HRIS/BENEFITS MANAGER

GHP Management Corporation•Los Angeles, CA

2d•$83,000 - $95,000•Onsite

About The Position

The HRIS/Benefits Manager provides support, mentorship, and guidance to the HR team and organizational leaders on HRIS, benefits, leave of absence, and strategic initiatives. This role serves as an administrator and subject matter expert, carrying out professional-level HR responsibilities in benefits and leave administration and HRIS. The manager promotes GHP’s culture and values and collaborates with the VP of Human Resources, HR colleagues, leaders, employees, vendors, brokers, carriers, and auditors. The position leads HRIS strategy and administration, including vendor relationships, system design and configuration recommendations, enterprise-wide implementation, system updates, reporting, and audits. It oversees employee benefits administration, enrollment, carrier transactions, plan renewals, COBRA notifications, 401(k) inquiries and audits, vendor coordination, and employee communications. The role also administers leaves of absence, supports employees through leave processes, maintains compliance with applicable regulations, and coordinates leave tracking and benefit continuation. The manager supports compliance filings, plan communications, audits, and reporting; works with HR colleagues and company leaders to inform business decisions; and contributes to onboarding, training, and departmental improvement initiatives. The position is based at the GHP corporate location in Los Angeles, with regular physical office presence and local travel to property sites as needed. Travel may also include company meetings and conferences, including air travel.

Requirements

Bachelor’s degree in a related field and at least 3 years of HRIS/Benefits Management experience, or a high school diploma or equivalent and at least 5 years of HR Generalist or Benefits Management experience in a large, complex organization or high-volume, fast-paced environment.
Proficiency with Paycom, UKG, or a similar HRIS.
Excellent written and verbal communication skills, attention to detail, reasoning, and problem-solving abilities.
Comfort conducting business transactions by telephone and computer and meeting clients and candidates face-to-face.
Results-oriented, with strong organizational skills and the ability to work in a high-volume, fast-paced environment.
Ability and willingness to work well in teams and collaborative environments.
Proficiency with MS Office or a related office productivity suite.
Ability to multitask, prioritize, and work efficiently and independently.
Ability to follow up and follow through in a timely manner.
Ability to travel locally to property sites as needed.
Positive, can-do attitude and ability to be a team player.
Unrestricted authorization to work in the United States.
Willingness to submit to a background check.
Ability to remain stationary for extended periods and observe details at close range.
Ability to work in low to moderate noise levels and regularly operate a computer and other office machinery.
Ability to communicate and exchange information with management, internal team members, and vendors.
Ability to read and write effectively, communicate clearly, handle complex issues, pay attention to detail, and prepare relevant reports.

Responsibilities

Promote and uphold company values, policies, and initiatives.
Provide guidance and training to managers and employees on benefits, HRIS updates, and system maintenance.
Recommend approaches, policies, and procedures to improve departmental efficiency and services.
Contribute to new-hire onboarding by preparing documents and packets and presenting essential information.
Collaborate with HR colleagues on special projects.
Manage HRIS vendor relationships and recommend system design and configuration strategies in collaboration with the VP of Human Resources.
Develop HRIS optimization and automation plans with stakeholders and execute HRIS strategy enterprise-wide.
Manage system updates, processes, and functionality; identify reporting needs and develop reports to support business objectives.
Evaluate HR systems and processes, recommend improvements, and audit HRIS records and configurations for accuracy.
Serve as the first point of contact for employee benefit inquiries and enrollment questions.
Oversee benefit enrollment for open enrollment, new hires, and life events; manage carrier uploads for contributions, changes, and terminations.
Work with leaders and insurance brokers on plan renewal assessments aligned with company culture, budget, and employee needs.
Manage COBRA notifications through the carrier and respond to day-to-day 401(k) transaction questions.
Oversee the annual 401(k) audit and serve as the primary resource for the auditor.
Coordinate benefits administration with vendors, including change reporting, invoice approvals, and employee communications.
Maintain proficiency in applicable leave regulations and stay current on regulatory changes.
Serve as the first point of contact for employees seeking leave and respond to related questions and concerns.
Engage in the interactive process and communicate employees’ leave rights, obligations, and procedures through required correspondence.
Ensure required benefit continuation during leaves of absence; classify and track leaves accurately.
Respond to EDD inquiries concerning leaves of absence and disability claims.
Work with the HR team to assess temporary staffing needs and confer with managers about estimated leave durations.
Ensure accurate and timely compliance filings, maintain up-to-date records, and ensure plan communications meet regulatory requirements.
Work with the external auditor and VP of Human Resources on the 401(k) audit process.
Ensure compliance with ADA, COBRA, ERISA, and other applicable local, state, and federal regulations.
Prepare census and other data reports requested by brokers and carriers.
Partner with the HR Business Partner and company leaders to develop ongoing reporting that informs business decisions.
Travel locally to property sites as needed and attend company meetings or conferences.
Maintain regular physical office presence or work offsite as needed.