This research report explores key challenges employees face to get the most out of their benefits and how holistic benefits guidance can help.

Blog Posts

Nayya's 2024 Open Enrollment Report

Nayya Marketing 

**NEW YORK, October 16, 2024** – Nayya, a leading benefits intelligence platform that powers personalized and proactive employee benefit experiences with advanced AI and analytics, today announced the addition of two industry veterans to their leadership team. Sarah Liebel joins as the company’s first-ever President and Chief Operating Officer, and Bala Pitchandi joins as the company’s Chief Product and Technology Officer. These executive team hires come soon after the organization announced a successful strategic round of venture financing from MetLife Ventures, ADP Ventures, and Workday Ventures.  The company has experienced platform user growth of 500% over the last year.

Sarah Liebel brings more than two decades of leadership experience scaling top technology companies, having most recently served as BetterUp’s President and Chief Growth Officer, where she oversaw the organization’s sales and go-to-market functions, product growth, strategic alliances, and consumer products. In her new role as President & Chief Operating Officer, Liebel will oversee Nayya’s commercial, service, product, and technology teams, and report directly to the company’s Founder and CEO, Sina Chehrazi. Sarah has scaled leading digital health, consumer tech and enterprise SaaS companies through rapid stages of growth and initial public offerings. She held executive roles at Groupon, where she oversaw operations, strategic investments, and business development, and at 1stDibs where she led the company through an initial public offering as Chief Revenue Officer.

Bala Pitchandi brings significant experience  leading product, technology and engineering teams over the last 20 years. As  Chief Product & Technology Officer, Pitchandi will oversee Nayya’s technical functions across product, engineering, data, and security. Bala brings unique expertise as a cross-functional technology executive, leading teams and product organizations at Justworks, VTS, and Vidyo. Bala will focus on accelerating product development, scaling emerging technologies, and building innovative partner solutions that serve tens of millions of employees through insights-driven health and wealth applications,  while integrating with employers, brokers, carriers, financial services companies, and HR tech providers.

“Nayya is focused on advancing employee health, protecting employee wealth, and harnessing the latest technologies to personalize benefits experiences for millions of people,” said Nayya Founder and CEO, Sina Chehrazi. “The age of 1.0 benefits technology is over and the new era has begun. We’re excited for Sarah and Bala not only to join our team, but also to unite with our trailblazing customers, investors, and team members to revolutionize the category. ” 

“I couldn’t be more excited to join Nayya at such a pivotal moment when the benefits world is ready to be disrupted and transformed for the better,” said Sarah Liebel, Nayya’s President and Chief Operating Officer. “What the team has already built, and the innovation they’ve brought to the industry is just the beginning. I can’t wait to dig into the products and strategic partnerships that improve the consumer experience through better understanding, utilization, and satisfaction in a holistic and user-friendly way. Nayya is prepared to cement the market and change people’s lives for the better.”

At a time when health and wealth decisions are more critical than ever, Nayya's technology helps employees with their health and wealth management - matching them with the right benefit at the right time, 365 days a year. In addition to market-leading products: [Choose](https://www.nayya.com/platform#choose), [Use](https://www.nayya.com/platform#use), and [Claims](https://www.nayya.com/platform#claims), Nayya is preparing for the launch of two new groundbreaking products in 2025: Nayya Retirement, which leverages health and wealth data together to guide employee financial wellbeing and retirement decumulation/annuitization, as well as Nayya Leave, which provides employees with a leave management co-pilot and helps carriers and employers deliver a better absence experience. With this next cohort of data-driven applications built on its proprietary platform, Nayya provides the industry's only holistic employee experience for benefits.

