Human Resources Benefits Administrator

Human Resources Benefits AdministratorThe Human Resources Benefits Administrator role will be responsible for supporting the business's Center of Excellence (COE) and general administration responsibilities as part of the HR Business Partner team. Under the direction of the Senior Manager, Compensation and Benefits, this position performs daily and administrative functions for the business's non-signatory (office) benefits programs. A typical day involves interacting with management, employees, brokers, and carrier contacts to resolve inquiries and ensure smooth benefit operations. The role also handles various related matters that interact directly with the Payroll and Human Resources function.Essential Duties and Responsibilities:Advises employees, supervisors, and HR managers on the organization's benefits programs, including medical, dental, vision, life, health savings, flexible spending accounts, and all supplemental benefits.Works with broker contacts, benefits administrators, and communications teams to ensure all benefits-related documents, weblinks, contact information, and content are current on the Benefits Portal.Supports the coordination of employee information sessions for new hires and benefit-eligible transfer employees.Assists with Annual Open Enrollment activities, including scheduling sessions and responding to general inquiries.Coordinates benefit and wellness initiatives across the business.Provides excellent customer service support to internal and external customers, escalating complex issues to HR benefits management or brokers as needed.Other duties as requested or required.Position Requirements (Work Experience, Skills, Licenses, etc.):Excellent verbal and written communication skills and the ability to effectively explain complicated topics to all levels of employees.Excellent customer service skills, with a demonstrated ability to show compassion for employee situations yet still maintain policy and practice standards of excellence.Strong analytic skills to create and maintain metrics, generate reports, organize projects, and maintain schedules.Fundamental knowledge of the DOL, Federal, and State employment laws, including FMLA, CFRA, PFL, and ACA.Working knowledge of best practices related to compliance and reporting requirements for benefit plan administration.Strong competency working with HRIS data systems, utilizing third-party websites, and intermediate to advanced Microsoft Office Suite (specifically Word and Excel formulas, spreadsheets, and data transfers)Education and ExperienceRequired: A minimum of three (3) to five (5) years of experience in Human Resources functions with dedicated benefits administration responsibilitiesACCO Competencies:Proactivity/Initiative: Recognizes what needs to be done and accomplishes it in a manner appropriate for one's level/position and with minimal supervision.Perseverance: Shows wherewithal to fight for difficult goals despite challenges and to bounce back from adversity.Motivation/Dedication: Commits to excellence in pursuing unselfish goals. Initiates action with collective goals, takes responsibility, and shows personal humility.Technical Curiosity/Willingness to Learn: Interest in seeking out new experiences, knowledge, and candid feedback; demonstrating an openness to learning and change.Insight: The ability to gather and make sense of information that suggests new possibilities.Engagement: Shows a knack for using emotion and logic to communicate a persuasive vision and connect with people.People Skills: Is approachable and gains the mutual trust and respect of others. Understands people's strengths & weaknesses and actively seeks to understand other perspectives.Communication: Fosters open, honest, candid and respectful communication. Effectively assesses, defines and communicates issues in a timely manner, both written and verbal.Teamwork: The ability to effectively work toward common goals with others by supporting, encouraging, and sharing information in an authentic and approachable manner.Big Picture: Understands and contributes to the organizations' short- and long-term business strategy. On a personal level has independently developed a vision for short- and long-term career success.Problem-Solver: Ability to identify, analyze, and solve problems in support of personnel, group, department, or organizational objectives.Execution: Effectively takes a vision and translates into action by including the right people. Identify and remove barriers, when possible, to achieve results. Demonstrates appropriate compromise, effective time management, prioritization practices and holds team members (including themselves) accountable for their performance/conduct.Professionalism: Respectfully observes and challenges the status quo with intent for improvement. Can take directions, accept feedback, and take full responsibility for their actions. Lead by example through positive influence and ethical leadership with consideration of the entire organization.Job Responsibility Level:No direct reportsTravel Requirements:Travel required 0-10% of the time to other office locations.Hours:This is a non-exempt position from Monday through Friday. Work hours begin and end between 8:00 am and 5:00 pm with a one-hour break for lunch and two rest breaks. Eight hours per day is required and other occasional overtime may be necessary for business needsPhysical Demands:(The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.)Must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 30 pounds.Specific vision abilities required by this job include close vision and ability to adjust focus.Prolonged sitting.Frequently required to reach with hands and arms.Occasionally required to stand; walk and stoop, kneel, crouch.Competitive Wages:$38.94 per hour to $51.20 per hour. Applicants please note that actual compensation is determined by several factors that are unique to each candidate, including but not limited to job-related skills, depth of experience, certifications, relevant education or training, and specific work location, among others. The offered wage or salary is only one aspect of an employee's total compensation.