Benefits Program Manager

Capital Health is the region's leader in providing progressive, quality patient care with significant investments in our exceptional physicians, nurses and staff, as well as advance technology. Capital Health is a five-time Magnet-Recognized health system for nursing excellence and is comprised of 2 hospitals. Capital Health Medical Group is made up of more than 250 physicians and other providers who offer primary and specialty care, as well as hospital-based services, to patients throughout the region.

Capital Health recognizes that attracting the best talent is key to our strategy and success as an organization.  As a result, we aim for flexibility in structuring competitive compensation offers to ensure we can attract the best candidates.

The listed minimum pay reflects compensation for a full-time equivalent (1.0 FTE) position. Actual compensation may differ depending on assigned hours and position status (e.g., part-time).

Minimum Pay:

$97,947.20

Position Overview

ESSENTIAL FUNCTIONS

• •Manages the daily administration of benefits programs at Capital Health by partnering with external advisors to evaluate plan performance and identity enhancements that are both cost effective and support employee needs.
• Leads the communication and education efforts related to benefits programs, ensuring employees understand options and the value of their benefits.
• Monitors ongoing cost effectiveness and employee satisfaction with health and retirement plans by analyzing data and metrics to drive continuous improvement and strategic recommendations. Considers employee feedback, benchmark data, and best practices as part of analysis.
• Manages vendor relationships and oversees the administration of all benefit plans, including health, retirement and wellness. Assesses internal needs related to the plans for vendors to assist in enhancing the employee experience.
• Works with the benefits team and advisors to evaluate plan renewals, reviews and manages contracts and agreements.
• Ensures project/department milestones and goals are met and within budget.
• Audits and tests benefit department processes and procedures to ensure smooth operations and minimal errors.
• Leads Open Enrollment planning and successful execution of activities to maximize enrollment operations, ensure employee awareness and monitor enrollment reporting and finalization.
• Collaborates with cross-functional teams to ensure required plan filings are complete, timely and accurate with federal and state laws affecting employee benefits.
• Partners with the Director Total Rewards for budget planning.
• Ensures proper interpretation of benefits-related laws, regulations, and pending legislation with potential consequences to the benefits program. Obtains external advice as needed. Documents the correct findings which serves as evidence as required.
• Audits and updates plan documents and administrative practices for compliance with applicable laws. Stays current on changing requirements of regulatory changes, coordinates plan amendments and the distribution of required notices.
• Subject matter expert on benefits related inquiries by providing guidance to HR team and employees.
• Coaches benefits team on an ongoing basis for to ensure high levels of performance, knowledge, and job satisfaction. May delegate tasks when necessary.

MINIMUM REQUIREMENTS

• Education: Bachelor’s degree in Human Resources, Business, Finance, or related field. CEBS preferred.
• Experience: Five years of progressive experience in benefits management, including health & welfare, retirement, and leave programs. Expertise in COBRA, ERISA, HIPAA, ACA, FMLA, and related compliance requirements. Extensive experience working with vendors, including managing relationships with benefits brokers and consultants. Strong knowledge of employee health and retirement plan compliance and administration.
• Other Credentials:
• Knowledge and Skills: Strong organizational, communication, and problem-solving skills. Excellent customer service orientation and interpersonal communications skills required. Strategic thinker with strong analytical skills and the ability to translate complexity into clear, actionable solutions. Must be able to multitask in a changing environment.
• Special Training: Proficient in Microsoft Office, especially Excel, and contract management systems. Experience with HRIS platforms (Workday preferred).

PHYSICAL DEMANDS AND WORK ENVIRONMENT

• Frequent physical demands include: Sitting , Keyboard use/repetitive motion
• Occasional physical demands include: Standing , Walking , Climbing (e.g., stairs or ladders) , Carry objects , Push/Pull , Twisting , Bending , Reaching forward , Reaching overhead , Squat/kneel/crawl , Wrist position deviation , Pinching/fine motor activities
• Continuous physical demands include: Talk or Hear
• Lifting Floor to Waist 15 lbs. Lifting Waist Level and Above 10 lbs.
• Sensory Requirements include: Accurate Near Vision, Accurate Far Vision, Color Discrimination, Minimal Depth Perception, Moderate Hearing
• Anticipated Occupational Exposure Risks Include the following: N/A

Offers are contingent upon successful completion of our onboarding process and pre-employment physical.  Capital Health will require all applicants to have an annual flu vaccine prior to start date, with the exception of individuals with medical and religious exemptions.

For benefit eligible roles, in addition to cash compensation, we provide a comprehensive and highly competitive benefits package, with a variety of physical health, retirement and savings, caregiving, emotional wellbeing, transportation, robust PTO plan, overtime to eligible roles, and other benefits, including "elective" benefits employees may select to best fit the needs and personal situations of our diverse workforce.

The pay rate listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining base salary and/or rate, several factors may be considered including, but not limited to location, years of relevant experience, education, credentials, negotiated contracts, budget, market data, and internal equity.  Bonus and/or incentive eligibility are determined by role and level.

The salary applies specifically to the position being advertised and does not include potential bonuses, incentive compensation, differential pay or other forms of compensation, compensation allowance, or benefits health or welfare.  Actual total compensation may vary based on factors such as experience, skills, qualifications, and other relevant criteria.