**About Nayya**

Founded in 2019, Nayya is on a mission to help employees make smarter decisions about how to choose and get the most out of their benefits regardless of employer, insurance company, financial provider, or life-stage they may be in. Through the power of AI, data analytics, and proprietary BenefitIQ Technology, Nayya provides personalized and confidential benefits experiences that centralize data and simplify the complexities of benefits selection and year-round utilization. Partnering with leading employers and benefits providers, Nayya ensures a seamless and intuitive benefits journey that drives a smoother experience for employers, and drives employee engagement, resilience, satisfaction, and retention to the modern workforce. In 2024, CB Insights named Nayya to its third annual Insurtech 50, where it was listed among the top 50 most promising private insurance technology companies in the world. Strategic investors include leading organizations that fuel America's workforce, such as Workday Ventures, MetLife Nextgen Ventures, GIS Strategic Ventures, and ADP Ventures. Additional investors include ICONIQ Growth, SemperVirens, Felicis, Viewpoint Ventures, and Transformation Capital.  Nayya is proud to partner with the top 10 brokerages, carriers, PEOs, and systems of record in the United States. For more information, visit www.nayya.com.

User growth exceeds 500%: while two key hires, new strategic funding, and an expanding product suite tees up the company’s next phase of growth and innovation

Nayya bolsters executive team, accelerates the launch of new technologies, and builds on strategic partnerships with key investments 

As the dust settles after HR Tech 2024 in Las Vegas, one thing is crystal clear: the future of HR is being reshaped right before our eyes. From redefining how we approach employee engagement year-round to the evolving partnership between CHROs and CFOs, this year’s conference was packed with game-changing insights. And, of course, AI continues to be both the star and the skeptic’s stage, promising transformation while raising questions about its practical implementation. Here are three key takeaways that stood out and will likely drive the HR conversation into 2025 and beyond.

## 1. Open Enrollment Year-Round Engagement
The message was clear at this year's HR Tech: employee engagement and benefits satisfaction have taken center stage over traditional “Open Enrollment” messaging.

Many employees struggle to navigate and fully understand their benefits, which can lead to underutilization and dissatisfaction. Rising healthcare costs remain a top concern for employers, pushing HR teams to adopt an outcomes-focused approach.

The key takeaway? It’s not just about having a decision support tool or sending out periodic reminders about dental check-ups. HR teams now demand intelligent, event-driven engagement strategies that empower employees to truly understand and use their benefits effectively. This shift towards engagement marks a new narrative in the benefits conversation, moving away from transactional approaches to more holistic, intelligent support.

## 2. CHROs 🤝 CFOs
The CHRO-CFO relationship is evolving fast. CHROs are increasingly measured against defined outcomes (ex. employee satisfaction with their benefits), rather than ability to execute processes (i.e. open enrollment completed). CHROs also need to demonstrate the ROI of costs centers like benefits packages and HR software.

At the same time, more than half of CFOs say cost optimization is a top priority in 2025.
Moreover, the ownership of HR tech stacks is shifting. IT departments who once may have relinquished HR tech stack ownership to CHROs are increasingly vying for more control, while finance and HR systems are beginning to converge. Rippling, for example, was a prominent player at the expo and is one of several examples of an all-in-one platform serving both CHROs and CFOs. In October, Paylocity acquired spend management platform Airbase, and finance systems like QuickBooks and Microsoft Dynamics are gaining market share in the HRMS and payroll space.

As collaboration across HR and finance continues to build momentum, players in the HR tech world will likely find CFOs as a more common player in their customer relationships.

## 3. Yes, AI
AI was a prominent topic throughout the conference, but not without its share of skepticism. There were both AI-centered demos and jokes in equal measure across the expo floor.
While AI has undeniable potential, the reality is that only about 30% of HR organizations are currently leveraging AI or machine learning in their teams’ daily tasks. The most common applications include writing job descriptions and responding to employee questions. 

Interestingly, awareness of AI capabilities varies significantly among major platforms that market them. For instance, 45% of Workday users know they’re benefiting from AI features, while only 16% of ADP users are aware of similar functionalities.

The consensus? While AI holds promise, the HR industry is still in the early stages of its integration, and many organizations are grappling with how to effectively harness its potential without becoming overwhelmed by the hype.


Discover 3 key takeaways from HR Tech 2024 in Las Vegas, including year-round employee engagement, the growing partnership between CHROs and CFOs, and the evolving role of AI in HR.

3 Takeaways from HR Tech 2024

The integration of Artificial Intelligence (AI) into the benefits landscape is no longer a distant possibility—it’s happening now, reshaping how we approach employee benefits. For carriers, this evolution brings both exciting opportunities and challenges, prompting a reevaluation of strategies and how we engage with employees. In this post, we explore how AI is transforming the benefits industry and what it means for carriers.

