Human Resources Systems Administrator

At WIN Brands, we believe our people deserve more than just benefits—they deserve a thoughtful support system grounded in our core values: excellence, empathy, and integrity.

The Human Resources Systems Administrator enjoys blending thoughtful processes with people-centered service. In this role, the HR Systems Administrator helps lead the administration and continuous improvement of both our employee benefits programs and Human Capital Management (HCM) system.

The Human Resources Systems Administrator works across teams to ensure our HR systems are accurate, responsive, and aligned with evolving business needs. As a collaborative partner to HR, Payroll, and Finance, your work will help ensure our systems and programs reflect our commitment to care, equity, and compliance.

Essential job functions:

Benefits Administration

• Oversee the day-to-day operations of our benefits programs, including medical, dental, vision, life, disability, wellness, FSA/HSA, and 401(k).
• Coordinate Open Enrollment each year—from system setup and communications to testing and follow-up.
• Manage life events such as new hire enrollments, qualifying changes, terminations, COBRA, and leaves of absence.
• Act as the primary point of contact for benefits vendors and third-party administrators.
• Ensure all programs stay compliant with relevant federal and state regulations (ACA, ERISA, HIPAA, COBRA, FMLA, ADA, etc.).
• Support required audits and filings, such as Form 5500, nondiscrimination testing, and dependent eligibility reviews.
• Partner with Payroll and Finance to reconcile invoices and ensure accurate deductions.
• Create and maintain clear, accessible resources to help employees navigate their benefits with confidence.

HCM Administration

• Manage the configuration, updates, and ongoing improvement of our HR information system.
• Ensure employee data is complete, accurate, and up-to-date across systems.
• Build and manage automated workflows, reports, and dashboards to support HR and business operations.
• Troubleshoot system issues and partner with vendors for solutions and updates.
• Support internal users with training and guidance to encourage confident system use.
• Collaborate with key stakeholders to streamline processes and enhance the employee experience.

Qualifications

• Bachelor's degree in HR, Business, Information Systems, or equivalent work experience.
• Hands-on experience with U.S. employee benefits and HRIS platforms; experience with Paylocity is a plus.
• Familiarity with federal and state compliance requirements for employee benefits.
• Comfortable working with data—able to spot trends, resolve issues, and communicate insights clearly.
• Excellent communication skills, with the ability to explain complex topics in a straightforward and approachable way.
• Highly organized, proactive, and equally comfortable working independently or with a team.
• Certifications such as CEBS, SHRM, HRCI, or HRIP are a plus but not required.

Our Core Values in Action

Tech-Savvy & Thoughtful

• You use technology to simplify, not complicate—making processes more accessible and sustainable.

Compliance-Aware

• You bring a detail-oriented mindset to every process, helping ensure we stay ahead of evolving legal standards.

People-First

• You're driven by the desire to support others with clarity, empathy, and respect.

Analytical & Organized

• You bring structure to complexity and ensure our systems serve both people and business needs with precision.

INTENT AND FUNCTION OF JOB DESCRIPTIONS

Job descriptions assist organizations in ensuring that the hiring process is fairly administered and that qualified employees are selected. They are also essential to an effective appraisal system and related promotion, transfer, layoff, and termination decisions. Well-constructed job descriptions are an integral part of any effective compensation system.

All descriptions have been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Requirements, skills, and abilities included are the minimal standards required to perform the positions. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all-inclusive. Additional functions and requirements may be assigned by supervisors as deemed appropriate.

In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to accommodate disabled individuals. However, no accommodation will be made which may pose serious health or safety risks to the employee or others or which impose undue hardships on the organization.

Job descriptions are not intended as and do not create employment contracts. The organization maintains its status as an at-will employer. Employees can be terminated for any reason not prohibited by law.