TTS_11Team & Talent System™ 6–10 weeks build, annual refresh

Wellness & Total Rewards

Mental health, EAP, benefits architecture, and ESOP liquidity / secondary programs.

Why it matters

Total rewards is no longer just salary. Wellness, EAP, benefits design, and ESOP liquidity are what high-performers compare across offers — and they're what make people stay.

Scope covered

Wellness, mental health & EAP (Employee Assistance Program)

Benefits architecture — health, life, parental, wellness stipends

ESOP liquidity programs — secondary, tender offer, buyback

Total rewards statement (TRS) per employee

Family-friendly policies — maternity, paternity, adoption, IVF

Insurance design — group medical, accident, term, top-ups

Wellness vendor selection & ROI tracking

How we run it

Our methodology

A senior-led delivery sequence — not a template dump. Each phase is operated with your team, not handed over as a deck.

1
Total-rewards diagnostic
Week 1–2
Audit the current total-rewards stack (cash, equity, benefits, wellness, leave) vs employee usage and competitor benchmarks.
2
Benefits & insurance design
Week 2–4
Re-architect GMC / GPA / GTL / OPD / parental / mental-health benefits aligned to demographics and cost envelope.
3
Wellness & EAP programs
Week 4–6
Stand up wellness, EAP, financial-wellness and physical-wellness programs with a measurable utilisation goal.
4
Communication & enrolment
Week 6–8
Run the total-rewards comms — benefits portal, manager guides, enrolment campaign — to drive perceived value.
5
Annual refresh & governance
Week 8–10
Install the annual benefits review with broker, finance and HR; tied to attrition, claims and engagement data.