HRIS/BENEFITS MANAGER

As the HRIS/Benefits Manager, you are a collaborator who provides support, mentorship, and point of view to the HR Team and leaders within the organization in relation to HRIS, benefits, leave of absence, and other strategic initiatives.

The HRIS/Benefits Manager at GHP is a true ambassador of GHP Culture and Vision and strives to create a better future for GHP. You are responsible for performing HR-related duties on a professional level while carrying out responsibilities in the functional areas of benefits and leave of absence administration, and HRIS. You are the subject matter expert and administrator.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

The essential functions described are a summary of the role’s regular duties and responsibilities. Other duties may be assigned.

1. Leadership

• Promote and uphold company values, policies, and initiatives.
• Provide guidance, training to managers and employees on benefits, HRIS updates, and system maintenance.
• Identify and recommend new approaches, policies, and procedures to continually improve efficiency of the department and services performed.
• Along with the HR team, contribute to the new hire onboarding experience by preparing necessary documents, new hire packets, and presenting essential information to ensure a smooth new employee experience.
• Work closely with HR colleagues on special projects as assigned.

1. HRIS Management:

• Collaborating closely with the VP of Human Resources, responsible for vendor relationship management and making strategic recommendations on HRIS design and configurations.
• Develop strategic plans for HRIS optimization and automation in partnership with stakeholders.
• Execute and implement HRIS strategy enterprise wide.
• Manage large system updates, processes, and functionality of systems.
• Identifies reporting needs and develop reports to support and inform business objectives.
• Work closely with the HR team on all system functionality improvements and changes, including evaluation of existing systems and processes and making recommendations for changes as necessary.
• Audit HRIS records and configurations for accuracy.

1. Benefits Management:

• First point of contact for employees’ benefit-related inquiries and enrollment questions.
• Oversee benefit enrollment during open enrollment periods, new hire onboarding, and life event changes for employees.
• Manage carrier uploads for contributions, changes, and terminations.
• Work with leaders and insurance brokers on plan renewal assessments, ensuring alignment with the company’s culture, budget, and needs of the employees.
• Manage COBRA notifications through carrier.
• Respond to questions related to day-to-day transactions for 401k plan.
• Oversee the annual 401(k) audit and be the primary resource for the auditor.
• Work closely with vendors and perform benefits administration, including change reporting, approving invoices for payment, and communicating benefits information to employees.

1. Leave of Absence Administration:

• Proficiency in federal and state leave of absence regulations, including FMLA, CFRA, PDL, and Bereavement; ensure continued up-to-date training of leave of absence regulatory changes.
• Act as the first point of contact for employees seeking leave of absence by responding to questions and concerns.
• Engage in the interactive process with employees, ensuring they are well informed of their rights, obligations, and the procedures through adequate and required correspondence.
• Ensure benefit continuation during leave of absence as required.
• Accurately classify and track leave of absence.
• Respond to EDD inquiries as they pertain to leaves of absence and disability claims.
• Work with the HR Team to assess the potential need for temporary staffing and confer with the manager on estimated leave times during the period of absence.

1. Compliance & Reporting:

• Ensure the accuracy and timely filings of compliance documents and maintain up-to-date records; ensure employee plan communications meet regulatory requirements, i.e. ERISA, Form 5500, NDT, summary plan reports, ACA, etc.
• Work closely with external auditor and the VP of Human Resources on 401k audit process
• Ensure compliance with ADA, COBRA, ERISA and other local, state, and federal regulations.
• Prepare census and other data reports as requested by brokers and carriers.

• Work with HR Business Partner and company leaders to develop actionable, on-going reporting to inform business decisions.