Benefits Manager

4 weeks ago
ID
2017-2910
Madison
Category
Human Resources
FTE
1.0
Schedule
Monday-Friday 8:00am-5:00pm
Salary Grade
11
Min
USD $67,100.00/Yr.
Mid
USD $83,500.00/Yr.

Overview

The Benefits Manager is responsible for contributing to the development and execution of all UWCU’s employee benefit policies, programs, and initiatives. This position is responsible for the ongoing daily operational management and administrative coordination of UWCU’s employee benefit programs including retirement plans, leave policies, well-being programs, employee assistance program, and insurance policies such as health, dental, vision, and group life and disability and ETO cash out.

 

This position must maintain a high degree of confidentiality in regards to employee matters.

 

This role is responsible for coaching and developing staff through effective leadership and sound practices guided by the UWCU Performance Management Philosophy.

 

This position must effectively carry out the essential duties of this position in a manner that consistently demonstrates the core values of the organization in a positive manner.

Responsibilities

1) Benefit Programs Management - 45%

a. Lead and manage the administration of UWCU employee benefits programs including health, dental, vision, flexible spending, life, disability, 401(k), worker’s compensation and Earned Time Off.

b. Oversee the administration of the UW Credit Union Retirement Savings Plan & Trust. This includes enrolling & terminating plan participants, changes, beneficiaries, rollover, QDRO’s, distributions, loans, hardships and annual compliance testing.

c. Serves as the HIPPA privacy and Security Official.

d. Manage and serve as the primary liaison with third party vendors that provide benefits administration support and services. Oversee performance to ensure contractual standards are met.

e. Evaluate and recommend relationships with outside partners including benefit broker, retirement plan providers/advisors, and benefits vendors.

f. Maintain a working knowledge of regulatory matters and ensure benefit polices & procedures are in compliance.

g. Under the direction of the Chief Human Resources Officer, assist in negotiations with vendors, brokers, and consultants regarding contract provisions, pricing, and quality of service.

h. Evaluate employee benefits policies to assess whether they are current, competitive, and in compliance; recommend updates to Chief Human Resource Officer and/or Chief Legal Officer.

i. Work in collaboration with the CHRO and external partners to ensure timely and accurate implementation and communication for new benefit programs.

j. Design and coordinate the delivery of communication for employee benefit enrollment including New-Hire Orientation and annual Open Enrollment

k. Guide the planning and execution of well-being initiatives including annual Health Risk Assessments and annual programming.

l. Coordinates with internal and outside auditors to plan for and respond to all auditing activities related to benefits administration.

 

2) Leave Management - 25%

a. Serves as the subject matter expert for all leave and workers’ compensation programs in alignment and under the general direction and guidance of the CHRO.

b. Interprets and administers leave programs and policies in accordance with the applicable federal and state employment laws (FMLA, ADA, USERRA, Pregnancy Discrimination Act, etc.).

c. Works in tandem with the Total Rewards Specialist to administer all aspects of leave and workers’ compensation programs. Provides extensive case management and coordinates administrative aspects of the cases and claims. Conducts/coordinates investigations into all reported workers’ compensation claims.

d. Coordinates and organizes all medical information and ensures that HIPAA and Employee Privacy guidelines are closely monitored and effectively executed. Ensures that all reportable workers’ compensation claims are submitted to the company’s vendor within 48 business hours from the date of the incident.

e. Manages and works in tandem with the Total Rewards Specialist regarding all administrative aspects of leave and workers’ compensation claims to include tracking hours used/taken and working closely with management and Payroll to ensure that pay for employees is accurate and correct.

f. Works closely with employees to ensure that all relevant completed medical documentation is submitted for timely review. Maintains appropriate contact with all employees on leave and coordinates all aspects of return to work for employees on leave.

g. Under direction of the CHRO & CLO, conducts investigations of alleged fraudulent activity of all leave cases and workers’ compensation claims. Works closely with the employee relations team to identify research and resolve matters.

h. Produces and manages reporting metrics and analytics for all leave cases and workers’ compensation claims. Presents reports as requested.

