A Benefits Manager will enhance and maintain customer focus through delivery of benefit services and HRIS. Administer all benefit plans through open enrollment, group employee meetings, and individual counseling. Conduct new hire orientation, change in status, open enrollment, retirement, leave of absence, workers’ compensation, and other related events. A Benefit Manager provides trend information, interpretations, alternatives, and analytical support. Collaborates and coordinates with external departments and other areas to ensure proper execution of benefits plans/programs and related policies. They must also research plans to ensure the best and most appropriate benefits plans for their specific company. A Benefits Manager must stay up to date on all government regulations and market trends to ensure proper execution of benefits programs. A Benefits Manager is a crucial function or organizations of all sizes, in any industry who offer their employees benefits of any kind, including retirement plans, leave policies, wellness programs, and insurance policies such as health, life, and disability. Due to the analytical nature of this role, skills such as attention to detail, data analysis and organization are key. A successful Benefit Manager will also possess excellent written and verbal communication skills, along with professional presentation skills. Merit HR has recruited and placed Benefits Manager roles across the Bay Area and Beyond. A Benefits Manager role usually requires a bachelor’s degree and five years of related work experience.
A benefits Specialist help to oversee a company’s benefits programs and packages. The benefits specialist is responsible for assisting with the administration of all benefits and retirement programs, including medical, dental, vision, life insurance, short- and long-term disability, and 401(k) plan.
The Compensation Analyst will research job requirements and evaluate job positions to ensure the company is competitive in the areas of salaries and employee benefits.
The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit’s financial position, its midrange plans, its culture and its competition.
The Human Resources Director is directly responsible for the overall administration, coordination and evaluation of the human resource function. This position manages all employees of the HR department and is responsible for the performance management and hiring of the employees within that department.
The Human Resources Generalists are trained to perform both administrative and strategic hiring duties and planning. HR Generalists recruit and place workers, train and on-board, and help guide new employees through the complicated process of benefits and compensation.
The Human Resources Manager maintains and enhances the organization’s human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices.
HRIS Analyst partners with HR directors and their customers to analyze work process design and flow, improve processes and leverage the return on technological capabilities. The Senior HRIS Analyst builds project plans, ensures adherence to project schedules, maintains a systems orientation and can work effectively with peers to set technology priorities and conduct long-term planning. This position also serves as a technical point-of-contact for the assigned functional area and assists subject matter experts with ensuring data integrity, testing of system changes, report writing and analyzing data flows for process improvement opportunities. The Senior HRIS Analyst also supports HRMS upgrades, patches, testing and other technical projects as assigned.
The Recruiter will research, develop, and implement effective recruiting and staffing strategies to attract a diverse pool of qualified and capable talent for the organization.