Gunei Partners

Benefits Study

Every benefit, priced and valued.

Understand what your peers offer, what each benefit costs and what people value. Bring market evidence, payroll impact and employee priorities into one decision for HR and Finance.

Scope a Benefits Study

Compensation & Benefits

Three lenses. One decision.

The dedicated Healthcare brochure describes a catalogue of 60+ benefits and coverage across Chile, Argentina, Colombia and Peru. The study population, benefit categories and countries are agreed for each engagement. Gunei provides independent advice and does not sell insurance.

  • Market: what your talent competitors offer, by career level and country.
  • Cost: annual employer cost per benefit, per employee and across the payroll.
  • People: what candidates and employees recognise, use and value, including the trade-offs they would consider.
Benefit Value Map: annual cost per employee against perceived value

Illustrative example

US$ 0US$ 400US$ 800US$ 1,200US$ 1,6000%20%40%60%80%Annual cost per employee (US$)% ranking it in their top threeInvestProtectKeep simpleRethinkFlexible hoursExtra days offMental health supportHealth planYear-end bonusPension top-upTraining budgetDental planGym & wellnessCar allowance
View the equivalent table
BenefitApprox. annual cost (US$)In top threeZone
Flexible hours11066%Invest
Extra days off47552%Invest
Mental health support16547%Invest
Health plan1,37070%Protect
Year-end bonus99058%Protect
Pension top-up1,16544%Protect
Training budget54532%Keep simple
Dental plan36519%Keep simple
Gym & wellness63511%Keep simple
Car allowance1,30012%Rethink

Placements read from the brochure's illustrative chart; not findings from any client.

Four zones, four decisions.

A benefit nobody values is just a cost.

  1. 01Benefits

    High value · Low cost

    Invest

    Add or extend it: the cheapest way to look better to candidates.

  2. 02Benefits

    High value · High cost

    Protect

    Keep it, then negotiate the renewal and the plan design.

  3. 03Benefits

    Low value · High cost

    Rethink

    Redesign or replace it. This is where the re-mix budget comes from.

  4. 04Benefits

    Low value · Low cost

    Keep simple

    Keep it if it is expected, and explain it better.

The Benefit Value Map.

Every benefit is placed by annual cost per employee and its perceived value to candidates and employees. Four zones, four decisions.

  1. 01High value / low cost
    DecisionInvest
    What it meansConsider adding or extending it.
  2. 02High value / high cost
    DecisionProtect
    What it meansPreserve its value while reviewing renewal and design.
  3. 03Low value / low cost
    DecisionKeep simple
    What it meansMaintain where appropriate and improve understanding.
  4. 04Low value / high cost
    DecisionRethink
    What it meansExamine redesign, replacement or budget reallocation.

The map supports a decision; it does not by itself prove retention impact or financial return. Sample placements are illustrative.

Four sources. One model.

  1. 01

    HR policies

    Inventory, eligibility rules and contracts.

  2. 02

    Finance data

    Employer cost and contributions.

  3. 03

    Peer market

    An agreed reference group; the brochure describes 8–15 relevant companies.

  4. 04

    People

    Candidate insights from search activity plus a pulse of the client's employees.

Peer results stay aggregated and confidential. Candidate insight is anonymised, used with appropriate permissions and distinguished from a representative employee survey.

Ask the people who use them.

A ten-minute employee pulse examines awareness, use, perceived value and trade-offs. Combined with candidate insights, it shows what to communicate, what to protect and what to reconsider.

  • Awareness: do people know the benefit exists?
  • Use: did they use it in the last 12 months?
  • Value: would it make them stay?
  • Trade-off: what would they swap it for?

The pulse is included in the Benefits Study. Public examples never use identifiable responses or imply that the brochure's sample preferences are findings from your workforce.

Where you stand, benefit by benefit.

We compare benefit prevalence, eligibility and coverage with the peer group. We distinguish missing benefits from benefits offered below or above the relevant market level, and show differences across executive, management and professional populations rather than assuming one package suits everyone.

What every gap costs.

We estimate cost per employee and total annual payroll impact, including applicable employer contributions. Proposed changes are connected to your actual workforce and benefit design.

What the report shows

From the inventory to the decision, in three charts.

What the market offers and what you offer, what each benefit costs per person and how the four scenarios compare on cost and perceived value.

Prevalence in the peer group · how many companies offer it?

Illustrative example

0%25%Median75%100%Supplementary health insurance95 %You offer itLife insurance88 %You offer itMeals72 %You offer itFlexible hours61 %You offer itExtra days off54 %Not offeredTraining budget47 %You offer itPension top-up38 %Not offeredMental health support33 %Not offeredBenefit you offerBenefit you do not offer

Share of peer-group companies offering the benefit to the compared population. Not current market data.

