Responsibilities in all areas of Human Resources with an emphasis in the benefits area. Responsible for the research, analysis, evaluation, and administration of various employee benefit plans, in the US and Canada, such as life, health, FSA, dental, and disability insurance, ACA, and commercial insurance by performing the following duties. Responsible for HIPAA processes. Provide support to all other Human Resource/Administration activities. Essential Duties & Responsibilities:
- Evaluates and compares existing employee benefits with those of other employers by analyzing other plans, surveys, and other sources of information and develops specific recommendations for review by management.
- Responsible for the administration of the company's benefit plans: Responds to benefits inquires and reviews and resolves claims issues; Handles open enrollment process and benefit plan transfers; Reviews and interprets plan documents for compliance; Assists in preparing materials and in presenting benefit plan information and changes to employees; Primary liaison with employees regarding the benefit plans; Handles all government reporting and compliance testing for benefits.
- Manages our HIPAA process and conducts necessary audits of the company and responsible for implementation of corrective actions.
- Maintains vendor contact to investigate discrepancies and provide information in non-routine situations.
- Responsible for leave of absence administration, tracking and legal advice, along with employee accommodation requests.
- Maintains knowledge of all applicable state and federal disability and family leave laws and regulations and ensure compliance with each.
- Assists in evaluation of reports, decisions, and results of department in relation to established goals. Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.
- Provides vendors appropriate documentation for life, pension, and disability and workers' compensation benefits claims.
- Responsible for effective EAP program.
- Conducts benefit portion for new employee orientation and management training.
- Responsible for onboarding, life event and accrual processes in UKG in conjunction with the HRIS specialist.
- Responsible for ACA activities.
- Access to compensation information is necessary in order to perform the appropriate benefit functions or other routinely assigned business tasks. The function or duties of this position include protecting and maintaining the privacy of employee personnel records, including compensation information.
- Maintains Human Resource Information System records and compiles reports from database.
- Administers various human resources plans and procedures for all company personnel; assists in development and implementation of personnel policies and procedures; prepares and maintains employee handbook and policies and procedures manual.
- Assists in special department projects.
- Assist with and provide back-up for Auto and Payroll as needed.
Education & Requirements:
- Bachelor's degree (B. A.) from four-year college or university required; and 3 to 5 years Human Resources related experience required; PHR preferred.
- Knowledge of Human Resource systems; Internet software; Payroll systems; Spreadsheet software and Word Processing software. Intermediate level knowledge of Microsoft Office Suite required (Excel, Word, Power Point, Outlook).
- Ability to read and interpret documents, instructions, and procedure manuals. Ability to write routine reports and correspondence. Ability to speak effectively before groups of employees.
- Ability to calculate figures. Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.
- Must have valid drivers license and be able to travel up to 10%
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability or protected veteran status. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)