Benefits & Hris Analyst

GENERAL SUMMARY

The Benefits and HRISAnalyst is responsible for assisting with the administration of HRIS benefits and retirement programs, including medical, dental, vision, life insurance, short- and long-term disability, 401(k) plan and wellness program; as well as any other HRIS updates and changes for new hires, promotions, terminations, salary changes, incentives and licensures. This position is also responsible for Workers' Compensation and other compliance related activities.

This position is offered by AbōvaTalent, LLC, a subsidiary of Stratacor and affiliate of Delta Dental of Minnesota.

ESSENTIAL FUNCTIONS

1. Administers HRIS changes and benefits enrollments in the HRIS to provide vendors with accurate eligibility information
2. Assist with new-hire benefit orientation
3. Perform quality checks of benefits-related data
4. Distribute all benefits enrollment materials and determine eligibility
5. Enroll employees with benefit carriers as necessary and process life status changes
6. Respond to benefits inquiries from managers and employees on plan provisions, benefit enrollments, status changes and other general inquiries
7. Processes and administers leave-of-absence requests and disability peperwork: medical, personal, disability and FMLA
8. Effectively interprets ADA, FMLA and other leave law implications as they relate to leaves of absences/disabilities
9. Respond to 401(k) inquiries from managers and employees relating to enrollment, plan changes and contribution amounts. Manage the annual catch-up contribution enrollment.
10. Adminsiter open enrollment process
11. Provide necessary reports for allocation/billing charges
12. Responsible for regulatory reporting activities and requirements
13. Responsible for recording and providing follow-up on Workers' Compensation; and applicable regulatory obligations (i.e. OSHA 300A)
14. Reviews and authorizes all bi-weekly benefit changes for accuracy
15. Promotes a healthy lifestyle to employees through communications, wellness program initiatives and educational events for employees
16. Other duties as assigned

REQUIRED KNOWLEDGE, SKILLS AND ABILITIES

1. Strong knowledge of employee benefits and applicable laws
2. Excellent interpersonal, verbal and written communication skills
3. Excellent organizational and time management skills
4. Strong analytical skills and attention to detail
5. Experience using Microsoft Office, specifically Excel
6. Ability to maintain a high-level of confidentiality
7. Ability to work independently
8. Required: Demonstrated full proof of vaccination against COVID-19 prior to start date
   
   • As an equal opportunity employer, we will make accommodations for individuals who cannot be vaccinated in accordance with applicable law.

WORK ENVIRONMENT/PHYSICAL DEMANDS

1. Travel Requirements:Minimal 0-10%
2. Weight Lifting Requirements:Up to 25 lbs.

REQUIRED EDUCATION AND EXPERIENCE

Required:

1. Bachelors degree in HR or related field and/or equivalent work experience; plus
2. A minimum of two (2) years experience administering benefits in Human Resources
3. Experience working with Ultimate Software (UKG) or similar Human Resources Information System (HRIS) software

Preferred:

1. SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) certification credential
2. CEBS designation a plus
3. Business Intelligence report writing a plus

RELATIONSHIPS

1. Reports To: Associate Vice President, Human Resources
2. Directly Supervises: None
3. Internal and External Relationships: Internal management and non-management employees, external benefit vendors, UKG and other regulatory agencies

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)