View the equivalent table
BenefitPrevalenceYour company
Supplementary health insurance95 %Yes
Life insurance88 %Yes
Meals72 %Yes
Flexible hours61 %Yes
Extra days off54 %No
Training budget47 %Yes
Pension top-up38 %No
Mental health support33 %No
Annual cost per person

Illustrative example

Health planUS$ 1,370Pension top-upUS$ 1,165Year-end bonusUS$ 990TrainingUS$ 545Days offUS$ 475MealsUS$ 420Package per personUS$ 4,965

Employer cost, including applicable contributions, for a sample population. Each study uses the actual payroll.

View the equivalent table
BenefitUS$ / year
Health plan1,370
Pension top-up1,165
Year-end bonus990
Training545
Days off475
Meals420
Total4,965
Four scenarios · cost and perceived value

Illustrative example

Current package = 100Keep100100Match the median108112Lead at P75117121Redistribute100114Annual costPerceived value

Indexed to the current package. Redistribute is an option to test, not a guaranteed saving.

View the equivalent table
ScenarioCostValue
Keep100100
Match the median108112
Lead at P75117121
Redistribute100114

Four scenarios for HR and Finance.

  1. 01

    Hold

    Keep the current package as the baseline.

  2. 02

    Match the median

    Cost closing the agreed gaps to the peer median.

  3. 03

    Lead at P75

    Examine a more competitive package using the relevant supported market reference.

  4. 04

    Re-mix

    Explore shifting the current budget toward benefits people value more.

Each scenario shows its assumptions and supporting evidence. A re-mix is an option to test, not a guaranteed increase in value or a promise of savings. The brochure's cost charts are illustrative.

Salary and benefits. One view.

Combined with Salary Benchmark, we assess base salary, variable pay and benefits against one peer group, and align the data request, executive report and HR/Finance decision session around a shared budget.

To decide together

4

budget scenarios so HR and Finance decide with the same document.

Method reference · Benefits Study 2026

What your team receives

Two audiences. Practical deliverables.

For Finance

  • Cost per benefit and employee
  • Payroll impact of gaps
  • Four budget scenarios
  • A brief for the next insurance renewal

For HR

  • Benefit Value Map by level
  • Benefit-by-benefit market positioning
  • Employee pulse findings
  • A benefits communication plan
Gunei Partners

Talent Solutions · 2026

Benefits
Study

MarketCostPeople

Every benefit, priced and valued.

We drive lasting impact on your business.

Santiago · Buenos Aires · Bogotá · Lima — guneipartners.com
Gunei PartnersBenefits Study

05 · Market position

Where you stand, benefit by benefit.

ILLUSTRATIVE DATA
BenefitOffered by peersYouVs. median
Health plan92%Yes▼
Life insurance88%Yes—
Meal allowance74%Yes▲
Year-end bonus70%Yes—
Flexible hours66%Yes—
Extra days off58%Gap
Dental plan52%Gap
Training budget45%Yes▼
Mental health support41%Gap
Peers offer it — so do youPeers offer it — you do not10 — Gunei Partners

06 · Cost

What every gap costs on your payroll.

Cost of the package per employee per year · US$ILLUSTRATIVE DATA
02,0004,0006,000P75 · 6,3004,200Today+620Health plan to …+350Extra days off+260Dental plan+120Mental health5,550Market medianPackageCost to close each gap75th percentile of peers
500 employees · employer contributions included12 — Gunei Partners

Reference timing

From brief to decision

An indicative 25-business-day study covering the brief and peer group, policy and payroll collection, market collection, candidate and employee voice, cost modelling, scenarios and a joint decision session. The calendar depends on country and career-level scope and access to data.

  1. Day 30Explain the package · Communication to employees.
  2. Day 60Negotiate renewal terms · With the insurer or broker.
  3. Day 90Check awareness and value · Follow-up measurement.

Post-decision roadmap outlined in the brochure. Responsibilities and any implementation support are agreed in scope; this is not an unconditional included 90-day managed service.

How we start

How we start.

Related services

  1. 01Week 1

    Opening conversation

    HR and Finance priorities, population in scope, countries and the next insurance renewal.

    You receiveAn initial reading and the next steps in writing.

    Book the conversation
  2. 02Week 1–2

    Proposal

    Population, benefit categories, countries, peer group, calendar and fees in one document.

    You receiveA proposal you can share with your board.

    What is included
  3. 03Weeks 2–4

    Policies, payroll and market

    Benefit inventory and eligibility rules, employer cost per person, peer collection and an employee pulse.

    You receiveValue Map and benefit-by-benefit positioning.

    The four sources
  4. 04Week 5

    Scenarios and decision

    Four costed budget scenarios and a joint HR and Finance decision session.

    You receiveA chosen scenario and a brief for the renewal.

    See the scenarios
Review your benefits priorities

Let's define the next step.

Tell us about the decision, the context and the timeline.

Review your benefits prioritiesjavier.carriel@guneipartners.com
Gunei Partners