### Personalization at Scale

Imagine a world where every employee receives a benefits package specifically tailored to their needs and future goals. AI makes this a reality by analyzing vast amounts of data to offer personalized benefit recommendations. This goes beyond just matching benefits to current needs—AI can also predict future needs based on historical data and trends.

This not only enhances employee satisfaction and retention but also strengthens the carrier’s position in the market and aligns with optimizing resources for employers [as over 60% of employers feel that it is somewhat or very likely that employees at their company will expect a wider variety of benefits options in the future](https://www.ey.com/en_us/insights/insurance/the-future-of-workforce-benefits).

### Streamlined Claims Processing

Think about the frustration employees feel when dealing with slow, error-prone claims processes. AI is transforming this by making claims processing faster, more accurate, and less cumbersome. Machine learning models quickly assess claims, detect anomalies, and flag potential fraud, reducing the burden on human teams. This efficiency speeds up the process and cuts costs associated with errors and fraudulent claims. 

One of our customers and partners, [Aflac has capitalized on AI to augment the process of claims adjudication](https://aibusiness.com/ml/aflac-cio-on-developing-ai-models-from-end-to-end#close-modal). This is an example of how carriers that adopt AI-driven claims processing can deliver a smoother, more satisfactory experience for their clients, setting themselves apart in a competitive market.

### Predictive Analytics for Proactive Management

AI-powered predictive analytics allow carriers to anticipate trends and behaviors, enabling more proactive management of benefits plans. By analyzing data patterns, AI can predict which benefits employees are likely to use and identify potential risks or coverage gaps. This insight allows carriers to design plans that are more comprehensive and adaptable to changing employee needs.

This level of personalization not only enhances employee satisfaction and retention but also contributes to measurable cost savings for carriers by reducing turnover and boosting productivity. 

### Enhanced Communication and Engagement

AI-driven chatbots and virtual assistants are transforming carrier-client communication. These tools provide instant responses to queries, personalized advice, and guide employees through complex benefits information. Continuous and personalized interaction demystifies benefits, making them more accessible and understandable to employees.

Carriers that integrate AI in their communication strategies achieve higher engagement rates, as employees feel more informed and supported. This increased engagement leads to better utilization of benefits and a more positive perception of the carrier.

### Boosting Operational Efficiency and Reducing Costs

AI automates routine tasks, freeing up human resources for more strategic initiatives. Whether it’s underwriting or customer service, AI can handle many functions with greater speed and accuracy. This automation leads to significant cost savings and operational efficiencies, which can be passed on to clients in the form of better pricing and enhanced services.

For carriers, embracing AI means streamlining operations and reallocating resources towards innovation and client-focused strategies, positioning themselves as leaders in the benefits space.

### Navigating the Challenges

While the benefits of AI are substantial, carriers must also navigate some challenges. Data privacy and security are top concerns, as integrating AI involves handling sensitive employee information. Robust data protection measures are essential to maintain trust and comply with regulations.

Additionally, transitioning to AI-driven processes requires significant investment in technology and training. Carriers must be ready to invest in the necessary infrastructure and upskill their workforce to effectively use AI tools.

### Conclusion

AI is undeniably transforming the employee benefits landscape, offering carriers new ways to grow, improve efficiency, and enhance client satisfaction. By embracing AI, carriers can deliver personalized, efficient, and proactive solutions that meet the evolving needs of today’s workforce. However, this transformation must be managed responsibly, ensuring that AI’s benefits are realized without compromising data security and compliance.

Data is the foundation of AI. Carriers that smartly gather and use high-quality data can make their AI systems more accurate and effective. As carriers navigate this AI-driven evolution, those who strategically integrate these technologies into their operations will lead the benefits industry, providing unmatched value to their clients and setting new standards for the future.






Artificial Intelligence (AI) is transforming the employee benefits landscape, offering carriers opportunities to personalize benefits, streamline claims processing, and boost operational efficiency. Explore how AI-driven solutions are reshaping the industry and what this means for the future of benefits management.

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