Benefits Analyst

1 month ago

Minneapolis, United States STRATACOR Enterprise, LLC Full time
GENERAL SUMMARY

The Benefits Analyst is responsible for administering and maintaining company benefit and retirement programs, including medical, dental, vision, life insurance, short-and long-term disability, 401(k) plan, workers' compensation, and wellness.This position informs and guides team members on benefit matters regarding eligibility, coverage, and provisions; compiles and maintains benefit records and documentation, and is responsible for compliance activities.

ESSENTAIL FUNCTIONS

  1. Conducts new-hire benefit orientation
  2. Respond to benefits inquiries from managers and team members on plan provisions, benefits enrollments, status changes, and other general inquiries
  3. Enroll team members with benefit carriers as necessary and process life status changes
  4. Enters changes and benefits enrollments in the Human Resources Information System (HRIS) to provide vendors with accurate eligibility information
  5. Respond to 401(k) inquiries from managers and team members relating to enrollment, plan changes, and contribution amounts; and manage the annual catch-up contribution enrollment
  6. Facilitates all benefit-related information and communication for team members, retirees, and COBRA for terminated team members
  7. Perform quality checks on benefits-related data
  8. Determines benefit eligibility and distributes all benefits enrollment materials to team members
  9. Administers open enrollment process
  10. Acts as a liaison with insurance brokers
  11. Assists with processing and administering leave-of-absence requests and disability paperwork: medical, personal, disability, and FMLA as needed
  12. Provide necessary reports for allocation/billing charges
  13. Responsible for regulatory reporting activities and requirements; such as notices, Affordable Care Act (ACA), creditable coverage, audits, etc.
  14. Responsible for recording and providing follow-up on Worker's Compensation; and applicable regulatory obligations (i.e. OSHA 300A)
  15. Reviews and authorizes all bi-weekly benefit changes for accuracy
  16. Promotes a healthy lifestyle to team members through communications, wellness program initiatives, and educational events for team members
  17. Other duties as assigned
REQUIRED KNOWLEDGE, SKILLS AND ABILITIES
  1. Strong knowledge benefits administration processes
  2. Effectively interprets Americans with Disabilities Act (ADA), Family & Medical Leave Act (FMLA), and other leave law implications as they relate to leaves of absences/disabilities
  3. Knowledge of Workers' Compensation record keeping and reporting requirements
  4. Excellent interpersonal, verbal, and written communication skills
  5. Excellent organizational and time management skills
  6. Strong analytical skills and attention to detail
  7. Experience using Microsoft Office applications, specifically Excel
  8. Ability to maintain a high-level of confidentiality
  9. Ability to work independently
REQUIRED EDUCATION AND EXPERIENCE

Required:
  1. Bachelor's degree in HR or related field and/or equivalent work experience; plus
  2. A minimum of four (4) years of experience administering benefits in Human Resources
  3. Experience working with Ultimate Software (UKG Pro) or similar Human Resources Information System (HRIS) software
Preferred:
  1. SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) certification credential
  2. CEBS designation a plus
  3. Business intelligence report writing a plus
RELATIONSHIPS
  1. Reports To: Vice President, Human Resources
  2. Directly Manages: None
  3. Internal and external relationships: Internal management and non-management team members, external benefit vendors, UKG and other regulatory agencies


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)

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