Key Responsibilities and Required Skills for Employee Benefits Manager

🎯 Role Definition

Are you passionate about employee well-being and skilled in the art and science of benefits management? This role requires a dynamic and experienced Employee Benefits Manager to join our People & Culture team. In this pivotal role, you will be the architect and steward of our entire employee benefits portfolio. You will not only manage the day-to-day administration but also drive the strategic direction of our health, wellness, retirement, and leave programs.

This position requires a blend of analytical rigor, strategic thinking, and profound empathy. You will be our internal expert, ensuring our programs are compliant, cost-effective, and, most importantly, valued by our employees. If you excel at managing vendor relationships, communicating complex information with clarity and compassion, and using data to tell a story and inform decisions, we want to hear from you. This is a unique opportunity to make a tangible impact on the lives of our employees and shape a core component of our employee value proposition.

📈 Career Progression

Typical Career Path

Entry Point From:

Senior Benefits Specialist / Analyst
Benefits Administrator
Human Resources Generalist (with a strong benefits focus)

Advancement To:

Director of Benefits
Director of Total Rewards
Vice President of Human Resources

Lateral Moves:

Compensation Manager
Total Rewards Manager
HR Business Partner

Core Responsibilities

Primary Functions

Lead and manage the entire annual open enrollment process from strategy and planning to execution, including developing communication materials, hosting employee information sessions, ensuring system functionality, and analyzing post-enrollment data.
Oversee the daily administration of all employee benefit programs, including medical, dental, vision, life insurance, short-term and long-term disability, flexible spending accounts (FSA), health savings accounts (HSA), and retirement plans (401(k)/403(b)).
Guarantee strict compliance with all pertinent federal, state, and local regulations, including ERISA, ACA, COBRA, HIPAA, and FMLA, by conducting regular audits, preparing and filing required reports (e.g., Form 5500s), and updating plan documents as necessary.
Cultivate and manage relationships with all benefits vendors, carriers, and brokers, leading regular performance reviews, negotiating contracts and renewals, and resolving complex escalated service issues to ensure optimal performance.
Design and execute a comprehensive, multi-channel communication strategy to educate employees on the value of their benefits package, including creating clear content for new hire orientation, open enrollment, and ongoing wellness initiatives.
Perform in-depth analysis of benefits utilization data, market trends, and benchmarking surveys to assess the competitiveness and effectiveness of current programs, providing strategic recommendations to senior leadership.
Administer all leave of absence programs, including FMLA, state-specific leaves, parental leave, and disability, ensuring consistent and compliant application of policies and providing guidance to employees and managers.
Serve as the primary point of contact and subject matter expert for complex and escalated employee benefits inquiries, providing compassionate and accurate guidance.
Develop and manage the annual benefits budget, including forecasting costs, tracking monthly claims and premium expenses, and identifying opportunities for cost containment.
Conduct regular and thorough benchmarking of all benefit plans against industry and regional competitors to ensure the company's total rewards package remains attractive for talent acquisition and retention.
Collaborate closely with the HRIS team to ensure accurate configuration, testing, and maintenance of the benefits module within the HRIS (e.g., Workday, Oracle), including setup for open enrollment and life events.
Spearhead the design, implementation, and promotion of corporate wellness programs that support the physical, mental, and financial well-being of employees.
Oversee the accurate and timely reconciliation and processing of all benefits-related invoices, ensuring payments align with contract terms and working with accounting to resolve discrepancies.
Act as an advocate for employees by intervening and assisting in the resolution of complex claims disputes with insurance carriers and third-party administrators.
Organize and facilitate retirement plan committee meetings, preparing materials, presenting plan performance data, and documenting meeting minutes to ensure fiduciary responsibilities are met.

Secondary Functions

Support ad-hoc reporting requests from leadership and finance, providing detailed analysis on benefits costs, trends, and enrollment statistics.
Contribute to the broader Total Rewards strategy by providing subject matter expertise and data-driven insights on the benefits landscape.
Partner with HR Business Partners and department leaders to understand employee needs and communicate benefits program details and updates effectively.
Participate in cross-functional projects, such as HR system implementations or M&A due diligence, representing the benefits function and ensuring seamless integration.
Provide ongoing training and mentorship to junior members of the benefits team and HR generalists to build departmental knowledge and capabilities.
Administer and communicate specialized executive benefits programs, such as deferred compensation plans or supplemental life insurance, ensuring confidentiality and a high-touch service level.

Required Skills & Competencies

Hard Skills (Technical)

Benefits Plan Design & Administration: Deep expertise in the strategy, design, and administration of a wide range of benefit programs, including self-funded and fully-insured health plans.
Regulatory Compliance: Comprehensive knowledge of federal and state benefits regulations, including ERISA, ACA, COBRA, HIPAA, and FMLA.
HRIS Proficiency: Hands-on experience with Tier 1 HRIS platforms (e.g., Workday, Oracle HCM, SAP SuccessFactors) for benefits configuration and administration.
Vendor Management & Negotiation: Proven ability to manage relationships with brokers, carriers, and TPAs, including contract negotiation and performance management.
Financial Acumen & Budgeting: Strong skills in benefits budgeting, cost analysis, invoice reconciliation, and financial modeling.
Data Analysis & Reporting: Ability to analyze utilization data, benchmark findings, and other metrics to derive actionable insights and create compelling reports for leadership.
Project Management: Expertise in managing complex projects like open enrollment, plan implementations, and wellness program rollouts from start to finish.

Soft Skills

Communication & Presentation: Exceptional ability to communicate complex benefits information clearly, concisely, and empathetically to diverse audiences, both in writing and verbally.
Empathy & Interpersonal Skills: A genuine desire to help employees, coupled with the ability to handle sensitive situations with discretion, compassion, and professionalism.
Problem-Solving & Analytical Thinking: A strategic and analytical mindset to identify root causes of issues, evaluate options, and implement effective solutions.
Negotiation & Influence: Strong influencing and negotiation skills to work effectively with vendors and gain buy-in from internal stakeholders.
Attention to Detail & Organization: Meticulous attention to detail to ensure accuracy in compliance, data, and employee communications, combined with excellent organizational skills.

Education & Experience

Educational Background

Minimum Education:

Bachelor's Degree

Preferred Education:

Master’s Degree in a related field
Professional Certification (e.g., CEBS, CBP, SHRM-CP/SCP, PHR)

Relevant Fields of Study:

Human Resources
Business Administration
Finance or a related field

Experience Requirements

Typical Experience Range: 7-10 years of progressive experience in employee benefits administration and strategy.

Preferred:

Experience managing benefits for a mid-to-large size organization (1,000+ employees).
Proven track record of managing both self-funded and fully-insured health and welfare plans.
Experience in a multi-state or global benefits environment.
Direct experience leading an open enrollment cycle from strategy to execution.