---
slug: hr-employee-benefits-helpdesk
title: "Enterprise HR Department Deflects 71% of Benefits Calls During Open Enrollment"
industry: HR & Recruiting
useCase: Benefits & HR Helpdesk
companySize: 3,500 employees, 22-person HR team
location: Distributed (12 offices + remote)
metaTitle: "HR Benefits Helpdesk Case Study | QuickVoice"
metaDescription: "A 3,500-employee enterprise used QuickVoice AI to deflect 71% of benefits calls during open enrollment, cutting wait times from 18 minutes to 30 seconds."
canonical: https://quickvoice.co/case-studies/hr-employee-benefits-helpdesk
ogImage: ""
heroStat: "-71%"
heroStatLabel: "Benefits call deflection"
tags: [HR, Benefits, Open Enrollment, Workday, Employee Experience]
---

# Enterprise HR Department Deflects 71% of Benefits Calls During Open Enrollment

Open enrollment is the annual stress test that every HR department dreads. For six weeks, employees flood the helpdesk with questions about plan comparisons, dependent eligibility, FSA and HSA rules, and enrollment deadlines. For a 3,500-employee enterprise distributed across 12 offices and a growing remote workforce, those six weeks had become an operational crisis. This is the story of how they deployed QuickVoice AI voice agents to handle routine benefits inquiries 24/7, deflect 71% of helpdesk calls, and transform open enrollment from a department-wide emergency into a manageable process.

---

## 1. Company Profile

| Detail | Description |
|---|---|
| **Company Type** | Mid-size enterprise (professional services) |
| **Employees** | 3,500 (full-time and part-time, benefits-eligible) |
| **Locations** | 12 offices (Eastern seaboard) + 600 fully remote employees |
| **HR Team** | 22 (generalists, benefits specialists, HRIS, compliance) |
| **HRIS** | Workday |
| **Benefits Administration** | Workday Benefits + carrier portals (Anthem, Delta Dental, VSP, Fidelity 401k) |
| **Enrollment Period** | 6 weeks (mid-October through November) |

The company had grown rapidly through acquisitions, absorbing three smaller firms over four years. The resulting benefits package was comprehensive but complex: four medical plan options, two dental plans, vision, FSA and HSA accounts, life and disability insurance, a 401(k) with employer match, and a student loan repayment benefit. The complexity was the root of the problem. Employees had questions — a lot of them — and most were entirely predictable.

---

## 2. The Challenge

Rachel Owens, Director of Total Rewards, had managed five open enrollment cycles. Each year she promised herself it would be different. Each year it was worse.

### 2,800 Helpdesk Calls per Month During Enrollment

During the six-week window, the HR helpdesk received approximately 2,800 inbound calls per month — triple the normal volume. Tracking showed 78% fell into five repeating categories: plan comparisons, dependent eligibility rules, FSA/HSA contribution limits, enrollment deadlines, and portal access. These had definitive, policy-based answers, but employees called because the benefits guide was 47 pages long and the intranet FAQ was buried three clicks deep.

### 18-Minute Average Wait Times

Even with seven staff answering phones during enrollment, peak-hour wait times averaged 18 minutes and exceeded 30 minutes on multiple occasions during the first week. Employees who could not wait hung up — many simply did not enroll or made uninformed plan selections.

### 340 Hours of Overtime per Month

The benefits team worked 340 hours of combined overtime monthly during enrollment — evenings, weekends, and Thanksgiving-adjacent days. The overtime cost was approximately $28,000 per month. Rachel had lost two benefits specialists in three years, both citing enrollment burnout.

### Employee Satisfaction Was Suffering

HR support satisfaction had dropped to 3.2 out of 5.0 — the lowest rating of any HR function. Free-text survey comments were blunt: "impossible to reach anyone during enrollment," "waited 25 minutes and gave up."

---

## 3. Why QuickVoice

Rachel evaluated a temporary benefits call center, a chatbot, and QuickVoice. Four requirements drove the decision.

**Voice Channel Preference.** The workforce skewed older (median age 44) and included field technicians without consistent computer access. Surveys showed 62% of employees preferred calling HR over digital channels.

**Workday Integration.** QuickVoice offered a read-only API integration with Workday, allowing the AI agent to access employee-specific data — current plan, dependents, eligibility tier — and provide personalized answers rather than generic guidance.

**24/7 Availability.** Remote employees spanned four time zones and field technicians could not call during business hours. QuickVoice operated around the clock.

**Intelligent Escalation.** Complex scenarios — COBRA implications during divorce, disability-related coverage questions, claims disputes — required human specialists. QuickVoice recognized its knowledge boundaries, collected context, and routed calls with a full conversation summary so employees never repeated themselves.

> "I did not want a solution that put a wall between employees and HR. I wanted something that answered their question faster than we could, and routed the hard stuff to my team with full context. QuickVoice was the only option that delivered on both."
> — Rachel Owens, Director of Total Rewards

---

## 4. The Solution

QuickVoice deployed an AI-powered benefits helpdesk as the first point of contact for all inbound calls, supplemented by proactive enrollment reminders.

