- Maintain and Update Records: You'll be responsible for keeping employee records and benefits files up-to-date.
- Coordinate Daily Benefits Processing: This includes handling enrollments, terminations, and claims related to employee benefits.
- Advise Employees: You'll inform employees about the details of the company's benefit programs.
- Resolve Benefit-Related Issues: When employees have queries or requests, you'll address them promptly.
- Liaise with vendors and coordinate contracts for new and existing plans.
- Collaborate with payroll and ensure that employer contributions and payroll deductions are processed accurately and in a timely manner.
- Compliance and Benefit Audits
- Preferred: A bachelor's degree in human resources, business, finance, or a related field.
- Preferred Experience: At least 2 years of experience as a benefits administrator or in a similar role.
- Preferred Knowledge: Familiarity with relevant policies and regulations.
- Preferred Technical Skills: Proficiency in MS Excel.
- Soft Skills:
- Team Player: Collaborate effectively with colleagues.
- Communication and Interpersonal Skills: Clear communication is essential.
- Analytical Capabilities: Ability to analyze data and make informed decisions.
- Attention to Detail: Meticulous record-keeping is crucial.
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Benefits Administrator - Buffalo, United States - McGuire
Description
Full Time
Benefits administrators work within our company's human resources department and are responsible for planning and administering employee benefit programs. They communicate with employees, resolve benefit-related issues, and collaborate with other departments and external vendors.
Benefits Administrator Responsibilities:
Pay range $23-$25/hr
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 c)
