What are the responsibilities and job description for the BENEFITS SPECIALIST position at Melwood?
BENEFITS SPECIALIST
Located in Upper Marlboro, MD, the Benefits Specialist's core working hours are 8:30 am to 5:00 pm, Monday through Friday.
INTRODUCTION
The incumbent in this position is responsible for administering competitive employee health and welfare plans that meet employees' needs and set Melwood in a position as an Employer of Choice. This position reports to the Total Rewards Manager.
- Ensures all benefit programs offered to employees are appropriately administered. Administration of benefits includes but is not limited to timely enrollments and terminations from all insurance/benefit plans; maintenance of proper deductions from payroll for identical using payroll and HR databases; ensuring carrier bills are reconciled with current enrollment and paid in a timely and efficient manner; and providing plan ID cards and other plan materials are ordered and delivered to employees as needed.
- Must be technically competent and remain up to date with legal requirements affecting benefit programs, including, but not limited to, SCA, ERISA, COBRA, HIPAA, FMLA, and Section 125. Ensure that all appropriate notices to employees and others following Federal and State Laws governing the continuation of benefits and coverage certification are communicated promptly and accurately.
- Communicates benefit options to employees, parents/guardians, manager, and Vocational Specialists so employees may understand and use their coverage. Communication of benefits encompasses new employees and meetings with current employees, managers, and supervisors.
- Coordinate with insurance carriers, third-party administrators, and consultants in administering benefits and claims.
- Develop standard operating procedures (sop), policy and procedures, reports, frequently asked questions (FAQ), and other documents to support the benefit plans.
- Compiles data and develops reports for monitoring and tracking monthly and annual benefits costs and trends.
- Validates HRIS system and data.
- Partners with SCA H&W plan third-party administrator to ensure that health and welfare payments are accurate and compliant.
- Represents Melwood's Human Resources at internal and external meetings/functions as needed.
- Completes special projects and performs other duties as assigned.
- Essential Functions
SUPERVISION RECEIVED
The HR Director of Administration supervises the Benefits Specialist's position.
SUPERVISION EXERCISED None.
PHYSICAL QUALIFICATIONS
Must be able to sit at least 85% of the time; stand/walk 15% of the time; must be able to lift, carry, push and pull 30 lbs.; must be able to speak, hear, and see. These requirements are necessary to accomplish all essential functions within this job description.
QUALIFICATIONS
The Benefits Specialist's position requires a bachelor’s degree in business, human resources, or a related field and a minimum of 5 years of direct job-related benefits experience. A Master's degree, PHR, SPHR, CBP, or CEBS may count for two years of the experience requirement.
The position requires excellent customer service, high organization, and communication skills, managing multiple priorities, and meeting firm deadlines. Must be familiar with applicable state and federal regulations and compliance requirements affecting employee benefit programs, including but not limited to SCA, ERISA, COBRA, HIPAA, and Section 125 programs.
The candidate must have proficiency in Microsoft Office software, particularly Excel. HRIS/Payroll programs and is required, preferably UltiPro. PHR, CBP, or CEBS certification preferred. Experience working with all levels (entry to executive) of employees and those with differing abilities.
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)
