Hiring Organization / Company: Aha American Hospital Association
Basic Salary: To Be Discussed
Employement Type: Full-Time
The American Hospital Association (AHA) is a national organization that represents and serves all types of hospitals, health care networks, and their patients and communities. We are currently seeking a Benefits Specialist for Human Resources in Chicago.
Starting base salary = $56k - $62,500k (commensurate with related experience)
The Benefits Specialist is responsible for the administration of the organization’s health and welfare programs, voluntary benefits, and defined contribution benefit plan ensuring they are executed within plan design and regulatory constraints. Educates employees in understanding the organizations benefits offerings and acts as a liaison between the organization and third-party benefits providers. Leads benefits orientation and plans open enrollment and develops benefits presentations and communications. Ensures accurate benefit records and prepares documents and reports. Contributes to continual improvements/enhancements to benefit program design to attract and retain talent.
- Administers employee benefits including eligibility, elections, qualified life events and premium deductions ensuring they follow plan design.
- Serves as the primary liaison to third party administrators to research and resolve employee issues. Direct contact for all employee benefit questions and responds timely to all phone and email inquiries. Continually develops knowledge base of benefits FAQs.
- Ensures file feeds are reviewed weekly and any issues are addressed from HRIS to vendor portals for all employee benefit enrollments/changes. Leads system setup for open enrollment and life event modules annually. Performs quality checks of all benefits-related data to include the monthly reconciliation for all benefits.
- Develops benefits communication through videos, emails, presentations, websites, social media and flyers. Conducts benefits orientation and plans and administers the open enrollment process and related events.
- Ensures compliance with all benefits policies and plan documents as well as benefits related federal and state regulations such as HIPAA, COBRA, FMLA, FFCRA etc. Develops standard operating procedures and recommends and implements process improvements.
- Conducts research and analysis of industry trends, employee surveys, and workplace best practices in order to design benefits packages that are competitive, meet employee needs, and support organizational goals.
- Researches and evaluates third-party benefits vendors and participates in the selection and implementation of providers.
- Manages leave of absence and disability programs including providing policy information to employees, working closely with our third-party administrator, communicating with managers, providing timely pay updates to our payroll team, and monitoring cases.
We offer an excellent total compensation package, which includes medical/dental coverage (PPO/HMO), vision care, life insurance, short and long-term disability plans, 401(k), tuition reimbursement, paid vacation/holidays/sick days, wellness programs and more!
The American Hospital Association (AHA) is an Equal Opportunity Employer. We evaluate qualified applicants without regard to race, color, religion, sex, national origin, disability, veteran status, and other legally protected characteristics. We will provide reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Title I of the Americans with Disabilities Act of 1990. If, because of a medical condition or disability, you need a reasonable accommodation for any part of the employment process, please call (312) 422-3000 and ask for the Director, Human Resources and let us know the nature of your request and your contact information.
The AHA participates in the E-Verify Program.
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)
Job Location Information:
Location: Chicago, Il 60606
Date Posted: 2021-06-11
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