Benefits Break in the Gaps Between Systems. We Removed the Gaps.
One employee, one record — from the HR system to the paycheck to the carrier's bill to the question at 9 pm.
Most benefits problems are not plan problems. They are hand-offs: an election re-keyed into payroll, a backdated life event nobody recalculated, a carrier invoice nobody checked, a question that became a ticket. This page is about why we built the platform the way we did, who it fits, how it runs — and what we do and don't yet stand behind.
Every Other Benefits Stack Is Six Products and the Glue Between Them
An HR system for the hire, an enrollment tool for the elections, payroll for the deductions, a carrier file for the coverage, a billing vendor for the invoice, a help desk for the question. Each one is fine on its own. The benefits year fails in the spreadsheets, e-mails and portals that carry data from one to the next — and no one owns those. We built one record that all of them read from, and put it inside the HR system you already run.
Six systems, one spreadsheet, nobody accountable for the join
Every hand-off is a place where a number can change without anyone noticing — until the carrier bill, the audit or the employee's paycheck says so.
One record, inside your HR system, that every party reads from
The election, the deduction, the carrier's coverage, the invoice line and the employee's question all point at the same dated record — so a change in one place is a change everywhere, with the history kept.
Four Seats at the Table. Four Different Reasons to Care.
The same record looks different depending on where you sit. Here is what "no gaps" means for each person who has to sign off on a benefits platform.
You stop being the glue between systems
Elections, life events, documents and questions arrive already attached to the right employee, the right plan and the right date. Your team decides; the platform carries.
You pay what you owe — and can prove it
Enrollment, payroll, the carrier's coverage and the invoice are compared every cycle. Differences show up as items to act on, with the back-dated correction already worked out.
One more thing you don't have to build
It runs inside SuccessFactors or connects to the HRIS you have; one login, permissions down to the record, every action in history, and one version of the software for every customer.
Real answers, in their language, on their phone
What they have, what it costs on the next paycheck, what to do about the baby or the move — and Athena for the question at 9 pm, with the reason behind every suggestion.
Configured on Your Plans, Not Built for Them
The platform is one product, one version, for every customer. Your plans, rules, companies and carriers are settings with start dates — which is why a rollout is a sequence of decisions rather than a development project, and why a change later is entered once rather than re-built.
- Your plans, entered with dates. Rates, eligibility, waiting periods, contribution rules and documents are settings, each with the date it starts. Change the rule; the history before it stays intact.
- Inside the HR system you already have. Built into SAP SuccessFactors; connected to Workday, UKG, ADP, Dayforce, Paycom and others the same way. Employees keep their existing login.
- A parallel cycle before you switch. We run beside your current process and compare deductions and the carrier bill line by line. You switch when the numbers agree — not on a date on a contract.
- One version, every customer. A regulatory change, a new capability or a fix ships once and reaches everyone the same day. There are no customer-specific forks to fall behind.
- You keep the record. If you change HR systems later, the benefits history moves with your employees; the new HRIS connects the way the last one did.
Who We're Built For — and Who We're Honestly Not
A platform that removes hand-offs matters most where there are many of them. If your benefits already fit on one screen with one carrier, you may not need us yet — and we would rather say so here than in month three.
✓ A strong fit when
- You run SAP SuccessFactors — or Workday, UKG, ADP, Dayforce or Paycom — and want benefits to live inside it rather than beside it.
- You have more than one of anything: legal entities, payrolls, carriers, unions, states.
- Compliance has teeth for you: ACA reporting, medical support orders, dependent eligibility, leave and retiree billing — with penalties if they slip.
- Finance has asked where the premium money goes and nobody could answer from one system.
- Your HR team spends its year moving data between the HRIS, the ben-admin tool, payroll and vendor portals.
- You want AI that shows its reasoning and leaves the decision with a person.
– Probably not yet when
- You have one legal entity, one payroll and one or two carriers, and open enrollment is a two-week event rather than a year-round process.
- Your HRIS's own benefits module already covers you and nobody reconciles carrier bills because the bills are small enough to eyeball.
- You want a platform that replaces your broker. We work alongside brokers and consultants; we don't design programs or negotiate with carriers.
- You need a country outside the United States on day one. It is built to add more; the rules delivered today are for U.S. employers.
- You need a formally certified vendor this quarter. Our controls and evidence are in place and certification is planned; if a certificate is a hard gate today, tell us and we'll be candid about timing.
If you're on the line, the fastest way to find out is a walkthrough on your own plan structure — as the employee, then as the administrator.
Built by an SAP Partner for the Part of HR That SAP Doesn't Finish
Benefits Reimagined is built and run by Renew HR Labs in Dallas, Texas. We started inside SAP HR programs, where the hire, the pay and the status were handled well — and the benefits year still ran on spreadsheets, vendor portals and goodwill. The platform is our answer to that gap: one product, listed on SAP Store, and built to work with whichever HR system a customer runs.
- The record is the product.Every part of the platform reads and writes the same dated record for each employee. If a feature would need its own copy of the data, we don't build it that way.
