At Munson, we create transformational arts experiences that cultivate curiosity, creativity, enlighten, educate, and inspire. We are seeking a full-time HR professional to join our fun-loving team! The Benefits and Compliance Administrator reports to the Director of Human Resources, and is responsible for the coordination and administration of Munson's employee benefit programs, leave of absence and ADA Administration, HR audits and compliance, and benefit education. This role is well-suited for an experienced HR pro who is committed to providing comprehensive benefit and leave administration, and ensuring compliance with all applicable regulations.
We enjoy a Monday through Friday, 35 hour / week conveniently located in Utica, NY.
Our Culture :
Munson is committed to community engagement and to building a diverse and inclusive workplace. We encourage applications from all qualified candidates, regardless of background, and welcome the unique perspectives and experiences they bring. If your skills and qualifications align with this opportunity, we invite you to apply to join our team. This position will model the values and culture of the organization to colleagues and the public by being welcoming, inclusive, and respectful and will value collaboration across the organization.
Essential Job Functions :
Key Responsibilities :
Benefits / Total Rewards Strategy & Administration :
- Administer and oversee the benefit / total rewards programs including but not limited to medical / dental / vision / life insurance plans, retirement plans, medical and non-medical leaves of absence, voluntary benefit plans, STD / LTD, wellness initiatives, employee recognition programs, and other benefit programs / strategies.
- Work with employees and managers to coordinate leave requests, documentation, and return-to-work processes. In partnership with the Director of HR, oversee reasonable accommodation requests and ensure compliance with the ADA.
- Analyze and recommend enhancements to the total rewards program, considering both monetary and non-monetary benefits that align with organizational goals and budget, support our culture, meet the needs of employees, and enhance employee engagement and retention initiatives.
- In collaboration with the Director of Human Resources, partner with benefit brokers to evaluate and negotiate benefit offerings, ensuring competitive and compliant programs.
- Lead and manage the annual open enrollment process to meet established deadlines; develop timelines and communications to employees regarding the annual process and updates; and implement updates in the HRIS system (ADP) as needed.
- Develop and maintain clear, concise, and engaging benefit communication materials (e.g., employee handbooks, recruitment marketing, etc.) to educate employees and prospective employees on total reward package(s) in partnership with the internal communications team and Director of HR.
- Conduct regular plan assessments and maintain timely retirement plan records (TIAA) and transactions to ensure compliance with all regulations and plan requests.
- Prepare and submit any applicable records and reports to ensure compliance with federal, state and local laws and regulations including but not limited to filings for FMLA, 5500's, ACA, DOL, ERISA, etc.
HR Audit and Compliance :
Prepare, facilitate, and manage the timely audit processes for the department. Maintain accurate records and reports as required by regulatory agencies and the Finance / Accounting Department.As a subject expert on federal and NYS benefits and leave laws, ensures organizational compliance. Collaborate with the Director of HR to prepare communication plans regarding updates as needed.Develop and implement policies related to new employee benefits and / or leave policies; update as needed.Actively participate in legal / compliance webinars and training to ensure the organization is compliant and up-to-date.Maintain policy updates for the Employee Handbook.Compensation Administration :
Under the direction of the Director of HR, develop and maintain salary structures and job classifications; analyze market trends to structure a compensation philosophy that fits within budget guidelines.Research and identify market trends and best practices by participating in annual market and industry surveys to benchmark standards. Conduct market research to inform compensation strategies and make recommendations for Munson's compensation program.Provide analytical support and analysis for various compensation projects as assigned.Partner with the HR team on the administration of compensation changes, annual merit / promotion cycles and job evaluationsCollaborate with department leaders and Director of HR as needed to assess job roles and responsibilities, ensuring proper classification and equitable compensation.HRIS :
Maintain accurate and timely entry of HR records and information; design and prepare reports using the HRIS system (ADP) related to benefits, compensation, and compliance metrics; present reports / data for management review and utilization.Analyze data to identify trends in benefits, compensation and compliance and make recommendations as needed using KPI's and industry benchmarks to enhance employee satisfaction and retention while maintaining budget goalsBudget Management :
Provide support to the Director of HR to prepare and manage the annual HR budget, focusing on benefits and compensation expenditures and trends. Monitor spending against budget throughout the year.Provide quarterly reports and updates as needed to the Director on budget status and forecasted expenses.Conduct financial analysis to evaluate the cost-effectiveness of benefits programs and make data-driven recommendations for improvements or changes.Collaboration and Support :
Serve as a trusted confidential resource for employees regarding benefits and compensation inquiries. Provide guidance and support in a timely manner.Foster a collaborative environment by working closely with the HR team and other departments to promote HR and organizational strategic initiatives.Work closely with the HR team and administration to align benefits / total rewards and compensation strategies with overall HR initiatives, such as talent acquisition, performance management, and employee engagement.Participate in the development and delivery of training sessions for employees and managers on benefit, compensation, and compliance topics to enhance understanding and / or utilization of programs.Qualifications :
Qualified candidates must have the ability to work collaboratively within a small (and fun!) team and embrace a culture where diverse perspectives and experiences are valued. The ideal candidate will bring with them strategic and forward-thinking HR practices and has the ability to recommend and embrace new, creative solutions.A bachelor's degree in Human Resources, Business Administration, or a related field is required or the equivalent amount of professional HR experience and continuing education (such as HR certification) from which comparable skills and depth of experience have been attained may be considered in lieu of a formal degree.Proven experience managing current-day employee benefit programs and total rewards initiatives, compensation administration, and HR compliance required, preferably within a non-profit or arts organization. 5 or more years of experience in benefits / total rewards, compensation administration, and HR compliance is required.Comprehensive knowledge of state and federal statutory benefit laws and leave requirements / regulations required.Demonstrated ability to have a strong attention to detail and impeccable follow through.Analytical and problem-solving skills and strong math skills (using Excel) required.Demonstrated proficiency with a HRIS system(s) required; experience with ADP preferred.Must be able to effectively and confidently conduct presentations to diverse audiences.Excellent communication and interpersonal skills, with a collaborative approach to problem-solving required. Ability to communicate effectively with staff at all levels of the organization is essential.HR Certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP, SHRM-HRBP) is highly desired.
