Health & Welfare – COE Solution Specialist

DPR•Newport Beach, CA

14d

About The Position

The Health & Welfare-COE Solution Specialist designs, implements, and administers DPR’s employee health and welfare benefits plans, ensuring regulatory compliance and plan effectiveness. This role is pivotal in driving business outcomes by supporting the design, implementation, administration, and continuous improvement of employee benefits programs. This role will serve as the subject matter expert for all matters related to benefits, communication and integration of benefits programs across the enterprise, vendor management, and providing data-driven strategic insights to align benefits offerings with organizational goals.

Requirements

Bachelor’s degree in Human Resources, Business, Finance or a related field.
7+ years of progressive experience in employee benefits management or consulting.
Deep knowledge of all aspects of employee benefits programs.
In-depth knowledge of U.S. benefits regulations and compliance requirements. Global knowledge is a plus.
Experience working with HRIS/benefits systems (Workday).
4+ years of project management experience.

Nice To Haves

CEBS, PHR/SPHR, or SHRM-CP/SCP certification.

Responsibilities

Design, implement, and oversee the overall strategy for all health and welfare benefits programs, ensuring alignment with the company's mission and budget.
Improve benefits communication by using multiple channels, including AI-powered tools, for year-round education to ensure employees understand the value of their benefits and how to use them.
Develop and implement a multi-channel benefits communication strategy that demonstrates increasing employee understanding of their benefits.
Implement advanced data analytics to identify trends in employee usage, forecast costs, and an input on plan redesigns to optimize benefit effectiveness and support talent retention.
Create a fully predictive and personalized benefits experience by building a predictive model using AI to be used in the analysis of employee data, to anticipate future health and life needs and proactively present personalized benefits options before they are requested.
Build an executive-level dashboard that provides real-time insights into benefits costs, utilization, and employee feedback to inform critical business decisions beyond the PP function, such as a talent acquisition strategy.
Manage relationships with benefit providers, negotiate contracts, and ensure vendors deliver maximum value and service to optimize plan design, ensure cost-effectiveness, and enhance service quality.
Target a negative cost trend to decrease per-employee benefit costs through innovative plan design, strategic vendor/broker negotiations, and /or implementing innovative programs that proactively improve employee health.
Create a framework for measuring the true value across all benefits, going beyond calculating ROI to measure the impact on employee well-being, engagement, and retention.
Develop a strategy to integrate wellness programs and predictive modeling to identify employees at elevated risk of chronic conditions in support of improving employee health and a quantifiable reduction in overall company healthcare spend.
Develop a new company-wide effectiveness metric that tracks total employee well-being by combining health outcomes, financial wellness metrics, and engagement data.
Develop and execute a three-to-five-year strategic plan that aligns the benefits strategy with the company's long-term business and talent acquisition goals.
Interact with Leaders across the enterprise to understand the generational demographics, those challenges/opportunities and introduce innovative benefits inclusive of financial/retirement planning benefits.
Conduct a comprehensive market analysis to understand top-tier benefits offerings in the industry, regularly interact with key contacts/consultants with direct/real time insight into market and competitive demands, continuously monitor market shifts and market trends. The goal is to design and implement a new, differentiated benefits package that elevates the company to a differentiated top-tier employer ranking within two years.
Collaborate with Talent Acquisition Operations Leader and People Practices Leaders to identify critical talent gaps for hard-to-fill roles and support increased acceptance rates through the consideration/development of benefits offerings that mitigate those gaps.
Occasional travel may be required for workshops, industry events or off-site sessions.