APPLICATION MATERIALS
If applying for this position, a resume and cover letter are required. In two pages or less, describe your specific experience with a benefits consulting organization or in the management and administration of employee qualified and non-qualified benefits program.
Incomplete application materials will not be considered.
To expedite the application process, combine your cover letter and resume into one WORD or PDF document before applying (we do not accept .wps documents) and upload electronically when requested in the online application process.
This position is OPEN UNTIL FILLED and applicants are encouraged to apply immediately.
SALARY RANGE
In addition to a competitive salary range of $78,720 - $98,400 (based on qualifications, skills and abilities), Chelan PUD employees also enjoy outstanding benefits which include the option of a zero cost medical plan (medical, dental and vision for all eligible dependents), short and long-term disability, Washington State Public Employee's Retirement System, Deferred Compensation (with company matching funds up to 5%), 11 holidays and initial personal leave accrual at 21 days per year.
Introductory Period: New employees holding regular positions must complete an introductory period of twelve months.
JOB POSTING
JOB PURPOSE:
Administer the District’s various health and welfare, leave, and retirement benefits programs. Communicate and interface with employees and benefit plan consultants, vendors, legal advisors, and administrators regarding benefit policies, eligibility and coverage issues, and enrollment procedures. Implement changes and enhancements to employee benefit programs and assist in the development of cost containment strategies aligned with District’s goals while maintaining the District's competitive position in the marketplace. Monitor compliance with overall District policies and pertinent federal and state employment laws.
JOB FUNCTIONS: To perform this job successfully, an individual must be able to perform each essential function of the job satisfactorily. Essential functions are those activities that, if not performed, would significantly and fundamentally alter the position. Secondary functions are activities not fundamental to the job and may need to be relaxed to accommodate an otherwise qualified applicant with a disability. In the aggregate, secondary functions typically account for less than 15% of the job scope.
# EF/SF % of Time Job Functions
1. EF 25% Administer health and welfare benefit plans. Design, coordinate and conduct effective plan member communication to enroll employees in benefits programs, raise awareness about changes, interpret new guidelines and rules, and provide periodic benefit education using a variety of techniques and tools. Coordinate messaging from third party administrators. Communicate and interface with hospitals, physicians, insurance companies and third-party benefit plan administrators to facilitate and coordinate complete utilization of benefits for all employees/retirees. Recommend and implement appropriate corrective action as necessary to ensure quick, equitable, courteous resolution of employee benefit issues/concerns.
2. EF 20% Administer leave benefit plans such as paid leave and short-term disability, and regulated leave such as FMLA and Paid Family Medical Leave. Advise staff and management on interrelationships with District leave benefits and state or federal leave plans. Act as the first point of contact for employees and medical professionals to coordinate disability applications. Track leave status and monitor timelines. Coordinate with Labor & Employee Relations staff when disability or leave requests require an interactive process, reasonable accommodation actions or interpretation of the collective bargaining agreement.
3. EF 15% Administer rewards & recognition programs and assist with related processes. Oversee employee recognition and service award processes. Perform job pricing, salary surveys, and job description development or maintenance, as assigned. Lead communication or internal outreach efforts related to rewards and recognition.
4. EF 10% Administer retirement benefit programs, and related enrollment or separation processes. Provide or arrange for educational opportunities for staff at varying career stages. Coordinate employee communications and messaging with third party administrators.
5. EF 10% Maintain the District’s benefit systems and enrollment data by performing tasks such as maintaining rates and eligibility rules, running enrollment processes and tracking and validating benefit elections. Process payments and data such as medical weekly claims, dental and medical admin fees, COBRA, Flexible spending accounts, life and disability, long-term care and retiree administration fees. Coordinate implementation of system changes or integration with any third-party benefit administration systems or tools. Monitor compliance with benefit related regulatory requirements and oversee annual reporting to outside agencies, such as the IRS.
6. EF 5% Implement benefit plan offerings and changes in conjunction with other HR and District leaders, outside vendors and technical staff. In coordination with Purchasing & Contracting Services, negotiate and contract with benefit plan providers, vendors, auditors, and consultants for services, premiums, and plan administration. Contribute to development of cost containment strategies, or utilization strategies, aligning employee diverse needs and demographics with District goals and to control benefit cost growth.
