Benefits & Compensation Specialist

Essential Responsibilities:

• Conducts in-depth research to ensure the organization provides the most cost-effective and viable benefit packages to their team members.
• Design, evaluate and modify compensation, benefits, and wellness policies to ensure that programs are current, competitive, and in compliance with legal requirements.
• Advises in the preparation of budgets for MGI for applicable scope of expertise and management.
• Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.
• Manages MGIs incentive programs and Core Value Awards.
• Partners with benefit and wellness vendors and facilitators to ease the understanding of organization’s total benefit system; to include but not limited to all the portfolio of company’s benefits (medical, dental, vision, retirement, etc.)
• Prepares material to promote benefits and compensation as a tool of employment branding.
• Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues.
• Processes and coordinates every administrative aspect associated with the management of team member benefits, wellness and compensation for MGI.
• Administers the open enrollment process, regular enrollments including new hires and all day-to-day aspects of benefits administration and compensation changes.
• Responsible for team member benefits and compensation related data integrity in HR management system including distribution of relevant metrics.
• Direct preparation and distribution of written and verbal information to inform team members of benefits, overall wellness, compensation, and personnel policies.
• Prepares and maintains integrity of programs, including personnel files, transactions, and associated payroll processes in accordance with applicable statutes and appropriate requirements.
• Performs proper reconciliation and on-time benefit processing in accordance with HRMS/Payroll Interface systems requirements and external compliances.
• Fulfill all reporting and notifications requirements of all relevant government rules and regulations in accordance with COBRA, Employee Retirement Income Security Act (ERISA) and other applicable entities.
• Provides leadership to all directing efforts with the logistics of all wellness, benefits and/or compensation projects.
• Implement and manage a wellness program that improves the physical and mental health of workers and their families by using preventative means.
• As required, prepares, sets up and conducts training programs including, but not limited to, new hire orientation, supervisory training, and staff skill development, as they relate to areas of expertise.
• Attends in-service and related training as assigned.
• May be asked to participate in activities outside of Goodwill.
• Performs other duties as assigned.

Qualifications:

• Intermediate skills in Windows Operating System, HRMS systems/ Software; Microsoft Word, Works, Excel, PowerPoint, Internet Explorer, Publisher, and Outlook.
• Understanding of principles and procedures for personnel training, compensation and benefits, labor relations and negotiation, and personnel information systems.
• Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
• Ability to provide and quantify world class customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
• Analytical and project management skills.

Training & Experience:

• Bachelor's degree or equivalent experience. Degree in business management with a concentration in human resources or HRMS is highly desirable
• 3 – 5 years’ equivalent experience preferred.

Critical Performance Factors (CPFs):

• Retention Rate (vs LY)
• On-time benefits processing (GIM payroll, Enrollment/Terminations, ERISA and DOL Compliance)
• Annuity Savings Plan Management (Compliance, Budget, Customer Feedback, & Audit)
• Major Medical claims cost vs expected (HR Metrics)
• Group health care costs as % of revenue
• Proper reconciliation and audits of benefits

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)