Leave and Benefits Generalist

About DAT

DATis an award-winning employer of choice and a next-generation SaaS technology company that has been at the leading edge of innovation in transportation supply chain logistics for 45 years. We continue to transform the industry year over year, by deploying a suite of software solutions to millions of customers every day - customers who depend on DAT for the most relevant data and most accurate insights to help them make smarter business decisions and run their companies more profitably. We operate the largest marketplace of its kind in North America, with 400 million freights posted in 2022, and a database of $150 billion of annual global shipment market transaction data. Our headquarters are in Denver, CO, with additional offices in Missouri, Oregon, and Bangalore, India. For additional information,

Application Deadline:07/01/2024

The Opportunity

DAT is looking for a Leave and Benefits Generalist to join our Human Resources team in Beaverton.

Candidate profile

The Leave and Benefits Generalist is responsible for administering, coordinating, and managing employee leave programs and benefits packages. This role involves ensuring compliance with company policies, government regulations, and industry standards regarding employee benefits and leave entitlements. The Leave and Benefits Generalist acts as a liaison between employees and management, providing guidance and support on leave-related matters and benefits inquiries.

What You'll Do

• Onboarding/Offboarding: Enter hires and terminations in the HRIS system (Ulti-Pro). Create/update employee information, as needed. Update employee movement, recruiting, coming on board, terminations, and headcount tracker. Coordinate preparation to hire actions with hiring managers, in advance of new hires starting.
  Facilitate weekly new hire HRIS, time entry and benefits overviews. Participate in monthly new hire orientation. Send exit interview links to transitioning staff members.
  Coordinate final check, exit process documentation with payroll and managers.
• Employee Relations: As needed, assists the HR Business Partner address employee relations matters. This may include assisting with workplace investigations. Serves as the first point of contact for managers with regards to questions on potential employee discipline like Performance Improvement Plans, written reprimands, final written warnings, etc. Works closely with the HR Business Partner and VP of HR on layoffs or restructures. As requested, draft severance letters for impacted staff. Manages and handles matters requiring the interpretation and application of policies and procedures to resolve issues related to employee relations matters. Manage wage/hour questions and or disputes; in partnership with the HR Business Partner, payroll and management.
• HRIS / Employee Records Administration: Maintain accurate and up-to-date confidential files, records, and documentation. Enter existing employee information, as needed. Update reporting structures for departments/teams as requested. Ensure all electronic and hard copy employee files are up to date and accurate. As needed, create and maintain FMLA/ADA and other related files
• Leave Administration: Manage the administration of various types of leave, including sick leave, vacation leave, parental leave, and disability leave. Process leave requests, maintain accurate records, and ensure timely communication with employees regarding leave entitlements, approvals, and denials. Collaborate with HR colleagues and managers to address leave-related issues and implement consistent leave policies across the organization. Calculate hours biweekly and submit hours to payroll for processing in the current payroll run
• Benefits/ Policy Administration: Oversee the administration of employee benefits programs, including health insurance, retirement plans, life insurance, and other perks. Answer frequently asked questions from applicants and staff relative to standard policies, benefits, work practices, etc. Aid in the interpretation, administration, and support of operating policies. Serve as the point of contact between DAT and external benefits vendors, on issues related to FMLA, Short Term Disability and other related claims. Monitor employee leave status. Updating files, as needed. Assist with planning and execution of special events such as benefits enrollment, open enrollment, organization-wide meetings, and employee recognition events.
• Other Responsibilities: As needed, provides support to DAT's Organizational Development Manager on performance management initiatives; including yearly performance reviews. Oversees specific HR programs/portfolios, as assigned.
  Works on cross departmental work teams, as assigned.
• Process Tuition Assistance and reimbursement requests
• Administration of HireRight and invoices
• Assist with Immigration as requested
• Assist Marketing by maintaining supervisor list and providing to third party for business card purchases
• Liaison with Roper as HRIS Administrator
• Unemployment administration - process unemployment requests, collection of data and wage audits within the time frame provided.
• Roper Compliance Training Tracking

The Skills and Experience You'll Bring

• Strong attention to detail
• Ability to communicate effectively across all levels of the organization.
• 1-3 years experience in Human Resources with a focus in Leave and Benefits administration
• Bachelor's or undergraduate degree in Business, Training, Human Resources, or related field preferred or equivalent work experience
• Previous experience in leave administration, benefits management, or HR generalist role.
• Strong understanding of federal and state regulations governing employee benefits and leave entitlements.
• Excellent communication skills, with the ability to interact effectively with employees, managers, and external partners.
• Detail-oriented mindset, with a focus on accuracy and compliance in administrative tasks.
• Certification in HR (e.g., PHR, SHRM-CP) is a plus.
• Knowledge of Greenhouse a plus

Why DAT?

DAT is an award winning employer of choice.

For starters, we have a hybrid work environment, but we also know what makes a great workplace. We have a time-tested and resolute set of operating values predicated on integrity, mutual respect, open communication, and executing with excellence. These values inform our strategic vision as much as any one of our products does. We've been an employer of choice in the Portland metropolitan area for four decades, and within one year of opening our Denver office, DAT was #26 on Built In Colorado's 100 Best Places to Work In Colorado.

• Medical, Dental, Vision, Life, and AD&D insurance
• Parental Leave
• Up to 20 days of paid time off starting in year one
• An additional 10 holidays of paid time off per calendar year
• 401k matching (immediately vested)
• Employee Stock Purchase Plan
• Short- and Long-term disability sick leave
• Flexible Spending Accounts
• Health Savings Accounts
• Tuition Reimbursement Program
• Employee Assistance Program
• Additional programs - Employee Referral, Internal Recognition, and Wellness
• Free TriMet transit pass (Beaverton Office)
• Competitive salary and benefits package
• Work on impactful projects in a cutting-edge environment
• Collaborative and supportive team culture
• Opportunity to make a real difference in the trucking industry
• Employee Resource Groups

DAT embraces the value of a diverse workforce, and believes it is a core strength of our company that we encourage those values in every DAT employee, at every level of our organization, regardless of tenure or rank. We provide equal employment opportunities (EEO) to all employees and applicants without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state, and local laws.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR c)

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