Benefit Plans and Operations Manager

Function:

Responsible for overseeing the administration of employee benefit and retirement programs. Assumes responsibilities relating to administering the Bank's Welfare and Voluntary benefits, Short Term Disability Program, Family Medical Leave, USERRA, and leave of absence programs, Equity Awards record keeping, Unemployment Compensation, and Workers Compensation. Assists in the administration and audits of the retirement plans, including defined benefit plan, 401-k plan, non-qualified deferred compensation (409A) plans. Assists with various areas of compensation and benefits related projects.

Duties and Responsibilities:

• Manages the process for employee Leaves of Absence. Oversees tracking, communications, documentation, database, notifications, and collaborates with payroll for adjustments. Provides basic guidelines and communication to supervisors and employees.

• Performs recordkeeping administration of the bank's restricted stock plans, including issuing new awards and scheduled vesting. Performs quarterly outstanding reconciliation.

• Assists with administration of the various retirement plans. Participates in the annual retirement plan audits, preparing the necessary reconciliations, financials, 11-k, and 5500's.

• Oversees the annual open-enrollment sessions and provides guidance and recommendations for updates and enhancements as necessary.

• Assists in maintaining the plan documents for the Welfare, 401-k, non-qualified 409(A), and Defined benefit plan on a regular restatement schedule as required.

• Manages the filing of all forms involved in employee unemployment claims. Handles inquiries from the state unemployment agency. Monitors and provides information to the state agency regarding potential fraudulent claims. Appeals and files determinations as necessary and attends scheduled hearings.

• Manages the filing of all forms involved in employee workers compensation claims and prepares employee data for annual audit. Prepares budget estimates for annual renewal and reconciliations for end-of -policy year audit.

• Monitors HCM processes to determine changes necessary to assist and streamline processes and open tickets as necessary.

• Prepares custom reports from HCM as necessary for projects and customers (other departments/employees).

• Participates in surveys and comparisons for various governmental and regulatory agencies.

• Provides department specific training to new hires and coworkers.

• Documents all procedures in area of responsibility.

• Works on other special projects as needed.

• Maintains a good working relationship with all bank employees. Demonstrates the ability to work independently. Works as a team player to contribute to the success of the department and in turn the organization.

• Performs additional duties as required.

Education:

Requires a four-year college degree. Major or area of specialization: Human Resources, Accounting, or Business Administration degree; or CEBS, PHR, SPHR, SHRM-CP or SHRM-SCP Certification.

Experience:

Requires 10 plus years of experience. Specialized experience required specifically with benefits background, HR experience.

Physical Demands:

Operates office equipment 90% of the day. Standing is required 10% of the day in a straight, professional position. Sitting is required 90% of the day. Walking is required 5% of the day which is slow in speed. Routinely lifts 20 lbs., once a week. Use of manual dexterity skills for typing and data entry up to 40% of the business day. Specific vision requirements include close vision of 18"-20" for computer work. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

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)

Salary Range: