Description

MAIN FUNCTION: Administers the hospital employee benefit programs including Workers’ Compensation and Leave Administration.

Responsible for administering and implementing plan design/SPD of the medical and dental plans, life insurance, LTD and 403(b), 401(k) administration.

• Maintains accurate plan documents for “Exclusively yours” benefit plan.

• Plans and implements annual open enrollment as required per contracts.

• Creates a marketing program that ensures employees are aware of benefit levels, claim and enrollment regulations, and filing procedures.

• Acts as liaison with insurance carriers related to specific employee concerns or benefit problems.

• Ensures insured benefit billings are correct and prepared on a timely basis

• Accurately maintains database for flexible benefit program, and provides monthly/quarterly/annual report/data analysis.

• Coordinates completion of 5500 reporting

• Provides administrative support for the employee safety program

Administers hospital leave of absence and FMLA program.

• Reviews and approves employee leaves

• Communicates leaves with management

• Monitors and ensures benefit payments during a disability period.

• Responsible for leave documentation including tracking, letters, and notices

• Acts as an employee liaison for leave management.

Administers the hospital Workers’ Compensation Program

• Responsible for plan implementation including verification of all Employee Accident and Manager Investigation Reports. Requests additional information as needed to ensure completion.

• Acts as liaison, providing management of claim case by reporting and maintaining contact with insurance carrier and Occupational Medicine.

• Maintains accurate statistics of recordable injuries and illness (OSHA).

• Provides administrative support to Worker’s Compensation Task Force. Provides monthly report and takes accurate meeting notes.

• Provides support to the employee throughout the process

Coordinates the Hospital Wellness Program

• Works with the wellness team to administer wellness plan design and enrollment

• Acts as the HR Representative for Ageless

Demonstrates knowledge and adherence to regulatory and legal guidelines as it relates to Human Resources.

• Keeps current of benefit legislation and tax laws.

• Maintains up to date knowledge of COBRA regulations and monitors COBRA to ensure that insurance coverage does not extend beyond maximum allowable time frame.

• Attends departmental and hospital meetings, conferences, and seminars to provide for professional growth.

Maintains responsibility for attendance/reliability to ensure that the Hospital is operated in an efficient and cost-effective manner.

• Attends to personal affairs so as not to interfere with the work schedule. Does not allow outside commitments to interfere with work schedule.

• Never abuses or takes advantage of sick time or personal days. Rarely sick or absent from work keeps sick utilization to within Hospital standards.

• Provides proper notification for absence or change in schedule.

• Demonstrates reliability and consistently reports to work on time.

• Is willing to provide coverage for sick/vacation/absence of others in the department. Is consistently available to cover other shifts/times as needed by the department.

Contributes to the mission of the organization by supporting the Employee Philosophy, Planetree Model of Care, and Organizational Goals.

• Performs all functions in accordance with institutional & departmental policies & procedures. Observes all hospital policies and regulations governing conduct while at work.

• Competencies necessary to function as a Benefits Administrator are updated and documented in the department.

EDUCATION: Bachelor’s degree preferred

EXPERIENCE: 2 years previous benefit and leave administration preferred

EOE/Minorities/Females/Vet/Disabled

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)