Human Resources Manager – Benefits & Comp

Legacy Retirement Commu•Cherry Hill, NJ

10h•Hybrid

About The Position

The primary focus of this position is to support the human resources department through the management, administration, analysis and action planning of compensation, benefits, HR compliance and the HRIS system. This position serves as a strategic partner to support compensation and benefit strategies to ensure organizational effectiveness. This position works collaboratively with internal and external resources to support the established goals. The Human Resources Manager will deliver high quality services in a manner consistent with the mission and values of the Legacy Retirement Communities and complies with applicable state and federal laws and regulations.

Requirements

Bachelor’s degree in Human Resources, Business or related field or equivalent work experience required.
Seven years progressive HR experience with emphasis in benefits, compensation and compliance highly desired.
Possess a valid driver’s license and have an excellent driving record.
Strong knowledge of employment law and regulatory requirements.
High degree of interpersonal relations skills and capable of relating to a variety of people and personalities. Considerable initiative, judgment and leadership skills needed.
Reliable as attendance and dependability are required in this position. Must be an independent thinker and a self-starter.
Able to maintain confidentiality.
Organized and possess strong time-management skills with a proven ability to meet deadlines.
Excellent verbal and written communication skills.

Responsibilities

Oversee employee benefits management including the overall strategy and vendor management. Manage and conduct all stages of open enrollment, new hire and qualifying event enrollments. Educate employees on the different plans; respond to inquiries from staff; ensure all documentation is received and processed; etc. Manage the COBRA administration with the 3rd party vendor. Ensure the annual Form 5500 is submitted and any other benefit compliance requirements are met. Conduct monthly invoice reconciliation from benefit vendors.
Oversee and perform fiduciary duties of the 401(k) plan to include quarterly open enrollments identifying newly eligible participants, plan compliance, census preparation, 401(k) audit, Form 5500 submission, etc. Participate on the 401(k) Plan Oversight Committee and keep minutes of meetings. Provide education to employees on the plan. Ensure compliance requirements are met. Stay abreast of regulatory changes involving 401(k) plans.
Manage the compensation structure for the organization to include the updating of the wage bands (hire-in rates), staying abreast of wage information in the local market, etc. Manage the annual merit increase process to include working with and educating Managers on the process. Prepare the overall cost impacts of the merit process and seek appropriate approvals. Provide guidance to the recruiting staff on hire-in rates above the established rate.
Stay abreast of changes in regulations and laws affecting compensation including changes to the FLSA at the federal level and changes at the state level. This may include job classifications, minimum wage, exempt/non-exempt classifications, etc. Determine the impact of changes and make recommendations on what is needed to be compliant.
Oversee HR compliance with federal, state and local employment laws (FLSA, FMLA, ADA, EEO, OSHA, Unemployment, etc.) This includes administration of the leave programs, workers’ compensation including OSHA reporting, unemployment claims including hearings, etc.
Assist with employee relations matters and meetings, investigations, document preparation, and policy administration. Partner with the HR team on maintaining and updating the employee handbook and HR policies as laws change on the federal, state and local levels. Partner with legal counsel as needed to mitigate organizational risk.
Oversee the HRIS system and produce reports as requested. Assist with payroll processing to provide bi-weekly auditing of the process. Serve as a back-up for payroll processing.
Partner with the HR team to ensure alignment between total rewards and retention strategies.
Serve as a trusted advisor for leaders and employees on compensation, benefits, compliance, human relations issues, etc.
Perform other Human Resources functions and/or tasks as needed. Perform other duties, work on special projects, etc. as requested.