Senior Administrator, Benefits, Human Resources, South Bend, IN

POSITION SUMMARY Responsible for managing, administering, and advising employees and management on the healthcare benefits, benefit policies, programs and procedures.

ESSENTIAL REQUIREMENTS

• Analyzes and evaluates the employee benefit healthcare benefit programs. Evaluates the services, coverage, and options available through healthcare companies. Recommends benefit plan changes to management.
• Communicates and advises employees on the company healthcare and disability benefit programs as it relates to the individual's eligibility, coverage, provisions, policies and procedures, and paid time off. Acts as a liaison between the employee and vendor.
• Manages the administration of the benefit plans, including the funding and payment of benefit premiums and self-accounting bills. Ensure compliance with applicable government regulations. Ensure timeliness and accuracy of required reporting and fees.
• Maintains benefits records and documents necessary for implementing benefits coverage.
• Communicates with employees regarding their needs for leave and / or modified work schedules. Ensures that employees are aware of their responsibilities and of any documentation and notice required to qualify for and to take leave.
• Handles the FMLA leave administration process from the employee's initial notice of the need for leave to the return to work. This includes gathering and completing all required paperwork, determining leave eligibility, designating leave as FMLA-qualifying, requesting medical certification as needed, and accounting for intermittent and reduced schedule leave use.
• Maintains reasonable communication with employees on leave to facilitate smooth and timely return to work; relays communication between employees and their managers during leave within reason.
• Advises managers and employees on the interaction of leave laws with paid time off, workers' compensation, and short-term and long-term disability benefits.
• Oversees the return-to-work process for employees returning from extended FMLA, workers' compensation, or other leave(s).
• Facilitates other leave requests, which may include accommodation requests under the ADA.
• Administers other company time-off programs as assigned in accordance with internal policy and applicable laws.
• Provides customer service support to internal and external customers. Develop communication tools to enhance understanding of the company's benefits package.
• Stays abreast of HR trends and innovative techniques, legal regulations, and practices as it relates to benefits.
• Partners in the development and implementation of effective policies and procedures.
• Responsible for the completion of all compliance training related to the position.
• Must understand all applicable laws and regulations that apply to the position and comply with the requirements.

NON-ESSENTIAL FUNCTIONS

EXPERIENCE / SKILLS

EDUCATION Bachelor's degree required.

TRAVEL REQUIREMENTS Ability to travel as needed for meetings, projects, seminars, etc.

PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals to perform the essential functions.

While performing the duties of this job, the employee is required to sit, stand and walk; use hands and fingers to operate keyboard and other office equipment; reach with hands and arms; and talk or hear. The employee is occasionally required to stoop or kneel. The employee may occasionally lift and / or move up to 10 pounds.

EQUIPMENT MS Office PC, fax, phone and standard office equipment

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)