Manager Benefits

POSITION SUMMARY

The Benefits Manager administers, directs, and reviews the benefit and retirement programs for the Health System. Designs, implements, and monitors benefit programs that contribute to growth by ensuring that benefits are competitive and designed and managed to attract and retain a top-quality workforce. Ensures that policies, procedures, and programs are in alignment with the organization’s overall strategic objectives and Human Resources vision. Responsible for management of all group benefit plans including retirement program.

ESSENTIAL FUNCTIONS

• Participates as a member of the HR leadership team.
  • Manages assigned departmental staff and operations within established fiscal guidelines.

  • Adheres to all relevant policies and procedures.

  • Assists with budget preparation for operations, capital equipment, and personnel in compliance with established guidelines and time parameters.

  Supervises and evaluates the performance of direct reports. Ensures assigned staff meet the minimum qualifications of their positions at all times including licensure, certification and registration, if applicable.
  

• Maintains and ensures staff development and professional competency through appropriate continuing education and development programs.
  • Assesses, develops, implements and reviews orientation, training and career development programs based upon and intended to satisfy the needs of the department.

  Promotes and encourages professional growth and development of departmental staff on an ongoing basis.
  

• Assures legal and regulatory compliance of assigned HR activities, policies, procedures and records.
  • Assists in development and administrations of policies, procedures and guidelines in order to accomplish departmental objectives.

  • Manages audits of HR processes.

  • Oversees the development of legally and ethically sound policies.

  • Promotes consistent application of policies, procedures, and programs across the organization.

  Stays current on new developments, legislation and best practices and identifies opportunities for the organization to improve the overall efficiency and effectiveness of its programs
  

• Develops, communicates and administers competitive benefit and retirement packages that are cost effective and consistent with labor market trends and organizational objectives.
  • Measures the effectiveness of benefits programs and recommends improvements.

  • Ensures compliance with all governmental regulations related to retirement and benefits programs.

  • Provides leadership to and direct supervision of benefits’ team members through effective coaching and performance management.

  • Resolves disputes and communicates with employees in cases that cannot be routinely handled by members of the benefits team.

  • Oversees the review, communication, and implementation of the annual open enrollment process.

  • Ensures the overall competitiveness of programs through the completion of benefit surveys and analyzing survey data and making recommendations for changes as necessary.

  • Consults with Mount Nittany Health’s benefits broker to identify opportunities for cost savings in all benefit plan areas.

  • Ensures all required reporting is completed on time, including but not limited to ACA compliance and reporting, Form 5500 completion and submission, Section 125 Plan Document updates, pension plan reporting, and required notifications to employees.

  • Assists in maintaining the human capital management (HCM) team system include development of test strategy documentation and project plan, writing test scripts, coordinating testing resources, and project management.

  • Collaborates with compliance teams (HR/Quality/Risk Management/Compliance) to research, document, and implement systems/processes related to legal or other compliance requirements.

  Ensures accurate end user documentation, quick reference guides and video snippets are developed and updated for all HRIS processes.
  

• Reviews annual budget for supported areas.
  • Assists in the preparation of initial draft of budget for operating, capital equipment, and personnel in compliance with established guidelines and time parameters.

  • Controls and monitors costs, analyzes and reconciles budget variances and takes appropriate action with other HR Leadership in collaboration with CHRO.

  • Coordinates with other members of the HR team, informational services, and finance department to ensure data consistency. Creates detailed reports on HR costs.

  Manages assigned departmental staff and operations within established fiscal guidelines.
  

Manages all performance aspects of the total rewards: career planning/growth counseling in collaboration with education & organizational development teams, continuous improvement, recognition, productivity, and development of strategies to deliver superior customer service.

• Develops communication tools for benefit and retirement programs for both internal customers and job candidates.

Benefits Administration

• Responsible for all aspects of plan design, implementation, and administration for the following programs:
  • Health, dental, and vision care

  • Retirement income programs (system sponsored programs and voluntary programs)

  • Life insurance

  • Disability income protection

  • Paid time off

  • Educational reimbursement

  • Child care subsidy

  • Wellness Program

  Employee recognition program
  

• Conducts ongoing evaluation of program with the goal of designing programs suitable for employees at various stages of the life cycle.
• Participates in annual negotiations with vendors and manage the relationships with vendors and consultants.
• Creates and implements financial planning and retirement planning educational programs designed to assist staff members in making optimal decisions regarding lifestyle transitions and meeting personal financial goals for retirement.
• Monitors payroll interface to ensure compliance and data integrity.
Develops techniques for compiling, preparing and presenting data.

Education:

• Bachelor’s degree in Human Resources or related area.
MBA or graduate-level degree in related field preferred.

License/Certification/Registration:

• Relevant professional designation (PHR, SPHR, CEBS, CMS) is preferred.