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Benefits Specialist

1 month ago

Glen Allen, United States TriMech Services Full time
DUTIES AND RESPONSIBILITIES

  • Coordinate daily benefits processing for our full-time employees and contractors for our Staff Augmentation division including: Benefits enrollments for U.S-based employees and contractors, COBRA, terminations, changes, beneficiaries, disability, accident and death claims, rollovers, distributions, loans, hardships and compliance testing.
  • Conduct onboarding new hires by explaining the company's benefit programs.
  • Reviewing, recommend and implement new benefits programs. Examine possible plan designs and benefits cost changes.
  • Serve as primary contact for plan vendors and third-party administrators.
  • Collaborate with Payroll to ensure timely processing of monthly billings and the preparation of payment for all group plans.
  • Coordinate transfer of data to external contacts for services, premiums and plan administration.
  • Post benefits payment journal entries
  • Maintenance employee benefits files, group benefits database and update employee payroll records.
  • Ensure compliance with labor regulations.
  • Provide support to employees in various HR-related topics such as leaves and compensation and resolve any issues that may arise
  • Enhance job satisfaction by resolving issues promptly.
REQUIREMENTS
  • At least 3 years of proven experience working in USA benefits administration
  • Bachelor's degree in human resource management or related field a plus
  • Hands-on experience with HRIS/payroll systems - UKG and Bullhorn experience is a plus
  • Experience working with multiple states is a plus
  • Experience working with government contractors a plus
  • Well versed with US labor legislations on federal and state level
  • Excellent communication and interpersonal skills
  • Strong organization and time management skills
  • Detail-oriented


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)