17 Wellness Manager Interview Questions and Answers

As a wellness manager, you’re responsible for developing, implementing, and evaluating wellness programs in a variety of settings, such as corporate wellness, community health, and hospital wellness. Your goal is to improve the health and well-being of employees, patients, or community members.

When you’re applying for a wellness manager job, you may be asked to interview with a panel of executives, HR professionals, and wellness staff. The interview questions will be designed to assess your knowledge of wellness programs, your ability to develop and implement programs, and your ability to motivate and inspire others to live healthier lives.

To help you prepare, we’ve put together a list of sample wellness manager interview questions and answers.

Are you familiar with the Affordable Care Act?

The Affordable Care Act, or ACA, is a federal law that requires employers to provide health insurance for their employees. The ACA also requires individuals to have some form of health insurance coverage. This question allows the interviewer to see if you are familiar with this important piece of legislation and how it affects your role as a wellness manager. In your answer, try to show that you understand what the ACA is and how it impacts your job responsibilities.

Example: “I am very familiar with the ACA because I worked at an organization where we had to comply with its regulations. Under the ACA, all organizations must offer healthcare benefits to full-time employees. As a wellness manager, my primary responsibility was to ensure our company complied with these regulations by creating a comprehensive wellness program.”

What are some of the most effective wellness programs you’ve implemented?

This question can help the interviewer get an idea of your experience with wellness programs and how you might apply those skills to their organization. Use examples from previous positions that highlight your ability to create effective wellness programs, implement them into a company’s culture and measure their success.

Example: “At my last position, I helped develop a new employee wellness program that included biometric screenings, health assessments and nutrition education classes. We also implemented a walking challenge where employees could earn points for completing different levels of physical activity each week. This was a great way to encourage healthy competition among coworkers while encouraging employees to be more active throughout the day.”

How would you handle an employee who refuses to participate in a wellness program?

An interviewer may ask this question to assess your ability to handle challenging situations. In your answer, demonstrate that you can use your problem-solving skills and leadership abilities to encourage employees to participate in wellness programs.

Example: “I would first try to understand why the employee is refusing to participate in the program. I would then meet with them one-on-one to discuss their concerns and find out what we can do to make the program more appealing. For example, if an employee doesn’t like the gym equipment at work, I might suggest hiring a professional trainer to give classes on how to use the equipment properly. If they still refuse to participate after making these changes, I would document the situation and inform my manager of the issue.”

What is your process for evaluating the health risks and needs of your employees?

An interviewer may ask this question to learn more about your wellness program and how you implement it. Use your answer to explain the steps you take when evaluating employees’ health risks and needs, including any tools or resources you use to help with these evaluations.

Example: “I start by asking my team members what their current health concerns are. I also encourage them to bring up any issues they have that could be affecting their overall well-being. After hearing from each employee, I create a list of common health concerns and then evaluate which ones might require additional support. For example, if many employees mention back pain, I would look into different exercises and stretches we can do as a group to help alleviate some of those pains.”

Provide an example of a time when you had to communicate a difficult message to an employee or group.

An interviewer may ask this question to assess your communication skills and how you handle conflict. When answering, it can be helpful to focus on the steps you took to ensure that the message was clear and that the employee or group understood what you were saying.

Example: “In my previous role as a wellness manager, I had an employee who wasn’t meeting their goals for the month. Instead of just telling them they weren’t performing well, I scheduled a one-on-one meeting with them to discuss their performance. During our meeting, I asked them about their goals and why they wanted to work in healthcare. After talking with them, I realized that they were having trouble balancing their personal life with their professional life. We talked about ways we could help each other meet our goals while also maintaining a healthy balance.”

If an employee came to you with a concern about a symptom they were experiencing, how would you respond?

An interviewer may ask this question to assess your ability to handle sensitive situations. When answering, it can be helpful to mention that you would take the employee’s concerns seriously and offer them a way to get help or advice from a medical professional.

Example: “If an employee came to me with a concern about a symptom they were experiencing, I would first make sure they understood that their health is my top priority. Then, I would encourage them to see a doctor as soon as possible so they could receive proper care. If they wanted to wait until after work hours, I would offer to call in a substitute for them if needed.”

What would you do if you noticed that one of your departments had a higher than average number of sick days?

This question can help interviewers understand how you might handle a challenging situation. In your answer, try to show that you are willing to take action and solve problems when they arise.

Example: “If I noticed one of my departments had more sick days than others, I would first meet with the department manager to discuss what was going on. If it seemed like there were legitimate reasons for the higher number of sick days, such as an illness spreading through the office, then I would focus on helping them find solutions. For example, if we needed to hire new employees, I would work with human resources to fill any open positions. However, if it seemed like the high number of sick days was due to employee morale or other issues, I would work with the department manager to create a plan to address those concerns.”

How well do you understand the legal requirements of employers when it comes to wellness programs?

Employers may have to follow certain legal requirements when it comes to their wellness programs. The interviewer may ask this question to see if you understand these regulations and how you would ensure your employer follows them. In your answer, explain that you thoroughly researched the laws in your state before implementing any wellness program.

Example: “I am very familiar with the laws regarding employee wellness programs in my state. I know that employers must offer a minimum amount of time for breaks during work hours as well as provide employees with a healthy workplace environment. For example, I implemented a policy where we only serve healthy snacks at our company events so that employees can avoid unhealthy foods. We also encourage employees to take short breaks throughout the day to get up and move around.”

