Benefits and Compensation Manager

Credit Union of Southern California•Anaheim, CA

just now•Hybrid

About The Position

The Benefits and Compensation Manager is a functional manager and is responsible for the administration, oversight, and continuous improvement of the organization’s total rewards programs, with primary accountability for the end-to-end management of all team member benefits offerings and compensation administration within an established framework. This role serves as the functional lead for the organization’s health, welfare, retirement, executive, and voluntary benefits programs by overseeing plan administration, vendor partnerships, compliance, financial management, and the resulting team member experience. The position manages the full lifecycle of benefits operations, ensuring programs are competitive, cost-effective, and compliant with all applicable regulations. In addition, this role administers compensation programs in alignment with the organization’s compensation philosophy, salary structures, and pay practices. As an individual contributor and subject matter expert, this position operates with a high degree of autonomy and independent judgement, partnering closely with HR Centers of Excellence, Finance, senior leadership, and external vendors to effectively execute total rewards programs that support attraction, retention, and the organization’s mission of Building Better Lives.

Requirements

High school diploma or equivalent.
7+ years of progressive experience in benefits administration, including serving as a primary owner of a benefits function with demonstrated ability to independently manage end-to-end program administration with minimal oversight.
1+ year of experience in compensation program administration.
Proficiency with HRIS systems and reporting, including EDI file feeds (Paylocity experience preferred).
Experience managing broker and vendor relationships.
Expert-level knowledge of benefits compliance requirements and regulations (ACA, ERISA, COBRA, HIPAA, Section 125, etc.)
Ability to manage benefits and compensation programs independently with minimal oversight and direction.
Attention to detail, execution discipline, and commitment to high-quality work product.
Demonstrated analytical skills and comfort working with sensitive and confidential benefits and compensation data.
Ability to leverage data to inform and support recommendations for continuous improvement.
Strong communication and team member education skills.
Proficient in all applicable MS Office programs (i.e., Word, Excel, Outlook, Teams, etc.).

Nice To Haves

Bachelor’s degree in Human Resources, Business, Finance or related field.
Certified Employee Benefits Specialist (CEBS) or comparable certification.

Responsibilities

Lead the end-to-end management and administration of all team member benefits programs, including medical, dental, vision, retirement, life, disability, executive benefits, voluntary benefits, and wellness programs and initiatives.
Serve as the primary liaison with benefits brokers, carriers, TPAs, and vendors.
Manage annual renewal process including plan evaluation, cost analysis, benchmarking, and recommendations.
Partner with senior leadership and Finance on benefits budgeting and cost forecasting.
Lead annual open enrollment planning and execution, including communications strategy and team member education.
Ensure compliance with all applicable federal, state, and local regulations (ERISA, ACA, COBRA, HIPAA, Section 125, etc.)
Oversee plan documentation, filings, audits, and required notices.
Analyze utilization data and trends to recommend plan design improvements and cost-containment strategies.
Monitor vendor performance and service levels; drive issue resolution and continuous improvement.
Develop and maintain clear, team member-friendly benefits communications and resources.
Serve as the primary point of contact for team members with benefits-related issues, partnering with brokers, vendors, and third-parties to ensure effective and timely resolution.
Administer compensation programs in alignment with established compensation philosophy, salary structures, and internal guidelines.
Manage annual merit cycle and market adjustments.
Conduct job evaluations and market pricing using established tools and methodologies.
Partner with Talent Acquisition, HR Business Partners, HR leadership, and hiring managers on offer recommendations within approved ranges and practices.
Maintain salary structures, pay ranges, and job architecture documentation.
Ensure compliance with minimum wage laws, pay transparency laws, and internal equity practices.
Provide reporting and analysis to support workforce planning and pay equity reviews.
Serve as the primary back-up for payroll processing, including processing the organization-wide biweekly payroll at least once per quarter.
Complete understanding and active application the C.A.R.E. 4 Guide expectations and the Brand Communications Standards Accountability Philosophy.
Must be able and available to work a “hybrid” schedule, per business operations requirement, as needed.
Additional duties and responsibilities, as assigned.