Benefits Strategy & Analytics Specialist

Job Description

Job Description

Reports To:

Vice President of Human Resources

Exemption Status:

Exempt

Hours per week:

Full-time, 40 hours

Department:

Human Resources - 890000

Salary Grade:

MHR4

SOC Code:

11-3111

Overall Responsibilities:

Responsible for developing, designing, and administering all comprehensive employee benefit and retirement programs. Strategically evaluates plan structures, monitors emerging industry trends, and introduces innovative practices to ensure cost containment, market competitiveness, and optimal employee wellness. Oversees compliance and regulatory frameworks, manages benefit budgeting and financial forecasting, conducts data billing and claims auditing, and counsels employees regarding benefit status.

Education and Experience:

• Bachelor’s Degree in Human Resources, Business Management, Finance, or related field
• 5 years of experience in Human Resources, benefits administration, and financial plan oversight
• PHR, SHRM-CP, or CEBS Certification preferred.

Required Skills and Abilities:

• Deep understanding of federal/state employment and benefits laws (FLSA, ERISA, ACA, FMLA, COBRA, HIPAA, DOL regulations). Familiarity with Social Security, Medicaid, and Medicare.
• Advanced proficiency in benefit budgeting, financial forecasting, data analysis, claims auditing, and premium billing reconciliation.
• Proven ability to evaluate benefit plan structures, analyze utilization data, and innovate creative health/wellness solutions to optimize costs and employee satisfaction.
• High proficiency with HRIS, payroll, and benefits software, along with advanced Microsoft Excel/Office skills.
• Ability to evaluate complex datasets, spot billing discrepancies, and interpret legislation and contracts accurately.
• Excellent oral, written, and active listening skills to explain complex benefit/financial concepts to employees and leadership.
• Outstanding organizational skills, meticulous attention to detail, and the ability to handle highly confidential information with discretion.

Job Duties and Responsibilities:

• Researches, evaluates, and redesigns current and proposed employee benefit structures (health, retirement, voluntary benefits) to ensure alignment with organizational goals and market competitiveness.
• Analyzes utilization trends, claims data, and market benchmarks to introduce innovative benefit options, health management tools, and cost-containment strategies.
• Evaluates vendor proposals, manages broker/carrier relationships, and leads annual contract negotiations for benefit programs.
• Leads the annual benefits budgeting process and develops long-term financial forecasting models for health insurance, wellness programs, and retirement plans.
• Conducts monthly/quarterly data billing reconciliations across all carriers and plan providers to ensure accuracy, eliminate billing errors, and prevent overcharges.
• Serves as lead on the Wellness Committee, aligning program initiatives with the health plan design and onsite/virtual clinic settings to drive employee wellness and control plan costs.
• Ensures strict regulatory compliance of all employee benefit and retirement plans with ERISA, ACA, HIPAA, DOL, FMLA, and IRS guidelines.
• Leads administrative preparation and execution for agency audits related to Department of Labor, 403(b), 457(b), and Workers’ Compensation.
• Administers and serves as lead for agency 403(b) and 457(b) retirement programs in conjunction with the Board Retirement Plan Oversight Committee to ensure adherence to legal and contractual standards.
• Maintains mandatory Federal and State employment poster updates and keeps organizational practices aligned with evolving legislation.
• Develops and administers all core employee benefit programs, FMLA, Tuition Reimbursement, Workers’ Compensation, and Unemployment Compensation on an annual basis.
• Oversees lost time determinations for payroll and ensures payroll is completed according to DOL standards and agency policy.
• Trains in core Employment HR processes and serves as backup in the absence of other HR staff.
• Completes earnings verifications and employment info requests from outside agencies in compliance with legal standards and employee Release of Information approvals.
• Performs other duties as assigned.

Competencies:

• Action-Oriented – take strategies and ideas, develop plans and turn them into reality
• Drives for Results – instill a sense of urgency in their teams and organizations. Striving for results involves communicating a clear vision, setting priorities, and developing and executing plans that achieve the desired outcomes
• Interpersonal Savvy - Possessing a diverse set of interpersonal skills and knowing when to apply each one is crucial. All relationships require respect, authenticity, and care. By building connections in a flexible and considerate manner, you can achieve results while fostering goodwill, ensuring that others are eager to collaborate with you in the future.
• Decision Quality - Good decisions are a blend of analysis, wisdom, experience, and judgment. Sound choices strike a balance between speed and quality. It's unrealistic to expect to be completely correct all the time. Instead, the focus should be on making sufficiently accurate decisions to move forward while also allowing enough time for effective execution.
• Communicates Effectively - Effective communication leads to mutual understanding, harmony, and action. Leaders use communication to inform, persuade, coach, and inspire. When the audience receives the message, it should be clear, relevant, and impactful. Strong communication allows you to convey your vision, guide others toward a common goal, and energize them to collaborate and work together in the same direction.
• Cultivates Innovation - Innovation is crucial for organizations in a constantly evolving and competitive environment. It is essential for all employees to be engaged in driving innovation.
• Accepts Accountability - Taking responsibility means being answerable for your own actions as well as for the actions of those you lead. Ensuring accountability in others is equally important. Accepting accountability for a losing strategy just as you would for a winning one demonstrates that you stand behind your decisions. This fosters a culture of accountability within your team. By holding yourself and others accountable, you help develop trust and respect, which in turn leads to high performance and increases the likelihood of success.

Core Values:

Opportunity

• I will communicate in a way that makes others feel respected, valued and heard.
• I will actively listen to others when they communicate with me.
• I will work together with others to achieve our goals.
• I will be open to change as it will support the Bosma Mission and Vision
• I will take risks when necessary.

Accountability

• I will arrive on time for my shift and be ready to work.
• I will help my coworkers.
• I will acknowledge my mistakes and work to correct them.
• I will work on solutions to problems and communicate them to my leader respectfully and collaboratively
• I will be willing to accept constructive feedback to improve my performance.
• I will perform to the expectations outlined in my role.

Innovation

• I will conduct myself at work in a way that creates a positive outlook.
• I will have an open mind to changes that provide benefits and opportunities to others.
• I will challenge myself to be curious and a lifelong learner
• I will positively collaborate with others.