Essential Duties & Responsibilities Include:

• Responsible for the accuracy of all benefits enrollments in the HRIS to provide vendors with accurate eligibility information

• Develop and implement a strategic approach to benefits administration, ensuring alignment with organizational goals

• Provide expert guidance on benefits strategy, recommending enhancements to attract and retain top talent

• Collaborate with the HR director and senior leadership to design and implement innovative benefits programs

• Lead HR presentations during new-hire orientations, fostering a culture of engagement and alignment with organizational values JD

• Assist SR. HR Generalists with the onboarding process, ensuring a seamless and personalized experience for new hires that reflects the company's commitment to employee success

• Provide strategic input into the development and improvement of the talent onboarding process

• Conduct regular assessments of benefits programs, identifying opportunities for optimization and cost-effectiveness.

• Assists employees regarding benefits claim issues and plan changes

• Responsible, in part with the HR director, for the open enrollment from start to finish

• Develop and implement risk mitigation strategies related to benefits, including thorough management of leave-of-absence and disability processes

• Take a leadership role in ensuring benefits programs comply with evolving regulatory requirements

• Provide strategic benefit/LOA guidance to executive leadership on HR-related aspects of mergers and acquisitions

• Oversee the enrollments of employees with carriers and process life status changes - ADP Benefit Administration

• Processes and administers all leave-of-absence requests and disability paperwork: medical, personal, disability and FMLA; Effectively interprets FMLA and ADA implications as they relate to leaves of absences/disabilities

• Responsible for the reconciliation of benefits monthly and follow up with payroll to ensure collection

• Responsible for mitigating workers compensation claims and reporting, timeline tracking, etc.

• First point of contact for managing UI claims and representing the company at appeals with or without the assistance of the HR Director

• Acquisitions: Provide support to HR during acquisitions, ensuring smooth integration and onboarding of employees. Training management in software, policies, and procedures