- AI proposes; a person decides.Athena and the Intelli helpers show their reasoning and never change a record without approval. Every action stays in history.
- Settings, not programming, for anything that changes.Rates, rules, deadlines and documents are entered with dates. A law change is a setting, not a project.
- We work inside your HR system.Embedded in SuccessFactors, connected to the rest — never a second place your employees have to remember to log in to.
- Say what's live and what's next.Roadmap items are labelled roadmap — on our pages, in our demos and in our RFP answers.
What Your Security and Procurement Teams Will Want to Know
We'd rather show you the controls than a row of logos. Here is where things stand today, and what is still ahead.
Runs on certified clouds
The platform runs on SAP BTP and AWS — clouds that hold the major security certifications — with your data locked while it moves and while it sits, and kept apart from every other employer's.
In place todayCompliance controls, checks and evidence built in
The same compliance framework we give customers runs on the platform itself: named controls, scheduled checks, and evidence kept for every one — reviewable on request.
In place todayOne login, and each person sees only their part
Employees and administrators use the login they already have; each person sees only what their role allows, down to the individual record; a permanent history of who saw or changed what, and when.
In place todayPrivacy by design
We keep only what is needed, for as long as the rules say, with a hold that stops deletion when a matter is open — built into the document and messaging tools, to U.S. privacy requirements.
In place todayAI you can govern
Every AI helper is listed, tested and reviewed against a recognised standard for managing AI risk; suggestions carry their reasoning; nothing changes a record without a person; you are not tied to one AI provider.
In place todayIndependent certification
Independent security certification of Benefits Reimagined itself is planned and in progress. Until it is complete we say so — and we provide a security and privacy review pack for your IT and procurement teams now.
Planned · in progressAccessibility. The employee and administrator screens are built to the recognised accessibility standards (WCAG 2.1 AA and Section 508) — keyboard, screen-reader and contrast checks are part of every release, not a separate project. Read our accessibility statement.
Early, Deliberately. Here Is What That Means for You.
We are bringing the platform to its first employers now. That is a different proposition from buying from a vendor with a thousand logos — more attention, more influence, and a duty on our side to be clear about what is live and what is next.
Founding-customer attention
Direct access to the people who build the platform, a rollout run by them, and a say in what ships next — the Founding Customer Program spells out what we offer and what we ask. Roadmap items are labelled roadmap — you'll see them marked on every capability list.
The product, not a deck
The 45-minute walkthrough on your own plans, the SAP Store listing, the four-minute tour, and a security and privacy review pack for your IT and procurement teams.
Straight answers
What's live, what's planned, what's not on the roadmap, and where the certification work stands — written into the RFP response and the contract, not just said in the demo.
See the Hand-offs Disappear on Your Own Plans
Bring a plan summary and a sample of your employee population to the 45-minute walkthrough. We will run a new hire, a life event, a carrier invoice and an employee question on your structure — first as the employee, then as the administrator — and leave you with a security and privacy review pack for IT and procurement.
Questions Buyers Ask Before They Ask for a Demo
The questions we hear from HR, finance and IT teams weighing this decision — answered the way we answer them in a meeting.
An HRIS benefits module records an election. It usually does not check that election against the carrier's bill, recalculate a paycheck when a life event is backdated, verify a dependent's document, or answer the employee's question at 9 pm. Benefits Reimagined does those things on the same record your HR system holds — inside SuccessFactors, or connected to Workday, UKG, ADP, Dayforce, Paycom and others — so you keep the HR system you have and stop running the rest of the benefits year in spreadsheets and vendor portals.
Your employees' benefits history stays with them. Benefits Reimagined keeps its own dated record of every election, document, case, invoice line and correction, and it connects to the next HR system the same way it connected to the last one. Changing HR systems becomes a matter of connecting the new one, not moving years of benefits history by hand.
No. Your broker still designs the program and negotiates with carriers; your carriers still insure the plans. Benefits Reimagined is the system in the middle that makes their work show up correctly for every employee and every paycheck — and gives your broker the clean enrollment and billing data they usually have to ask you for.
It depends on the number of plans, legal entities and payrolls, and on whether you are on SuccessFactors or another HRIS. The sequence is the same every time: we set the platform up on your real plans and rules, run it beside your current process for a cycle so you can compare results, then switch. We will give you a dated plan after a discovery call rather than a number on a web page.
Rates, limits, deadlines and eligibility rules are settings with a start date — not programming. A change is entered once with its effective date, the platform applies it from that date forward, and the history before it stays exactly as it was. Because every customer runs the same version of the platform, a regulatory update we make reaches everyone the same day.
Yes — that is the demo we prefer to give. Send us a plan summary and a sample of your employee population and we will walk you through a new hire, a life event, a carrier invoice and an employee question using your structure, first as the employee and then as the administrator.
The Benefits Platform That Owns the Hand-offs — So Your Team Doesn’t Have To
One employer, one employee, one continuous record — from the first day to retirement, inside the HR system you already run. Built into SAP SuccessFactors, connected to any other HR system, for U.S. employers.