Provides support as needed for benefits administration and HRIS programs.
Coordinates the organization, review, coding, approval and payment of invoices from various vendors, which support benefits activities for the organization.
Reviews tickets assigned by HR Services as they relate to benefits and retirement.
Compiles, prepares and processes a wide variety of confidential and sensitive associate information.
Works with HR Services to process life events and other associate transactions.
Assists with medical and other welfare and retirement plan administration and respond to participant inquiries.
On an as-needed basis, assist in creation and coordination of the delivery of associate benefit related communication materials.
Understands and demonstrates Essendant’s Core Values.
Performs other duties as assigned.
Skills/Knowledge Required
Excellent organizational skills with strong attention to detail, follow up and problem resolution.
Excellent interpersonal and communication skills (verbal, written, presentation) with ability to interact effectively with all levels through the organization.
Ability to handle and support multiple internal customers while maintaining deliverables on all assigned initiatives.
Must possess goal driven sense of urgency and customer service responsiveness, with ability to consistently meet or exceed deadlines on all projects and requests.
Ability to prioritize, multi-task and maintain flexibility in a fast-paced, service oriented environment.
Strong analytic skills and proven experience in solving problems and identifying recommended solutions.
Intermediate Microsoft Office Suite skills.
Problem solving skills.
Flexibility and Adaptability.
Confidentiality.
Teamwork.
Education and Experience
High school diploma required, associate’s degree preferred.
Minimum of one year benefit administration experience required.
Experience with Ultimate, and or other similar HRIS systems preferred.
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)
