{"type":"rich","version":"1.0","provider_name":"Transistor","provider_url":"https://transistor.fm","author_name":"Beyond the Paycheck","title":"How NRG is Taking a Broader Approach to Employee Financial Well-Being","html":"","width":"100%","height":180,"duration":1279,"description":"Summary\nWhat do you do for employees when you can't out-pay inflation? In this episode of Beyond the Paycheck, host Kelsey Willock Jones sits down with Gin Kirkland Kinney, Executive VP and Chief People Officer at NRG, to talk about building total rewards around the whole person at a 17,000-employee energy company. Gin shares why employees turn down roles that pay 5% more, how NRG reduces financial stress through a 401(k) participation campaign, preferred banking rates, and a hardship fund for employees in hurricane-prone areas, and how her team proves the ROI of benefits that never show up cleanly on a spreadsheet, taking eNPS, intent to stay, and attrition costs straight to the P&L leads and the CEO. A candid conversation for HR and total rewards leaders making the case for investing in people.\n\nChapters\n00:00 Welcome and introduction\n03:10 First job and the first paycheck\n04:05 Total rewards and the whole person\n05:20 Mental wellbeing and hardship support\n07:10 Paying employees to volunteer\n09:05 Why financial health matters at work\n11:05 Proving ROI the spreadsheet can't see\n13:05 The wellbeing platform that fell flat\n15:15 People conversations at CERAWeek\n19:00 The comp shift HR isn't ready for\n\nTakeaways\n- People will turn down a role that pays 5% more when learning, culture, growth, and opportunity are in balance; total rewards is the entire employee experience, not just the paycheck.\n- Employees don't leave their lives behind at the door: health, family, financial pressure, and purpose all shape how NRG designs compensation and benefits.\n- When companies can't keep up with inflation, financial wellness programs like a 401(k) match campaign, preferred banking rates, and a hurricane hardship fund offer peace of mind and remove a daily stressor.\n- Listening through pulse surveys and responding with action moved NRG's eNPS and intent to stay, and those gains translate into real dollars through lower recruiting, training, and backfill costs.\n- The people...","thumbnail_url":"https://img.transistorcdn.com/JIYEsfsi51sw9dAl9I1QhUhSrAX9V6MCXZ34oR09gz4/rs:fill:0:0:1/w:400/h:400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS80MTA4/NDk4NWM2OTI3Nzk5/Mjk4NzUxN2UyYjI4/NTg1Zi5qcGc.webp","thumbnail_width":300,"thumbnail_height":300}