As the demand for employee mental health services grows, so, too, does the crowd of corresponding platforms, services and vendors. Unfortunately, HR is tasked with sorting through the jumble to unearth what’s best for their specific organization. That’s just step one. Beyond vetting mental health offerings, HR must also integrate the final choices with one another and with existing benefits, not to mention implement and promote each and all. This process can quickly become a mystery or a complex challenge. Having a mental well-being strategy helps. A proactive mental well-being strategy helps to position an organization as one that values mental health. A solid strategy will also spell out a detailed plan for deploying multiple mental or behavioral health solutions across a workforce, based on resources that have been — or will be — purchased by the organization. Partnering with a top-tier EAP throughout the process can be highly beneficial, as EAPs have extensive experience operating as well-being hubs.