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Form of workMake the change and be the difference. Take ownership at MCB!
Established in 1960 with just one location in Morton, IL, Morton Community Bank (MCB) has grown to over 500 employees, 55 branch locations and over $5 billion in assets! We pride ourselves on our dedicated service to our customers and our communities, while placing much value on our internal assets, our employees. Each MCB employee OWNS a portion of the bank with our ESOP (Employee Stock Ownership Plan). The ESOP has proven to be a substantial benefit to employees upon retirement.
Enjoy the Benefits of working at MCB!
Employee Paid Voluntary Benefits:
Medical, Dental, Vision, Short-Term Disability, HSA, FSA, 401k.
MCB Paid:
Life and AD&D Insurances and Long-Term Disability, Vacation Days, Personal Days, and Paid Holidays.
Job Summary
Responsible for functions and tasks related to the employee benefits programs of the bank including, but not limited to, enrolling and orienting employees regarding benefit programs, paying insurance carriers for coverage, processing invoices, and voluntary payroll deductions.
Essential Duties & Responsibilities
• Direct and process new and current employees for enrollment into all health care benefits, makes dependent changes or other status changes to benefits coverage through UKG, orienting employees regarding programs and coverage, overseeing enrollment intake activities
• Provide routine and specialized employee benefits information to, and responds to inquiries from employees, retirees, carriers, physicians, attorneys, and others for a variety of subjects, including, but not limited to, benefits coverage, eligibility, claims procedures, work-related injuries, medical leaves, and disability status
• Prepare payment of insurance costs to vendors, reconciling monthly invoices, adding and deleting members, determining correct invoice totals
• Assist with employee maintenance processes including onboarding of new hires, job title and location changes, terminations, etc.
• Process mandatory and voluntary deductions for employee payroll records, maintaining and updating computerized records for premium contributions of part-time employees, Flexible Spending Accounts (FSA), etc.
• Provide exceptional customer service functions to internal and external clients, vendors and with all levels of staff
• Assist employee beneficiaries with life insurance and accidental life claims
• Process and submit all data for 1095 and 1094 annually
• Assist employees with FMLA requests, including but not limited to all follow up on certifications, extensions, etc.
• Assist with COBRA notifications, special forms, and/or correspondence to persons leaving employment, dependents of persons leaving employment, persons filing unemployment insurance claims, persons who are retiring, or persons placed on unpaid status regarding eligibility for continued coverage and periodic premium changes; advises retiring employees regarding benefit coverage options including Medicare.
• Process short and long-term disability information for all new claims, maintaining and updating appropriate records, transmitting payroll information to insurance carriers through file feeds.
• Update benefits costs as premiums change, ensuring correct costs charges to programs
• Establish, update, and retrieve electronic employee benefit files for all eligible employees
• Serve as an intermediary between employees, insurance carriers third-party administrators, and agents to resolve problems, answer questions, verify fund transfers/loans, and facilitate claims processes including life insurance, and FSA claims
• Conduct new employee orientations to ensure employees gain an understanding of benefit plans and enrollment provisions. Counsels employees (and potential employees/applicants) on plan provisions so that individuals can make informed benefit decisions. This includes all levels of employees including executives.
• Participates in Supervisory Training reviewing benefits, FMLA and eligibilities.
• Assist HR Benefit Manager with various research projects and/or special projects
Supervisory Requirements
Personnel Management: This position has no supervisory responsibilities.
Physical Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• The physical activities of this position may include climbing, reaching, standing, lifting, talking, hearing and performing repetitive motions.
• Medium exertion; exerting up to 50 pounds of force occasionally, and or up to 20 pounds of force frequently, and or up to 10 pounds of force constantly to move objects.
• The worker is required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; viewing a computer terminal.
Work Environment
The work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• The noise level in the work environment is usually moderate.
• Employees, who work 7 ½ continuous hours or more, must take a 30 minute uninterrupted lunch break no later than 5 hours after beginning their work day
Education and Qualifications
Essential:
• High school education and diploma
• BSA and other Bank related training through BAI is required annually
Desirable:
• Bachelor's Degree
Experience
Essential:
• Knowledge of customer service principles
• Relevant computer skills
Desirable:
• 2-4 years of experience
This job description is not an employment contract, implied or otherwise; therefore, employment relationship remains "at-will."
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)
