What are the responsibilities and job description for the Employer Services - Manager, Business Operations position at Manager, Business Operations - Team Georgia Careers?
ERS Job Title: Business Operations Manager
Division: Employer Services
Job Profile Summary
Under the direction of the Employer Services Division Director, this incumbent is responsible for assisting in planning, and assigning and reviewing the work of pension reporting analysts. The manager reviews, evaluates, and processes employer pension related transactions including payments, reconciliations, adjustments and retiree return to work reporting. The position will be responsible for training employers and internal staff on reporting procedures. Also, provides research assistance and manages projects as required.
Job Responsibilities & Performance Standards
· Supervises, trains and develops pension reporting analyst to ensure timely receipt of monthly contributions, reports, and rehired retiree data
· Manages various employer reporting processes such as the allocation of employer cash receipts, and procedures for resolving premature or invalid data submissions
· Reviews assigned employers monthly reports, data files and cash receipts to ensure proper reconciliation and exception processing
· Trains pension reporting analyst on monthly invoice process and procedures for maintaining contact database
· Serves as team lead on department projects, interfacing with IT and accounting staff as required
· Work with Division Director to development department policies and procedures
· Support pension analyst by reviewing employer data and resolving miscellaneous issues
· Troubleshoots employers web reporting issues, provides training to employers on all phases of reporting, and handles all escalated reporting issues or requests from employers
· Prepares employer communications as required
· Prepares daily ACH debit confirmation with bank
· Interfaces with TRS accounting to resolve issues with cash receipts or accounts payable
· Responds to internal requests from member services regarding account adjustments and prior period changes
Technical Competencies Required for Job
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Plan Provisions (ex: |
§ Identifies, understands & explains eligibility |
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Eligibility Requirements, |
§ Ability to research & evaluate exceptions |
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Rehired Retirees) |
§ Ability to train pension reporting analysts and employers on regulations, laws, plan provisions and policy changes |
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Computer/Technical Capability |
§ Act as an expert user with PeopleSoft , PARIS, and web module |
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§ Identify and resolve system related issues |
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§ Advanced use of MS Office software; ability to use the more complex Excel formulas and tables for data manipulation |
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§ Ability to write business rules for pension and web modules |
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§ Understanding of system processes and data flow |
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Employer Services |
§ Ability to interpret complex data and resolve issues |
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Processes |
§ Ability to audit, review and approve (QC) Employer Services processes |
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§ Ability to create & deliver training to other team members |
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§ Ability to develop, communicate and maintain quality measures |
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§ Proactively seeks opportunities to improve and enhance the benefits administration processes |
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§ Ability to interpret complex data and resolve any issues Þ Employer Reporting flow Þ Knowledge of data conditions Þ Knowledge of edits Þ Knowledge of business rules |
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Project Management |
§ Project management: Þ Ability to manage small projects and develop effective project plans (deliverables (scope), milestones, timelines, etc.) Þ Ability to manage one or multiple projects |
Statewide Core Behavioral Competencies Required for Job
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Advanced Level Competencies Highly developed knowledge, understanding, and application of the competency required to be successful in the job and organization (total mastery); Can apply knowledge outside of the scope of one’s position; Is able to coach or teach others on the competency; Has a long-term perspective; Helps develop materials and resources in the competency. |
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Results Orientation |
Consistently delivers required business results; sets and achieves achievable, yet aggressive, goals; consistently complies with quality standards and meets deadlines; maintains focus on Agency and State goals |
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Teamwork and Cooperation |
Cooperates with others to accomplish common goals; works with employees within and across his/her department to achieve shared goals; treats others with dignity and respect and maintains a friendly demeanor; values the contributions of others |
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Judgment and Decision Making |
Analyzes problems by evaluating available information and resources; develops effective, viable solutions to problems which can help drive the effectiveness of the department and/or State of Georgia |
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Proficient Level Competencies Detailed knowledge, understanding, and application of the competency required to be successful in the job; Ability to handle non-routine problems and situations; Requires minimal guidance or supervision / works independently; Consistently demonstrates success in the competency; Capable of assisting others in the application of the competency. |
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Accountability |
Accepts full responsibility for self and contribution as a team member; displays honesty and truthfulness; confronts problems quickly; displays a strong commitment to organizational success and inspires others to commit to goals; demonstrates a commitment to delivering on his/her public duty and presenting oneself as a credible representative of the Agency and State to maintain the public’s trust |
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Customer Service |
