What if your team could truly free up time to focus on your core
business?
That’s what leading coal producer Peabody experienced. A global
enterprise headquartered in St. Louis, Missouri, Peabody operates 17
mines and serves customers in more than 20 countries.
In her 30 years at Peabody, Vice President of Total Rewards, Julie
Nadolny has helped build a strong HR team, many with 20+ years’
tenure, to administer health & welfare plans, retirement programs,
executive and broad-based compensation programs, and more. But
how could they most effectively administer varied benefit plans to
Peabody’s 3,500 U.S. employees?
Peabody emerged from tough economic conditions in 2017
committed to downsizing legacy costs associated with the 141-yearold
business. As Peabody examined its expenses, Nadolny and her
team sought cost savings and clean balance sheets. They had insourced
benefits administration for decades, taking their own phone
calls and doing all their own eligibility transmission — and taxing
their time and talent.
“We got to a point as an organization where we wondered, does it
strategically make sense to continue doing this in-house, or would
it be better to partner with somebody externally?” recalls Nadolny.
“With all the peripheral departments that go into supporting us to
run benefits administration smoothly, it just seemed more efficient
to move out that internal work.”
For Peabody, it was time for a strategic change.
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