### Inbound Benefits Helpdesk — 24/7

The AI agent answered within two rings, identified the employee via phone number match against Workday (or employee ID if unrecognized), and accessed their benefits profile: current elections, dependents, eligibility tier, hire date, and enrollment status. Trained on the complete benefits documentation — all 47 pages plus carrier SBCs, IRS limits, and COBRA provisions — the agent could compare plans, explain FSA vs. HSA differences, walk through eligibility rules, and provide portal access instructions.

For questions requiring human judgment or involving sensitive circumstances, the agent performed a warm handoff: collecting context, packaging it into a ServiceNow ticket, and assigning it to the appropriate specialist with the full transcript.

### Proactive Enrollment Reminders

Starting two weeks before the deadline, QuickVoice called employees who had not yet completed elections:

- **14 days before:** Friendly reminder with an offer to answer questions
- **7 days before:** Urgent reminder emphasizing consequences of missing the deadline
- **3 days before:** Final reminder with direct transfer to the enrollment portal

---

## 5. Implementation

Deployment took four weeks, timed to be operational two weeks before open enrollment.

### Weeks 1-2: Integration and Knowledge Base

The team established a read-only Workday API connection scoped to benefits data. Security and compliance reviewed encryption and retention policies. The entire benefits documentation library was ingested — benefits guide, carrier SBCs, FAQs, policy documents, and two years of anonymized helpdesk call logs. Scripts were developed for 23 question categories across four review sessions with Rachel's team.

### Week 3: Testing and Validation

One hundred simulated calls covered all question categories plus edge cases. Initial accuracy was 91%; after clarifying ambiguous benefits guide language, accuracy reached 97% on the second testing round.

### Week 4: Soft Launch

The system launched for the 600 remote employees one week before general enrollment. Average call duration was 3 minutes 22 seconds, escalation rate was 11%, and satisfaction averaged 4.4 out of 5.0. No corrections were needed before full rollout.

---

## 6. Results

After the complete six-week enrollment period, the improvements were dramatic across every metric.

| Metric | Before QuickVoice | After QuickVoice | Change |
|---|---|---|---|
| **HR helpdesk calls (open enrollment)** | 2,800/month | 810/month | **-71%** |
| **Avg wait time (enrollment period)** | 18 min | 30 seconds | **-97%** |
| **Employee satisfaction (HR support)** | 3.2/5.0 | 4.3/5.0 | **+34%** |
| **HR staff overtime (enrollment)** | 340 hrs/month | 45 hrs/month | **-87%** |
| **Year-round helpdesk automation** | 0% | 58% | **+58 percentage points** |
| **Annual HR labor savings** | — | $185,000 | — |

The 71% deflection rate meant roughly 1,990 calls per month were fully resolved by the AI agent. The remaining 810 calls reaching specialists were more complex and substantive — meaning the team spent time on work that actually required human expertise.

Wait time reduction from 18 minutes to 30 seconds was the metric that resonated most with employees. In the post-enrollment survey, it was the most frequently cited improvement.

The 87% reduction in overtime transformed the team's experience. For the first time in five years, no HR team member worked a weekend during open enrollment. The year-round automation rate of 58% was an unexpected bonus — after enrollment ended, the agent continued handling routine benefits questions, reducing the team's phone workload permanently.

> "Open enrollment used to be the worst six weeks of the year for everyone. This year, multiple people on my team told me they barely noticed it was happening. That is not something I ever expected to hear."
> — Rachel Owens, Director of Total Rewards

---

## 7. What's Next

Rachel is planning three additional QuickVoice initiatives.

### New Hire Benefits Onboarding

QuickVoice will deliver a personalized benefits onboarding call to each of the 40 to 50 monthly new hires within 48 hours of their start date, walking them through plan options based on eligibility tier, family status, and location — replacing the current 45-minute live orientation.

### Life Event Processing Support

QuickVoice will proactively contact employees who report qualifying life events in Workday, explain their options, outline required documentation, and guide them through changes before the 30-day window closes.

### Annual Benefits Satisfaction Survey

A brief voice-based annual survey is expected to yield significantly higher response rates than the current email survey, which sees only 23% participation.

---

## 8. Key Takeaways

- **Most benefits questions are predictable.** Seventy-eight percent of enrollment calls fell into five repeating categories. An AI agent resolved them with 97% accuracy, freeing specialists for genuinely complex cases.
- **Wait time drives employee dissatisfaction.** Cutting wait times from 18 minutes to 30 seconds drove a 34% improvement in HR support satisfaction — the largest year-over-year gain in any engagement survey category.
- **HR burnout is an operational risk.** The 87% reduction in overtime directly reduced turnover risk on the benefits team, avoiding $18,000 to $25,000 in replacement costs per departure.
- **Year-round automation compounds ROI.** The 58% ongoing call deflection rate more than doubled the total value beyond the enrollment-only use case.

> "The thing I did not anticipate was how much better my team got at the hard cases once they were not drowning in easy ones. The quality of our human interactions went up because we stopped wasting them on routine answers."
> — Rachel Owens, Director of Total Rewards
