onboarding, retention dips even lower - to 10%. Most times we’re alerted to this while still talking to a room full of increasingly tired faces.

To be fair, these subjects are dry and littered with jargon that most employees are unfamiliar with.You can try and spice up your delivery to avoid slumping postures and heavy eyes, but all the audience really wants is the gist: a general overview of most important items and dates and ability to follow up with questions when it's time to sign up. So, give that to them.

The template here is generated using Beautiful.AI. While the benefits listed there are not exhaustive, they cover a wide array of offerings. These slides are stunning in their simplicity and visuals, which help engage an audience and avoid bombarding them with large blocks of text mixed with bullet points that are often just as lengthy. They are also incredibly easy to author or edit, so feel free to access this sample and get a head start on your open enrollment presentation prep.



Slide 1

Whether it’s open enrollment or new hire onboarding, employees realize what's coming next. Instead of having a title slide that capitalizes “Benefits Package”, opt to go with a value statement that highlights the investment your company is making in its employees by offering these benefits.


Slide 2

Start from a bird’s eye view. Do you feel like listing the names of all the benefits and perks offered in your introductory slide? Resist that urge. Categorize your offerings, then group those categories into fewer categories. You now have your second slide: “Traditional vs Additional”. Doing this helps your audience create the mental compartments and prepares to fill them with relevant information about each category. Concise bullet points are an excellent choice for this slide, especially when coupled with a striking image that helps complement the concepts mentioned in text.


Slide 4-1

Health Benefits are what your audience is here for. First, they want to know what they are. Second, they want to know how much they have to pay for them. This is a good opportunity to use another creatively designed bullet point slide. This example includes traditional health benefits which list medical, dental, and vision. These are the core offerings and most (if not all) employers provide some sort of premium coverage (100% in the sample deck).

As mentioned, this slide is meant to outline the “what,” and, most importantly, “how much.” This doesn’t mean that you have to list plan prices, especially if your company covers premiums. Instead, use this opportunity to set the stage for brief details to follow by listing the offerings, naming the providers, highlighting their best qualities, and stating your company’s premium coverage.


Slide 5-2

Here is where you can dive just a little bit deeper to complete the intro to your plan options. Feel free to describe what coverage options are available from each provider, eligibility qualifiers, and point your audience to where and when they might be able to enroll. This information is crucial and - if you do omit it in your presentation -  most employees in your audience are likely to reach out separately at different times. Covering this information in this slide may need a little more text than a bullet point would (or should) allow, which makes the “text box” slide the perfect choice to help section off four distinct sets of information snippets.

5. BASE +

Slide 6-1

This is where you cross over into dollars paid on top of base salary. Companies who have the most competitive compensation programs boast medium to high compensation ranges, as well as equity options, incentive and bonus programs and generous retirement options. Similar to slide 3, this slide will list what is offered and sets the stage for more details later on.


Slide 8-3
Slide 7

Now that you’ve covered what is offered, you can anticipate what questions your audience may have and much like in image from “Base +” above, answer them preemptively. Naturally, when you list incentive percentages and 401K contributions, your audience will want to know when and how to take advantage of these. With 401K and incentives being two completely different offerings, it's good to split these two into two slides and talk about their criteria separately.


Slide 10
Slide 11

Things like personal development plans, flexible work arrangements, new tech, and office perks are all optional offerings that no employer has to have. So, if your company offers it, you should definitely flaunt it. These are all considered to be additional investments in your workforce and most companies balance these with slightly lower compensation ranges. This is a pretty straight forward, bottom line sensitive strategy to cater to the employees seeking a work/life balance.


Slide 13-1

Positive and constantly reinforced culture is a difficult thing to achieve. Once you do, it becomes a very tangible part of your offering package. Don’t believe us? Pick a few companies on Glassdoor and scroll through some reviews. “The good, the bad, and the ugly” all have to do with offerings, especially cultural ones.  The saying:“People don’t leave jobs, they leave people” - while cliche - is undeniably true. To be more specific, they leave environments, and cultures created by a group of people. The opposite is also true.

In this case, and in most cases, a picture is worth a thousand words. Rather than writing a bullet point list of cultural and team benefits, show them! Include pictures from team events, outings, and activities. You can also use various filters for these photos, including colorful ones specific to your official company colors.


Slide 14

A call to action is great. However, there's not much your employees will need to do right away (with the exception of Open Enrollment meetings where you want to reiterate some deadlines). If you haven’t been living/working under a rock, chances are your HR Information System (HRIS) will take care of providing your employees with reminders to enroll as well heaps of documents with varying levels of detail on benefit options. What you want to do is leave them with an option and direction on where to go should they have questions about anything covered or any additional material they’ll receive.

Each company has a unique offerings package. That said, we believe this template will get you started on clearly presenting your benefits offerings and engaging your audience until the very last slide.


Ani Soghomonyan

Ani Soghomonyan