Do you have any experience creating marketing materials or other communications to promote wellness initiatives?

Employers may ask this question to learn more about your experience with marketing and communications. If you have any experience creating marketing materials, describe what you’ve done in the past. If you don’t have direct experience, you can talk about how you would approach a similar project if given the opportunity.

Example: “In my previous role as wellness coordinator at a large corporation, I was responsible for developing all of our company’s internal communication channels. This included writing blog posts, creating social media content and designing newsletters that went out to employees. I also created an employee newsletter that we sent to customers once per quarter. These newsletters included information on new programs and initiatives.”

When is the best time to have a one-on-one meeting with an employee to check in on their progress?

One-on-one meetings are an important part of the wellness manager’s job. The interviewer wants to know that you understand how to use these meetings effectively and efficiently. Your answer should show that you can plan ahead for these meetings, schedule them at a convenient time and keep track of employee progress.

Example: “I find it best to have one-on-one meetings with employees once every two weeks or so. This allows me to check in on their progress without being too invasive. I also like to hold these meetings before lunchtime so they don’t take up too much of the employee’s workday.”

We want to create a culture of wellness in our company. How would you go about doing that?

The interviewer may ask this question to see how you plan to implement your wellness program. Your answer should include a few steps that you would take to create a culture of wellness in the workplace.

Example: “I think it’s important to start with small changes and build from there. I would first introduce some low-cost, easy ways for employees to improve their health. For example, I might offer free yoga classes onsite or provide healthy snacks in the break room. Then, I would encourage more ambitious goals by offering incentives like gift cards or time off for those who reach certain milestones.”

Describe your process for conducting an employee satisfaction survey.

An interviewer may ask this question to learn more about your leadership skills and how you use them to improve the wellness program at a company. To answer, think of a time when you conducted an employee satisfaction survey and describe what steps you took to analyze the results.

Example: “I conduct employee satisfaction surveys every six months or so to ensure that our wellness programs are meeting employees’ needs. I send out the survey by email and include a link to the anonymous survey in the body of the message. Employees have two weeks to complete the survey, and I collect the data and enter it into a spreadsheet for analysis.

After analyzing the results, I hold a team meeting with my staff to discuss the findings. We then create actionable goals based on the feedback we receive from employees.”

What makes you stand out from other candidates for this position?

Employers ask this question to learn more about your qualifications and how you can contribute to their wellness program. Before your interview, make a list of all the skills and experiences that qualify you for this role. Focus on highlighting your soft skills such as communication, teamwork and problem-solving abilities.

Example: “I have five years of experience in this field, which makes me an ideal candidate for this position. I also have extensive knowledge of health insurance plans and medical terminology. In my previous job, I worked with many different types of people who had unique needs. This has helped me develop excellent customer service skills. My ability to communicate effectively with others is one of my greatest strengths.”

Which wellness programs have you used in the past and how were they successful?

This question helps employers understand your experience with wellness programs and how you can apply that knowledge to their company. Use examples of the types of programs you’ve implemented in the past, such as health fairs or employee surveys, and explain what made them successful.

Example: “In my last position, I helped create a monthly newsletter for employees about different aspects of wellness. We included information on healthy eating, exercise tips and stress management techniques. The newsletter was very popular among employees because it gave them quick tips they could use throughout the day. It also encouraged them to attend our weekly wellness seminars where we discussed more in-depth topics.”

What do you think is the most important thing that wellness managers can do to support the overall health of their employees?

This question can help the interviewer get a better idea of your overall philosophy when it comes to wellness management. Your answer should reflect your personal beliefs and how you plan to support employees’ health in the workplace.

Example: “I think that one of the most important things wellness managers can do is create an environment where employees feel comfortable asking questions about their health. I believe that if we want our employees to be healthy, they need to have access to information about what’s best for them. In my last role as a wellness manager, I implemented monthly seminars on different aspects of employee health. These seminars were open to all employees and provided valuable information on topics like nutrition, exercise and mental health.”

How often should wellness programs be updated to reflect changes in medical research and best practices?

The interviewer may ask you this question to gauge your understanding of the importance of keeping up with current research and best practices in the medical field. Your answer should demonstrate that you understand how important it is to stay on top of trends in healthcare, as well as how to incorporate new information into existing wellness programs.

Example: “I believe that it’s essential for wellness managers to keep up-to-date with the latest developments in medical research and best practices. I subscribe to several journals and newsletters that provide me with valuable insights into the most recent studies and findings in the medical community. In my previous role, I would regularly share these insights with my team so we could discuss ways to apply them to our wellness program.”

There is a new treatment that is not covered by insurance that an employee wants to try. How would you handle this situation?

An interviewer may ask this question to see how you would handle a situation that could arise in their workplace. This is an opportunity to show your problem-solving skills and ability to work with employees who want to try new treatments or therapies.

Example: “I would first speak with the employee about what treatment they are interested in trying, why they want to try it and if there are any other options for them. If they still want to pursue the treatment, I would then discuss the pros and cons of the treatment with them and help them understand the financial implications of pursuing the treatment. Finally, I would make sure that the company has a clear policy on alternative treatments so that all employees know what procedures we cover.”