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Senior Benefits Manager
at Credit Human
We are seeking a Senior Benefits Manager for the Total Rewards Department.
This role manages the initial FMLA intake process from start to finish to include the minimum period permitted by law to include managing certifications and second opinions. This role is accountable to: maintain standards of team craftsmanship; continuously improve processes to optimize capacity, orient employees to benefit programs, manage all compliance posters for all locations, intake all first-report of injury claims and manage the TWC initial and appeal hearings
If you have teamwork and working with senior level management skills, demonstrated knowledge of federal/state employment law/compliance/HRIS/HIPAA you should apply with us right away!
- Sustain a culture and organizational structure that ensures high productivity, morale, confidence in the organization's leadership, employee engagement in their work, and employee development for success in their current role.
- Manage team change in a manner that sustains the output of the unit and aligns with the brand value of human dignity.
- Provide services that meet/exceed the established quality, timeliness and quantity standards.
- Evaluate current products and services against customer needs, and propose the elimination of products/services that no longer service customer needs.
- Service Level Agreements will be in place with each Level 5 Business Unit, ensuring that the agreement contains pricing, service quality standards, and feedback loops to measure and report on service quality for the FMLA process. Ensure service level agreements are being followed.
Minimum 3-years of experience in the following disciplines:
- Management of Benefit Plans
- Broker Management
- Analytical and Decision-Making driven by Data & Experience
- FMLA & ADA Laws and Applications
Minimum 2-years of experience in the following disciplines:
- Management of Defined Benefits & Defined Contribution Plans
- HIPAA Policy & Regulations
- Staff Management
Skills & Knowledge:
- Demonstrated customer relationship management and business partnering skills.
- Strong interpersonal communication and writing skills.
- Teamwork and working with senior level management skills.
- Analytical skills.
- Demonstrated knowledge of federal/state employment law/compliance/HRIS/HIPAA.
- Advanced Microsoft Office (Outlook & Word) skills.
- Benefits and Contribution Plans management skills.
- Vendor management skills.
- Change management, conflict management and customer orientation skills.
- Entry-level Microsoft Office Access Database skills.
- Entry-level Microsoft Office PowerPoint skills.
- Advanced Microsoft Office Excel skills.
- Bachelors degree in related field
Licenses & Certifications:
- HIPAA Certification
- Related certification or ability to obtain within 1-year of hire.
Schedule: Monday-Friday, 9-6pm
Travel Requirements:15% travel outside of San Antonio and to local offices.
Level of Work: 2C
Credit Human provides employees with many benefits from insurance coverage to college tuition reimbursement.
To get to know Credit Human and learn more about our benefits, visit our careers page at www.credithuman.com/careers.
Credit Human conducts employment background checks that may be used for decisions related to employment with Credit Human. Standard background checks performed on final candidates include NCUA Administrative and Prohibited Orders, ChexSystems, past employment verification, criminal history check on convictions and outstanding arrest warrants within the past seven years. Degree verifications are conducted if listed on the employment application. Additional background checks relevant to the role may include a motor vehicle registration check, credit check, and/or fingerprint card. Applicants must be currently authorized to work in the United States on a full-time basis.
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 contractors legal duty to furnish information. 41 CFR 60-1.35(c)