Understands that all State employees have external and/or internal customers that they provide services and information to; honors all of the State’s commitments to customers by providing helpful, courteous, accessible, responsive, and knowledgeable service |
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Judgment and Decision Making |
Analyzes problems by evaluating available information and resources; develops effective, viable solutions to problems which can help drive the effectiveness of the department and/or State of Georgia |
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Basic Level Competencies Basic understanding or knowledge needed for the job; Basic understanding and knowledge sufficient enough to handle routine tasks; Requires some guidance or supervision when applying the competency; Understands and can discuss terminology and concepts related to the competency |
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Talent Management |
Clearly establishes and communicates expectations and accountabilities; monitors and evaluates performance; provides effective feedback and coaching; identifies development needs and helps employees address them to achieve optimal performance and gain valuable skills that will translate into strong performance in future roles |
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Advanced Level Competencies Highly developed knowledge, understanding, and application of the competency required to be successful in the job and organization (total mastery); Can apply knowledge outside the scope of one’s position; Is able to coach or teach others on the competency; Has a long-term perspective; Helps develop materials and resources in the competency. |
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Organizing |
Able to keep projects moving toward completion; able to keep track of many things that must be done within a given timeframe; able to act according to priorities; able to balance workload demands |
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Proficient Level Competencies Detailed knowledge, understanding, and application of the competency required to be successful in the job; Ability to handle non-routine problems and situations; Requires minimal guidance or supervision / works independently; Consistently demonstrates success in the competency; Capable of assisting others in the application of the competency. |
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Communication |
Respectfully listens to others to gain a full understanding of issues; comprehends written material; presents information in a clear and concise manner orally and in writing to ensure others understand his/her ideas; appropriately adapts his/her message, style, and tone to accommodate a variety of audiences |
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Flexibility |
Adapts to change and different ways of doing things quickly and positively; does not shy away from addressing setbacks or ambiguity; deals effectively with a variety of people and situations; appropriately adapts one’s thinking or approach as the situation changes |
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Initiative |
Proactively identifies ways to contribute to the State’s goals and missions; achieves results without needing reminders from others; identifies and takes action to address problems and opportunities |
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Negotiation and Influence |
Effectively represents his/her position on issues to gain support and buy-in from others; generates multiple alternatives to a problem to meet the needs of other stakeholders; works to achieve win-win outcomes that others can accept; appropriately utilizes settlement strategies, such as compromise |
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Cultural Awareness |
Demonstrates an open-minded approach to understanding people regardless of their gender, age, race, national origin, religion, ethnicity, disability status, or other characteristics; treats all people fairly and consistently; effectively works with people from diverse backgrounds by treating them with dignity and respect |
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Problem Solving |
Applies creative problem-solving skills to his/her work to develop solutions to problems; recognizes and demonstrates the value in taking “smart” risks and learning from mistakes; ability to identify the root cause of a problem; able to apply general rules or principles to arrive at a solution |
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Ethical Integrity |
Upholds the highest personal and business standards, demonstrates honesty, is able to maintain the trust of others; does not jeopardize business relationships for personal gain; able to maintain confidential information. |
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Teaching Others |
Enhances the capabilities of the organization by openly and effectively sharing his/her subject matter expertise with others; supports a continuous learning environment by preserving and compiling intellectual capital which can be used by others within his/her work group, department and State entities, as appropriate |
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Basic Level Competencies Basic understanding or knowledge needed for the job; Basic understanding and knowledge sufficient enough to handle routine tasks; Requires some guidance or supervision when applying the competency; Understands and can discuss terminology and concepts related to the competency |
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Creativity and Innovation |
Applies creative problem-solving skills to his/her work to develop solutions to problems; recognizes and demonstrates the value in taking “smart” risks and learning from mistakes; develops multiple alternatives and understands the feasibility of each; effectively shares and implements his/her ideas |
Bachelor’s degree in business or related field from an accredited college or university AND three years of experience managing professional level staff OR Seven years of related professional experience AND three years managing professional level staff.
ERS Career Development Levels
· Manager 2, Business Operations
· Senior Manager, Business Operations
· Senior Manager 2, Business Operations
Work Environment
This is a general office environment consisting of cubicle desk space. Ambient room temperatures, lighting and traditional office equipment are provided as found in a typical office environment.
Physical Demands
Individuals working in this job are required to multi-task while seated. This includes answering phone calls, research information, and typing using computers throughout the workday. Also may require walking periodically, primarily on a level surface. Must be able to reach above shoulder height, below the waist, or lift (up to 25 pounds) to file documents or store materials.
Statewide Entry Qualifications