Benefits Consultant Senior

If your experience, education, knowledge, skills and abilities match the following requirements, please apply today!

• Bachelor's Degree in Human Resources or related field

• Typically requires 5 years of experience in at least 2 of the following areas (Health/Welfare, Wellness, Retirement, Executive Benefits, Compensation, Absence Management, Data Analytics)

• Demonstrated knowledge and understanding of laws and regulations that impact employee benefits (ERISA, COBRA, ACA, IRS and DOL requirements).
• Demonstrated critical-thinking skills.
• High proficiency in using various applications that include human capital management system and Microsoft Office Suite.
• Demonstrated ability to develop accurate and clear communications that appropriately communicates programs and projects to all levels.
• Strong attention to detail and accuracy.
• Demonstrated ability to lead projects that includes planning the life cycle of the project and identifying key project activities. Proven ability to develop sound proposals and successfully implement programs.
• Excellent analytical and problem-solving skills.
• Ability to collaborate and build positive working relationships within the internal team, with other departments and external vendors
• Ability to deal in a calm manner with multiple issues, requests and competing priorities
• Demonstrated strong project management skills in order to support multiple and competing priorities successfully.
• Ability to handle multiple complex projects simultaneously
• Ability to work independently, proactively and complete work with minimal supervision

• Responsible for analyzing organizational benefits performance, reporting, market trends and conditions and recommending changes to ensure the overall benefit program(s) are competitive.
• Provide recommendations based on gap analysis, benchmarking and trends regarding the strategic design, development and administration of plans.
• Assist the Benefits Leader with any changes or additions to the benefit programs as a direct result of legislative mandatory changes, management decisions, cost effective modifications to the plans or plan design changes to affect a timely and well documented communicated change.
• Responsible for vendor management as assigned. This includes but is not limited to facilitating regularly scheduled meetings, completing initiatives timely, proactively sets expectations and manages vendor(s) to those expectations as well as a vendor scorecard/dashboard mechanism.
• Responsible for full cycle implementations as assigned. Creating, managing and ensuring project(s) meet deadlines and objectives for a successful implementation and overall experience for team members.
• Responsible for leading and completing enrollment and conversion initiatives as assigned. This includes understanding all plan design changes and how it will impact team members and working with the vendors on updating processes that would be impacted by design changes. Escalating issues when appropriate and managing decisions within scope.
• Assist with completing analysis in data warehouse and compare data to vendor reporting as needed. Has the ability to identify discrepancies, create charts to illustrate findings, and can provide detailed and in-depth rationale about the findings and analysis.
• Responsible for reviewing and compiling reports in Microsoft Excel. This includes but is not limited to the ability to run pivot tables, v-looks ups, charts, graphs, and analyze large amounts of data.
• Key liaison for more complex benefit assignments; providing guidance and education to team members, Finance, Treasury, Legal and site HR and consultants related to the interpretation and administration of the benefit program policies and procedures.
• Provides recommendations and content changes as the subject matter expert to various communication materials, such as newsletters, slide shows, video programs and other written forms of team member communication to increase knowledge of how the benefit programs work.

This job description indicates the general nature and level of work expected of the incumbent. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the incumbent. Incumbent may be required to perform other related duties.