Associate Director of HR Benefits

Title: Director, Associate of HR Benefits

Department: Human Resources

Duration: Indefinite

Employment Status: Exempt, Full Time

Job Summary

Reporting to the Associate Vice President & Chief Human Resource Officer, the Director, Associate for HR Benefits is responsible for directing and managing all aspects of the College’s employee benefits, retirement, leave of absence and workers’ compensation programs, inclusive of faculty retirement incentive plans, and various tuition assistance programs. Presents benefits analysis to a variety of constituencies. Serves as a member of the College’s TIAA/CREF Investment Committee. Ensures compliance with local, State and Federal statutory regulations.

Job Duties

• 30% - Design and Plan Employee Benefits Programs & Plans - Participates in the design and implementation of employee benefit plans. Oversees the annual renewal process for Medical, Dental, Life Insurance, Disability and Workers’ Comp plans. Plans and executes Open Enrollment activities. Ensures that HRIS system supports benefit plan calculations and deductions. Keeps current on benefit plan trends. Collaborates with carriers and Insurance Broker. Prepares employee communication materials. Reviews and maintains plan documents - (Essential)
• 25% - Counsel, Inform and Guide Employees - Provides counseling, advocacy and enrollment guidance regarding employee health, welfare and retirement plans. Manages annual Open Enrollment. Solves complex benefit issues between employees and carriers in an advocacy role. Counsels employees on their contributions to the retirement plan. Conducts interactive process for employees on disability related work restrictions, Encourages Supervisors to accommodate work restrictions as part of return to work programs. - (Essential)
• 15% - Legal and Regulatory Compliance - Maintains currency with external regulatory changes. Assures compliance with federal and state benefit regulations. Serves as Liaison with 403(b) Plan Auditors and TIAA/CREF. Co-presents 403(b) Financial Statement to the College’s Audit and Budget Trustee Committee. Monitors contribution limits to the retirement plan within IRS guidelines. Ensures that non-discrimination tests are performed on the retirement and Flexible Spending Plan. - (Essential)
• 15% - Management of Leaves of Absence Programs - Counsels employees on FMLA/CFRA and California Pregnancy Leave rights. Provides legally required leave notices. Interprets applicable accrual policy and guidelines. Calculates payroll adjustments to coordinate Oxy sick leave benefits with Disability income. Oversees administration of Summer Leave for academic year staff. - (Essential)
• 5% - Financial Accounting of Benefit Expenditures - Reconciles retirement plan contributions to ensure accurate remittance to carrier. Audits and authorizes payment of carrier invoices. Collaborates with Business Office to account for monthly reconciliation of benefit accounts. Serves as Liaison with Third Party Administrator of Flexible Spending Plans. Provides data to Budget Office with respect to plan renewal costs, as needed - (Essential)
• 5% - Management of Tuition Assistance Programs - Collaborates with Admissions and Financial Aid offices regarding Oxy Tuition Remission. Authorizes tuition grant payments for children of eligible Faculty and Administrators. Implements imputed income for taxable tuition benefits. Ensures that documents are distributed to relevant parties for processing of tuition benefits. Markets Tuition Exchange Program and recruits applicants each year. Serves as Liaison with Admission in granting Tuition Exchange awards to incoming First Years. - (Essential)
• 5% - Supervision and Management of Benefits Office – Supervises full time exempt Benefits Specialist. Ensures related policies, procedures and processes are followed, developed, and compliant. Introduces technology whenever possible and ensures related project activities and timelines are met. Collaborates closely with HRIS, ITS and external plan vendors. - (Essential)

Minimum Qualifications

• Bachelor’s degree in business administration, public administration, organizational psychology, human resources, or related field to position responsibilities.
• Seven years of benefits administration experience in a Human Resources Department; minimum five years of experience in benefits administration working with technology tools such as an ERP, HRIS, or a Benefit Administration System.
• Extensive knowledge of health and welfare benefit programs, services and related local/State/Federal regulatory compliance.
• Extensive knowledge of retirement plans, programs and related regulatory compliance.
• Extensive knowledge of local/State/Federal leave programs, processes and regulatory compliance.
• Demonstrated ability to direct, develop, execute and manage benefits services and operations related data in an ERP or Benefit Administration System.
• Ability to analyze, synthesize and organize data, and present findings in a comprehensible manner for different audiences. Proficiency in Microsoft Office applications (Word, Excel, PowerPoint), Google drives/folders/forms, Adobe Acrobat, Web Editing, and social media applications.
• Demonstrated ability to be detail-oriented and thorough; skilled at anticipating and preventing potential problems and handling a wide variety of tasks with efficiency and accuracy.
• Strong commitment to a quality work product.
• Demonstrated ability to effectively communicate verbally, in writing and electronically.
• Effective interpersonal skills as evidenced in the ability to collaborate with a variety of constituencies.
• Demonstrated commitment to justice, equity, inclusion & diversity.
• Demonstrated skill in adapting to and performing work effectively in high-volume, high accountability, confidential environment with multiple and changing priorities.
• Effective organizational, logistical, time management and planning skills with the ability to manage and prioritize multiple tasks/projects simultaneously, prioritize and fulfill the functions of an office in a timely manner.
• Ability to self-motivate and work independently.
• Ability to provide effective leadership and training, and to work effectively and professionally across functions, disciplines, levels, and with diverse groups.
• Demonstrated ability to apply a highly curious and problem-solving orientation.
• Knowledge of contemporary leadership and management methods to ensure employee success and achievement, and demonstration of related and applicable skills as evidenced by the ability to effectively direct, assess and evaluate performance of direct reports.
• Ability to effectively design, define, describe and document job functions, responsibilities, tasks, and required qualifications associated with supervised positions, and the demonstrated skills in assessing candidates’ experience, knowledge, skills and abilities when hiring for vacant positions, ensuring the best choice of candidate.
• Ability to provide employee development, training and opportunities for direct reports to demonstrate performance achievement and success; recognizing performance of both above standards and needs improvement and responding accordingly.
• Skilled at communicating feedback verbally, in writing and electronically; and documenting performance via introductory and annual performance appraisals.
• Skilled in developing and determining corrective employment/performance/behavioral strategies, as needed.
• Demonstrated ability to design and execute performance improvement plans, conducting disciplinary action and/or determining the appropriateness of employment continuation.

Preferred Qualifications

• Master’s degree in business administration, public administration, human resources, or related field to position responsibilities. PHR, CBP, or SHRM-SCP certification.
• Five years of experience designing, developing and implementing benefits and retirement programs in a higher education environment.

EXPECTED HIRING RANGE:  $100,000/yr - 130,000/yr

If you are offered this position at Occidental College, your final base salary compensation will be determined based on factors such as skills, education, experience, and/or geographic location. In addition to those factors, Occidental complies with applicable pay equity laws and considers internal equity among current employees when developing the final offer. Please keep in mind that the range mentioned above is the base salary range for the role. Hiring at the maximum of the range would not be typical in order to allow for future and continued salary growth.  We also offer a generous compensation and benefits package.