Benefits Leave Administrator

4 weeks ago

Chantilly, United States Pavion Full time
Pavion and our family of companies are seeking a talented and motivated Benefits Leave Administrator to join our corporate team.

Primary Responsibilities:

  • Responsible for administrating the day-to-day operations of employee leave management, workers compensation and disability plans in accordance with internal policies and any applicable State and Federal Law. Communicate and consult with employees, leaders and HR about the leave types, entitlements and other available benefits to determine eligibility for leave of absence and provide guidance on process
  • Maintain regular communication with employees and leaders throughout the leave process. Assist leaders in the development of alternate work arrangements or coordination of coverage. Manage employee separation or facilitate smooth and timely return to work; arrange any reasonable accommodations. Monitor and track employee leave of absence periods, adjust time or pay in HRIS / Payroll systems as needed. Coordinate direct billing of benefits where needed. Provide regularly scheduled and ad-hoc reports and summary detailing leave of absences data. Provide insights, trends and recommendations for changes to senior leaders
  • Support Benefits Administration for organization. Maintain records related to benefits plan participation, enrollment, claims, or status changes. Assists employees in completing enrollment, change, or claims forms. Answers questions about offerings, eligibility, or coverage
  • Manage third-party leave vendor to ensure employees are placed on leave status, documentation is coordinated with employee, and employees are returned from leave status on a timely basis. Analyze reports (claims, payroll etc) to ensure timely and appropriate payments in accordance with internal and external policies, and any applicable State or Federal laws and regulations
  • Assist with the design and maintenance of communication and education materials that help employees navigate benefit and leave of absence programs as well as plan changes. Develop, implement and revise relevant leave procedures to enhance efficiency
  • Other duties as assigned

Basic Qualifications:

  • Bachelor's degree in business management, human resources, or related
  • 3+ years' experience in Leave of Absence, disability or related HR administration
  • Deep understanding of federal and state regulations, filing and compliance requirements, both adopted and pending, affecting employee benefits programs, including the ACA, ERISA, COBRA, FMLA, ADA, Section 125, workers' compensation, Medicare, COBRA, and Social Security and DOL requirements
  • Proficient in Excel, including pivot tables, basic calculations, VLOOKUPs, compiling and analyzing multiple and sometimes complex data sets
  • Strong presentation and communications skills
  • Thrives in a decentralized, fast-paced, evolving environment

Preferred Qualifications:

  • Progressing towards CEBS, CBP or CEP certifications
  • Experience with Mergers & Acquisitions
  • Experience with HRIS systems such as UKG and ADP to perform benefits related tasks

Disclaimer: This job description should not be construed to imply that these requirements are the exclusive standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as may be required. The employer has the right to revise this job description at any time. The job description is not be construed as a contract for employment.

Pavion is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law.

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 60-1.35(c)Learn More

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