Concierge services, counseling, pet insurance & more benefits to attract employees: Top Workplaces 2024

CLEVELAND, Ohio — A good salary is a great starting point for attracting quality employees. But the difference in attracting and keeping workers often can come down to benefits offered by a company.

Companies often go beyond offering matching a 401(k) or a few personal days.

Matt Scagnelli, chief human resources officer at Leaf Home, believes his company is meeting the challenge.

Among the benefits offered by Hudson-based Leaf Home, a home solutions company ranked No. 8 among large businesses, are paid maternal and paternal leave, childcare discounts, Uber discounts for commuting, and subsidized healthy lunches delivered to the office. Leaf also offers 100% paid medical, dental and vision benefits.

“By offering these benefits, we aim to create a work environment where employees feel valued and supported, both personally and professionally, to do their best work,” Scagnelli said. “We continuously evaluate employees’ needs to ensure Leaf Home benefits offer the most value and meet the changing needs of our workforce.”

For the 2024 Top Workplaces list, cleveland.com and the Plain Dealer compiled more than 200 stand-out Northeast Ohio employers based on employee surveys. Find the full list and stories on the top three winners in each of four categories at cleveland.com/top-workplaces.

At Solon-based Gardiner, an HVAC, building technology and services company ranked No. 29 for midsize businesses, workers are reimbursed dues for gym membership and fitness classes. There also is an employee assistance program that includes a mental health component, said Lisa DeBoe, director of human resources. She said the company is considering adding additional mental health resources, as well as offering pet insurance.

“Benefit offerings play a crucial role in attracting new talent and retaining employees,” DeBoe said. “Moreover, a competitive benefits package provides what we like to call ‘stickiness’ to Gardiner, meaning it encourages new talent to join us and helps established talent to stay.”

Fifth Third Bank recently enhanced its mental health offerings to workers, said Laura Passerallo, vice president/regional marketing director. They include up to six no-cost in-person or virtual sessions with a counselor; 24-hour support from licensed clinicians by phone to help resolve emotional concerns like stress, anxiety, depression, burnout or substance abuse; and coaching to boost emotional fitness, learn healthy habits, establish new routines, and build resilience.

And in 2017, Fifth Third (No. 6 among large businesses) became the first company in the nation to offer a maternity concierge program for employees, Passerallo said. It’s served more than 1,200 employees and performed nearly 6,000 services, she said.

“While the program is focused on working mothers, the maternity concierges can help all new parents, including fathers and those adopting,” Passerallo said.

She said Fifth Third also offers free virtual and on-site concierge services, which can assist workers with running errands, finding tickets and reservations, shopping, researching products and services, making appointments for home-care services, arranging auto services, and assisting with travel and vacation plans.

Montago Bradley, human resources manager for Cleveland-based Embrace Pet Insurance (No. 20 for midsize companies), said Embrace recently added critical Illness coverage and accident coverage for workers. Bradley said the company also offers a “generous” tuition reimbursement program and said workers have expressed interest in student loan assistance.

“We’re responsive to employee feedback and industry innovations, which helps us quickly integrate benefits that align with our workforce’s evolving needs,” Bradley said. “We recognize the critical role that a comprehensive benefits package plays in attracting and retaining top talent.”

And at Union Home Mortgage in Strongsville (No. 13, midsize companies), recently added benefits include workers being given time off for volunteering in their communities, a free fitness center, and an employee assistance program that offers 24-hour confidential help for workers and their family members.

But what benefits -- and whether they’re feasible -- is another challenge.

“The challenge of adding benefits lies in making sure benefit dollars are being spent in a way that associates see the value,” DeBoe said. “We navigate various considerations. Yes, cost is one, but we also consider the diverse needs and preferences of our workforce.

“Adding a benefit is the easy part; it’s putting effective communication and education together so that associates understand what is being offered and how to take advantage of it.”

Margie Orth, president and co-owner of Home Instead (No. 4, midsize businesses), says her company’s commitment to its workers goes “beyond words” and that “Our benefits package plays a crucial role in attracting skilled professionals.”

Those benefits include monthly speakers who address health issues, a wellness program that promotes physical, mental, and emotional health, a mental-health hotline, and tuition reimbursement.

“While adding new benefits is an exciting opportunity to enhance our employee experience, it also presents challenges such as balancing cost considerations with the desire to provide comprehensive support,” Orth said. “This process may involve reassessing certain benefits to allocate resources effectively and ensure that our benefits package remains relevant and impactful. However, our commitment to continuous improvement drives us to find innovative solutions that benefit both our employees and the organization as a whole.”

Kim Kapfer, executive compensation director at First National Bank (No. 54, midsize businesses), said the company is continually evaluating its benefits package offered to employees. Kapfer said First National recently added pet insurance and free biometric screening for all employees, as well a virtual physical care program and more flexible dental coverage.

“There are many studies that indicate that an employee’s well-being is directly correlated to their performance, and we continually measure the costs and benefits of new programs to ensure we are meeting employee needs in a manner that is cost effective for our company and for our team members,” Kapfer said.