i. Partners closely with all HR service partners on all leave cases and workers’ compensation claims. Meets regularly with HRSPs to review claims’ status and develops strategies for resolution.

j. Manages STD/LTD programs and vendor relationships. Ensures that STD claims are coordinated with FMLA or general medical cases.

k. Partners closely with HRSPs on all related cases/claims. Meets regularly to review the status of cases/claims and develops legally sound strategies for a mutually beneficial resolution.

l. Assists in the creation and facilitation of leave administration training programs.

m. Coordinates with internal and outside auditors to plan for and respond to all auditing activities related to leave management and workers compensation.

 

3) Leadership Expectations - 10%

a. Interpret and communicate organizational purpose, critical measures, strategies and progress as it relates to the department and individual team member goals and success. Cascade information. Provide open and transparent communication with team members and departments across the organization.

b. Responsible for developing a staff of highly engaged employees as measured by employee engagement surveys.

c. Provide broad based recognition by recognizing positive behaviors, achievements, and results exhibited by team members and staff at all levels of the organization in a consistent and professional manner.

d. Review and communicate performance standards and expectations of team members as often as necessary to ensure accountability and effective execution.

e. Actively role model behaviors necessary to achieve goals.

f. Possess a commitment to the excellence of others through actions that support the growth and development that optimizes the talent of individual team members.  

g. Provide timely, ongoing and consistent direction, performance coaching and honest feedback through dialogs, mid- year snapshots, year-end appraisals and informal in-the-moment coaching.

h. Maintain accurate, timely and transparent information regarding employee performance. Examples include, updating time and attendance information as required, dialogs, performance journals, and documented disciplinary actions and action plans as necessary.

i. Utilize progressive discipline practices to address sub-standard performance in a timely manner and carry out with dignity and respect.

j. Invite and accept feedback and provide upward feedback.

k. Responsible for own continual individual self-development and improvement of UWCU’s Leadership Success Criteria.

 

4) HROD Team and UWCU Management Support - 10%

a. Advise, counsel and educate management, HR staff and employees with regard to benefit options, benefit plan design, and compensation related matters.

b. Develop, review, and recommend new functionality, methods and procedures to increase departmental efficiency and/or enhance the employee experience with regards to benefits & compensation programs.

c. Establish a network of peers within the industry to exchange best practices, trends and vendor experiences.

d. Partner with HR service partners to address benefits and compensation related needs or issues.

e. Contributing member of HROD Leadership Team.

 

5) Management of Organizational Well-Being Initiatives - 10%  

a. Responsible for the administration of well-being programs and activities designed to improve employee health and overall employee well-being.

b. Plans specific activities aimed to improve employee health, wellness and fitness.

c. Manage relationships with all vendors associated with UW Credit Union’s Well-Being programs and initiatives.

d. Ensures that project/department milestones/goals are met and adhering to approved budgets.

e. Monitors the overall health of the employees and provide goals for improvement.

Qualifications

To perform this job successfully, an individual must demonstrate regular, predictable attendance and be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. The individual must be able to successfully pass background checks.

 

Education:

- Bachelors Degree in Human Resources, Business Administration or related field required

 

Experience:

- 6 to 7 years of experience in Human Resource Benefit Management and Administration required

- 2 to 3 years of experience in Management preferred

- Ability to read, understand, interpret and apply applicable federal and state regulations, and ensures company adherence to such regulations including ACA,  FMLA, HIPPA, ERISA, FLSA.

- Proficiency with Microsoft Outlook, Microsoft Word, Microsoft Excel and PowerPoint.

- Demonstrated attention to detail in establishing priorities, completing assignments, and meeting deadlines.

- Demonstrated ability to build working relationships with employees and leaders throughout the organization.

- Strong interpersonal communication skills and demonstrated ability to represent a professional image.

- Strong presentation, telephone, verbal and written communication skills.

- Demonstrated analytical, accuracy, and problem-solving skills.

- Demonstrated ability to handle confidential and sensitive information with strict confidence.

 

 

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