Benefits Analyst

Key Responsibilities Data Analysis & Troubleshooting Audit Benefit enrollments and payroll deductions for accuracy. Evaluate employee inquiries to determine the validity of potential errors; escalated confirmed issues for resolution and provide clear, policy-based explanations when no error is identified. Review inbound benefit vendor file transmissions to quickly distinguish isolated data issues from broader system problems, keeping processes proactive rather than reactive. Identify trends across employee inquiries from multiple divisions; when the same question surfaces repeatedly, treat it as a signal to investigate and fix the root cause. Support system implementations by helping test, validate, and configure benefits-related workflows. Benefits Administration Process enrollments, life event changes, terminations, and COBRA notifications accurately and on time. Reconcile monthly carrier invoices against enrollment data and partner with Finance on timely payment. Support open enrollment from system setup through post-enrollment audit. Maintain benefits plan documents, SPDs, and compliance records in accordance with ERISA, HIPAA, ACA, and FMLA requirements. Assist Retirement Benefits Specialist with general 401k inquiries, trending requests for educational opportunities and audit clean-up activities. Employee Communication Serve as a knowledgeable point of contact for benefits questions from employees across all IES divisions — corporate and field — resolving issues or escalating appropriately. Communicate benefits information clearly to a diverse workforce. Coordinate with carriers, TPAs, and brokers to resolve claims disputes and coverage discrepancies on behalf of employees. Specific Qualifications Required 0–3 years of experience in benefits, HR, or a related analytical role; backgrounds in benefits consulting (e.g., Mercer) or corporate HR are both welcome. Genuine understanding of how benefits work end-to-end — plan structures, payroll deduction schedules, carrier file flows, and eligibility rules. Excel proficiency sufficient to compare data sets, review file specs, and spot anomalies; no need to build files from scratch but must be comfortable working with them. Detail-oriented with strong organizational skills to manage multiple benefit programs, deadlines, and priorities simultaneously. Proficient in using benefit and retirement plan administration software and tools, as well as Microsoft Office Suite. Ability to maintain confidentiality and handle sensitive employee information with integrity. Strong communication skills — able to explain benefits concepts clearly to employees at all levels and across corporate and field divisions. Self-starter who takes ownership, follows through, and doesn’t wait for every task to be assigned. Working knowledge of ERISA, HIPAA, ACA, COBRA, and FMLA. Preferred Experience with HRIS platforms such as UKG, Workday, ADP, or Dayforce; prior exposure to an implementation or system transition is a strong plus. Familiarity with benefits broker relationships and multi-carrier environments. Experience supporting open enrollment planning and execution. CEBS coursework or HR certifications (PHR, SHRM-CP) a plus. Within the first year, a successful hire will Own a meaningful portion of day-to-day benefits operations without requiring constant direction. Demonstrate trend awareness — connecting dots across divisions to surface and resolve issues proactively. Be fully prepared to support open enrollment and any future HRIS implementation. Have built strong working relationships with employees across all divisions. EEO & Affimative Action The IES policy on equal employment opportunity prohibits discrimination based on race, color, religion, national origin, sex, age, gender identity, sexual orientation, individuals with disabilities, protected veterans, or any other protected status or characteristic. This policy applies to recruiting, hiring, transfers, promotions, terminations, compensation, benefits, and all other terms and conditions of employment, and also states that retaliation against any employee who files a complaint regarding possible violations of this policy will not be tolerated. IES is also committed to taking affirmative steps to promote the employment of minorities, women, individuals with disabilities, and protected veterans. IES develops affirmative action programs to support its commitment to equal employment opportunity, consistent with company policy and the company’s obligations as a contractor to the United States government. View Your Equal Employment Opportunity rights under the law. Know Your Rights: Workplace Discrimination is Illegal; Conozca sus Derechos: La Discriminación en el Lugar de Trabajo es Ilegal Disability Accommodation IES is an Equal Opportunity/Affirmative Action Employer. IES provides reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Title I of the Americans with Disabilities Act of 1990. Applicants who need accommodation in the job application process should contact the IES corporate office at View phone number on click.appcast.io or any IES office to request assistance. IES Participates in E-Verify/IES participa en el programa E-Verify E-Verify Information/ Información sobre E-Verify Right to Work/Ley de Derecho al Trabajo English/Español #J-18808-Ljbffr