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Job Summary

Responsible for administering ServiceSource benefits programs and the HRIS. Benefits administration includes managing invoices, contacting vendors, handling employees' questions, and managing relationships with external benefits administration vendors. The HRIS administration includes system implementation, maintaining responsibility for data integrity, changes, and report writing. Additionally, determine actions required to resolve system issues, troubleshoot glitches, errors, and process issues as they arise in collaboration with the HRIS resources.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. These duties and responsibilities will be rated on the Annual Performance Review.

• Design, configure, and maintain HRIS system implementation, including continued testing and configuration, system optimization post go-live, troubleshoot system errors and coordination and management of cross-functional dependencies between HR, Benefits, IT, HRIS, and Payroll departments.

• Assist in development of standard reports for ongoing customer needs. Support in maintaining reports or queries.

• Administer Annual Open Enrollment to ensure data integrity with carriers; and HRIS system.

• Prepare, process, and validate vendor billings for accuracy.

• Manage data integrity of employee benefit data in Workday. Enroll, update, and/or terminate employee benefits in the HRIS and respective carrier portals.

Additional Responsibilities

• Process the payroll deductions for most benefit programs requiring employee contributions. Trouble-shoot errors and determine corrections. Coordinate retroactive payments and reimbursements with Payroll. Suggest automation options and coordinate implementation to alleviate manual processes.

• Prepare and communicate information to employees and former employees about benefit programs, procedures, changes, and government-mandated disclosures.

• Responsible for creating, filing, and maintaining benefit files.

• Utilizing past actions, proactively determine potential areas of benefit activities that could be areas of concern, i.e., H&W rate changes, CBA actions, etc.

• Benefit True-up report that identifies the number, location, and HR Manager of all employees were the H&W benefit was not properly maintained.

• Perform other responsibilities as assigned.

Qualifications: Education, Experience, and Certification(s)

• Required: Associate degree in Human Resources, or a related discipline with at least two (2) years of related experience in Human Resources.

• Three years of related work experience with a high school diploma (or General Educational Development) may substitute for an associate degree.

• Preferred: Professional HR certification.

• Required: Experience with HRIS Workday.

Knowledge, Skills and Abilities

• Knowledge and experience with human resources laws and corresponding compliance requirements including FLSA, FMLA, SCA, COBRA, EEO/AAPs, ERISA, and HIPAA required.

• Confident, clear, and professional written and verbal communications skills.

• Ability to work effectively within a team.

• Strong focus on providing exceptional and accurate customer service to both internal and external individuals.

• Strong computer skills to include proficiency with Microsoft Office software.

• Proficient in the HRIS Workday.

Physical Demands

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, talk, and hear. The employee is occasionally required to walk around an office. The employee may occasionally lift or move products and supplies, up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, depth perception, and ability to adjust focus.

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the work environment is usually quiet.

What We Offer - for Benefit Eligible Employees May Include:

Because ServiceSource hires the best people, we work hard to provide benefits that make their lives better, so we offer a comprehensive benefit program which features:

• Health coverage for you and your family through Medical, Dental, and Vision plans

• Financial protection with 100% company paid Disability, Life, Accidental Death & Dismemberment insurance

• A 403(b)-Retirement plan in which the company matches dollar for dollar on a generous percentage matching up to 3% of your contribution

• Tax advantages through Flexible Spending and Health Savings accounts that allow you to pay for specific healthcare and dependent care expenses with pre-tax dollars

• To help you manage your work and life needs, we offer an Employee Assistance Program, Wellness Program, and Tuition Assistance

• A generous paid time-off program in which the benefits increase based on your tenure with the company

ServiceSource is committed to hiring and retaining a diverse workforce and building an inclusive workplace. We are an Equal Opportunity and Affirmative Action Employer, making employment decisions without regard to a person's race, color, religion, sex (including pregnancy, sexual orientation, gender identity and transgender status), national origin, age (40 or older), veteran status, disability, or any other protected class. We are an E-Verify Employer and a drug-free workplace. Pre-employment background checks are required for all employment positions.

PAY TRANSPARENCY POLICY STATEMENT:

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