7. EF 5% Coordinate and facilitate various benefit committees, such as those related to self-insured medical plan management and/or retirement investments. Monitor compliance with District policies, federal and state laws for managing financial instruments and health and welfare benefit plans through routine reporting and audits and reporting findings to management or oversight committees. Utilize legal counsel, as needed, to interpret compliance requirements. Monitor compliance with benefit related regulatory requirements and lead annual reporting to outside agencies, such as the IRS.
8. EF 5% As a project leader, manage benefit events and processes such as open enrollment, employee health screenings, retirement education and any retiree relations programs.
9. EF 5% Monitor program utilization and benefit data for decision making. Conduct periodic and ad-hoc benefit surveys, compile benefits-related statistics and census data, and summarize survey information to support benefits recommendations and management information needs. Prepare and provide detailed benefits-related reports as requested by Human Resources Department and other District management staff.
10. EF Ongoing Maintain current knowledge of regulatory requirements related to employee benefits.
11. EF Ongoing Provide content to and/or maintain confidential employee records and information. All Human Resources Department employees are required to restrict access to confidential employee records and information from any unauthorized person, except on a need to know basis.
12. SF Ongoing Drive a motorized vehicle while conducting business on behalf of the District.
13. EF Ongoing Maintain regular and predictable attendance: Perform related duties and responsibilities as required. Comply with District policies. Complete all required training. Maintain a working knowledge and comply with District safety procedures and specific safety requirements of this position, and those in accordance with applicable provisions of the Revised Code of Washington (RCW) and Washington Administrative Code (WAC).
QUALIFICATIONS: The qualifications listed below are representative of those required, but reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job.
Post-Secondary Education:
Bachelor’s Degree in human resources, business, or finance or the equivalent combination of education, experience.
Experience:
Typically requires five (5) years’ progressively responsible experience with a benefits consulting organization or in the management and administration of employee qualified and non-qualified benefits programs. Project leadership and coordination experience is preferred. Experience administering self-funded plans in the government or public sector is desired.
Specific KSA's: A fully skilled incumbent will have the following specific knowledge, skills, and abilities.
Knowledge
• Demonstrated knowledge of District benefits processes and procedures
• Knowledge of federal and/or state regulations affecting the administration of health and welfare, leave and retirement plans, as well as specific requirements for public sector employers
• Working knowledge of the collective bargaining agreement as it relates to benefits and leave.
Skills & Abilities:
• Ability to communicate effectively in a clear and concise manner with all levels of employees, managers, vendors, consultants and legal advisors
• Excellent written communication skills
• Strong organizational skills
• Project management skills
• Attention to detail
• Ability to monitor benefit data for accuracy and identify errors.
• Ability to identify benefit system issues and perform basic troubleshooting.
• Ability to anticipate when something is likely to go wrong and develop mitigation strategies
• Active listening skills
• Ability to demonstrate caring and empathy to plan participants and connect them to available resources
Language Skills:
Must be proficient in reading, writing and speaking English.
Computers & Equipment: A fully skilled incumbent will have the ability to utilize the following software, hardware, or equipment:
To perform this job successfully, an individual is required to have intermediate knowledge of Microsoft Excel, Outlook, PowerPoint and Word; PeopleSoft HRIS; and general office equipment. Requires the ability to create online training materials using a variety of software tools, the ability to utilize and modify forms and workflow tools, and the ability to use office equipment and software to host remote meetings and record presentations.
PHYSICAL REQUIREMENTS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to sit. The employee is frequently required to use hands to finger, handle or feel; perform repetitive hand or arm motion; and talk or hear. The employee is occasionally required to stand, walk, reach with hands and arms, carry or lift 10 pounds unassisted; and lift 10 pounds above shoulder height. Vision requirements include close vision, peripheral vision, depth perception and ability to adjust focus.
WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The noise level is usually quiet.
DISCLAIMER
The statements contained herein reflect general details as necessary to describe the principal functions for this job, the level of knowledge and skill typically required, and the scope of responsibility. This should not be considered an all-inclusive listing of work requirements. Individuals may perform other duties as assigned, including work in other functional areas to cover absences or relief, to equalize peak work periods or otherwise to balance the workload.
EEO
Chelan PUD is an Equal Employment Opportunity employer and values diversity at all levels of the organization. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, protected veteran or disabled status, or other protected classifications as defined by law.
EO M/F/Disability/Vet Employer
EEO Law Poster (English or Spanish)
EEO Law Poster Supplement (English)
Chelan PUD will not be offering any work visa sponsorship for this role.
Pay Transparency Nondiscrimination Provision
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-I.35(c)