Benefits Manager (Coeur d'Alene) - Idaho Forest Group

POSITION SUMMARY

The Benefits Manager is responsible for designing, implementing, and managing employee benefits programs for the organization.

Salary Range: $80,000 - $95,000 DOE 

ESSENTIAL DUTIES AND RESPONSIBILITIES

Essential functions include but are not limited to the following:

• Manage and advise on the company’s self-insured benefits plan.
• Analyze benefits options, negotiate with vendors, partnering with our benefits broker.
• Organize and administer benefits enrollment via UKG/Benefits Prime HRIS system.
• Process new hire, termination & life event changes for employee benefits
• Reconcile monthly benefit liability accounts partnering with Finance as needed.
• Design and maintain benefits information and communication for employees and dependents.
• Maintain accurate, timely and consistent reporting to monitor and manage claims costs for containment.
• Regularly conduct employee benefits meetings to drive awareness and consumerism (some regional travel required)
• Serve as primary contact for vendor management to ensure IFG is receiving the highest level of service and value from vendors for the benefit of the employee population.
• Serve as Primary Privacy & Security Officer for the company.
• Collaborate with site HR Manager to provide effective tools and information for benefits program utilization.
• Ensure legal compliance pertaining to self-insured plans, including HIPAA, ERISA, DOL & ACA
• Ensure timely and accurate remittances & payments to vendors.
• Maintain up to date knowledge of all applicable leave and accommodation laws including the FMLA, ADA, worker’s compensation, and other related state and local laws.
• Implement and administer wellness programs to encourage healthy lifestyles for employees.
• Serves as payroll back up processor in absence of payroll lead.
• Other duties as assigned.

PREFERRED QUALIFICATIONS

• Bachelor’s degree or higher
• Prior HR experience
• UltiPro/UKG experience
• SHRM/CEBS or relevant credential certification
• Completion FMLA/leave administration training a plus.
• Extensive knowledge of the leave requirements and other legal protections afforded by the FMLA, ADA, worker’s compensation, and other applicable state and city laws.

REQUIREMENTS

• 2+ years’ experience as Benefits administrator or other relevant experience
• Associates degree
• Proficiency in MS Office (Word, Excel, PowerPoint)
• Time management skills and the ability to prioritize work
• Attention to detail and problem-solving skills
• Written and verbal communication skills
• Strong organizational skills with the ability to multi-task
• Ability to travel
• Pass a drug, physical, and background check

PHYSICAL DEMANDS

Ability to sit and/or stand for shift, reach with hands and arms, stoop, squat, bend at the waist, kneel, walk varying distance, and climb stairs.  Must be able to tolerate all weather elements, loud conditions, airborne particles (sawdust).

• Bend at waist – occasional
• Twist upper body – occasional
• Stoop - occasional
• Repetitive use of hands – frequent for clerical duties
• Stand/walk – occasional
• Sit – frequent
• Vision – near and far correctable; depth perception
• Hearing – preferred for awareness of surrounding machinery, mobile equipment, emergencies

Idaho Forest Group is an Equal Opportunity Employer and complies with ADA regulations as applicable.

NOTE

This job description in no way states or implies that these are the only duties to be performed by the employee(s) incumbent in this position. Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by any person authorized to give instructions or assignments. All duties and responsibilities are essential functions and requirements and are subject to possible modification to reasonably accommodate individuals with disabilities. To perform this job successfully, the incumbents will possess the skills, aptitudes, and abilities to perform each duty proficiently. Some requirements may exclude individuals who pose a direct threat or significant risk to the health or safety of themselves or others. The requirements listed in this document are the minimum levels of knowledge, skills, or abilities. This document does not create an employment contract, implied or otherwise, other than an “at will” relationship.

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) HR