Company
Factorial HR
Date
Dec 24 - Jun 25
Context
I led the end-to-end design for introducing Health Insurance as part of our non-card based benefits portfolio, alongside offerings like Childcare, Trainings, and Wellness programs. This strategic expansion aimed to position our platform as a comprehensive benefits solution, covering both spend-based benefits (like meals and transport via card) and service-based benefits (like healthcare coverage).
Problem Breakdown
Research revealed three key challenges:
Portfolio gap: No healthcare or wellness coverage despite strong market demand.
Employee expectations: Health insurance ranked in the top 3 most-requested benefits in employee surveys.
Integration complexity: Each service required working with external partners with different technical and contractual constraints.
Competitive pressure: Competitors had started to position healthcare as a retention driver, creating a churn risk.
Process
We explored multiple service models and integration approaches, each tailored to provider constraints and market expectations:
Health Insurance (MVP) → Enabled companies to enroll their existing plans in our platform, unlocking immediate visibility and creating a foundation for upsell opportunities later in the year.
Childcare → Partnered with Roiward, redirecting employees externally to their app for benefit usage while tracking engagement through our admin dashboard.
Wellness → Partnered with Wellhub, offering better pricing than companies could get on their own, and enabling visibility for existing Factorial customers.
Training → Integrated with our Trainings product to expand the end-to-end flow to cover cases of salary sacrifice and social benefits.
We prioritised solutions based on time-to-market, adoption potential, and operational feasibility with each partner.
Solution
To the existing Meals and Transport benefits (delivered via card-based spending), we amplified our offering with a portfolio of non-card based benefits, each with its own dedicated end-to-end flow, while keeping all expenses centralized in the same Spending tab for easy payroll processing.
Health Insurance
Many companies in Spain do not renew health insurance policies until year-end.
We enabled an MVP where companies could list their current plans on our platform, without changing providers immediately.
This listing created an upsell opportunity: when renewal approached, we could contact them with better prices and discounts through partners like PIB Group and Mercer & Marsh.
Health Insurance — HR Manager Creates Plan
Health Insurance — HR Manager Completes Details
Health Insurance — Employee Can Sign Up to Health Insurance Plan
Health Insurance — Employee Completes Details
Health Insurance — Employee View Plan Details
Childcare
Employees could request childcare from the Benefits Hub and were redirected to our partner Roiwards.
Roiwards managed the full compliance process, enrollment of children, and direct payments to childcare centers.
They also provided companies with the necessary documentation to deduct amounts for accounting and payroll purposes.
Childcare — Employee Requests Childcare
Childcare — Employee Completes Children Enrollment on Roiward's End
Childcare — Employee Completes Payment Details on Roiward's End
Trainings
We integrated with our existing Trainings app in Factorial, which previously only allowed companies to create and offer their own course catalogues.
By linking it with Benefits, employees could now request trainings to be deducted from their salary as a salary sacrifice, enabling tax savings.
Trainings — Employee Requests Trainings Benefit
Trainings — Employee Completes Training Details
Trainings — Employee Selects Payment Option
Wellness
Through integration with Wellhub, we provided better pricing than companies could get independently.
Existing Wellhub customers gained increased visibility inside Factorial’s Benefits Hub, driving higher usage.
Wellness — Employee Views Plan Details (Wellhub's Digital Plan)
Unified HR Experience
All benefits (card and non-card) fed into the same Spending tab.
HR managers could see all expenses in one place, download them at month-end, and send them to bookkeepers in just a few clicks.
This not only matched competitor offerings, but consolidated all benefits into a single, payroll-ready workflow.
Spending — HR Managers Have All Benefit Spending Centralized for Payroll Processing
Impact
Launched 4 categories of non-card benefits in less than 6 months.
Improved benefit discovery, leading to +25% engagement across all new services.