Benefits Administrator at Delta Dental of Minnesota

Benefits Administrator

Delta Dental of Minnesota is the largest regional provider of dental benefits, passionately serving over 7,000 Minnesota and North Dakota-based purchasing groups and 4.5 million members nationwide. We provide a work environment that engages each individual while encouraging growth and professional development. We are proud to be named a Top Workplace employer for several consecutive years and value our team members for building this reputation.

Description

The Benefits Administrator is responsible for administering and maintaining company benefit and retirement programs, including medical, dental, vision, life insurance, short-and long-term disability, 401(k) plan, workers' compensation, and wellness. This position informs and guides team members on benefit matters regarding eligibility, coverage, and provisions; compiles and maintains benefit records and documentation, and is responsible for compliance activities.

This position will be with Stratacor, an affiliate of Delta Dental of Minnesota.

Applicants must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment authorization at this time.

Essential Functions

1. Conducts new-hire benefit orientation
2. Respond to benefits inquiries from managers and team members on plan provisions, benefits enrollments, status changes, and other general inquiries
3. Enroll team members with benefit carriers as necessary and process life status changes
4. Enters changes and benefits enrollments in the Human Resources Information System (HRIS) to provide vendors with accurate eligibility information
5. Respond to 401(k) inquiries from managers and team members relating to enrollment, plan changes, and contribution amounts
6. Facilitates all benefit-related information and communication for team members, retirees, and COBRA for terminated team members
7. Perform quality checks on benefits-related data and configuration set-ups, and complete necessary audits to ensure accuracy between systems
8. Determines benefit eligibility and distributes all benefits enrollment materials to team members
9. Perform system configuration in the HRIS for benefit rules, life events, open enrollment, etc.
10. Administers open enrollment process
11. Acts as a liaison with insurance brokers and HRIS representatives on a wide-variety of matters
12. Serves as a back-up to HR Generalist(s) with processing and administering leave-of-absence requests as needed
13. Responsible for benefit invoicing/billing and provides necessary reports for allocation
14. Responsible for regulatory reporting activities and requirements; such as notices, Affordable Care Act (ACA), creditable coverage, audits, etc.
15. Responsible for recording and providing follow-up on Worker's Compensation; and applicable regulatory obligations (i.e. OSHA 300A)
16. Reviews and authorizes all bi-weekly benefit changes for accuracy
17. Promotes a healthy lifestyle to team members through communications, wellness program initiatives, and educational events for team members (e.g., flu shot clinic, 401(k), employee assistance program)
18. Other duties as assigned

Required Knowledge, Skills and Abilities

1. Strong working knowledge of benefits administration processes
2. Effectively interprets state and federal regulations such as Affordable Care Act (ACA), Americans with Disabilities Act (ADA), Family & Medical Leave Act (FMLA), and other leave law implications as they relate to benefits, leaves of absences, and disabilities
3. Knowledge of Workers' Compensation record keeping and reporting requirements
4. Excellent interpersonal, verbal, and written communication skills
5. Excellent organizational and time management skills
6. Strong analytical skills and attention to detail
7. Experience using Microsoft Office applications, specifically Excel
8. Ability to maintain a high-level of confidentiality
9. Ability to work independently

Required Education and Experience

Required:

1. Bachelor's degree in HR or related field and/or equivalent work experience
2. Two (2) years of work experience administering company benefits programs in a Human Resources department
3. Experience working with Ultimate Software (UKG Pro) or similar Human Resources Information System (HRIS) software

Preferred:

1. SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) certification credential
2. CEBS designation
3. Experience with ACA reporting
4. Business intelligence report writing
5. UKG Pro experience

Work Environment/Physical Demands

1. Travel Requirements: Minimal, local
2. Weight Lifting Requirements: Up to 10 lbs.
3. Sedentary Requirements: Extended periods of sitting at a workstation while navigating a computer

Relationships

1. Reports To: Senior Vice President, Human Resources & Corporate Security
2. Directly Manages: None
3. Internal Relationships: All management and team members
4. External Relationships: Benefit brokers, vendors, HRIS representatives, regulatory agencies

Benefits & Compensation

Benefits for this position include medical, dental, vision, and life insurance; disability coverage, flexible spending plans, a 401(k) plan, Paid Time Off (PTO), and Holidays. The starting salary range for this position is $66,000 to $82,500 annually. Salary offers will typically be made in the listed range. The Company takes into consideration a candidate's education, training, and experience, as well as the position's work location, expected quality and quantity of work, required travel (if any), external market and internal value, including merit process and internal pay alignment when determining the salary for potential new team members. In compliance with state and federal regulations, a potential new team member's salary history will not be used in compensation decisions.

Equal Employment Opportunity (EEO) Statement

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)