Senior Benefits Manager

LaunchDarkly

10d•$116,000 - $187,000

About The Position

LaunchDarkly is seeking a Senior Benefits Manager to design, operate, and continuously improve health, wellness, and financial benefits programs for its growing, distributed workforce. This senior individual contributor owns benefits strategy and delivery end to end, manages carrier and vendor relationships, and ensures offerings are competitive, compliant, and cost-effective. The role works independently on complex and ambiguous issues, influences decisions across People, Finance, Legal, and IT, and advises the Chief People Officer and other senior leaders. It has no direct reports, but the manager guides and coaches teammates and external partners through subject-matter expertise. The position calls for deep technical benefits knowledge, sound business judgment, operational excellence, and commitment to employee experience.

Requirements

At least 8 years of progressive benefits experience, including significant ownership of renewals, open enrollment, and vendor management in a high-growth technology or similarly fast-paced environment.
Deep working knowledge of US benefits regulations, including ACA, ERISA, HIPAA, COBRA, FMLA, and state and local requirements.
Knowledge of health plan funding models, including fully insured and self-funded arrangements.
Ability to analyze plan data, build cost models, and translate findings into clear recommendations for senior stakeholders.
Experience with benefits administration platforms and HRIS systems, such as Workday, Rippling, or similar, and with carrier and eligibility integrations.
Strong negotiation and vendor management skills, with a record of improving cost, service, or employee outcomes.
Excellent written and verbal communication skills, including the ability to explain complex topics clearly to employees and executives.
Ability to work independently, prioritize competing demands, and complete projects with minimal oversight.
High standards for accuracy, confidentiality, and sound judgment when handling sensitive employee information.
Comfort working with a highly distributed team across time zones.

Nice To Haves

Experience supporting benefits for a multi-country workforce or through M&A integration.
Bachelor's degree in Human Resources, Business, Finance, or a related field.
Professional certification such as CEBS, SHRM-CP/SCP, or PHR/SPHR.
Experience with equity and broader total rewards programs.

Responsibilities

Own the benefits strategy and roadmap, including medical, dental, vision, life and disability, FSA/HSA, 401(k), leave of absence, mental health and wellness, and global/international offerings; recommend data- and benchmark-supported changes.
Lead annual benefits renewal and open enrollment, including plan design analysis, funding and cost modeling, carrier negotiation, communications, system configuration, and post-enrollment audits.
Manage broker, carrier, PEO/EOR, and third-party administrator relationships, and hold vendors accountable for service levels, pricing, and employee experience.
Partner with Finance to forecast, budget, and report on benefits spending, and identify cost-containment and plan-optimization opportunities.
Ensure compliance with ACA, ERISA, HIPAA, COBRA, FMLA, state and local leave laws, and non-discrimination testing; own required filings, notices, and audits in partnership with Legal and outside counsel as needed.
Administer and optimize benefits technology, including HRIS, benefits administration platforms, and carrier feeds; manage integrations, data accuracy, and invoice and eligibility reconciliation.
Serve as the escalation point for complex employee benefits, leave, and accommodation cases, and coach People Operations teammates on resolution.
Design and deliver clear, engaging benefits communications and education to help employees make informed choices.
Evaluate benefits for new geographies and acquisitions, and support integration of new employee populations.
Build scalable processes, documentation, and metrics, including participation, cost per employee, utilization, and satisfaction; report insights to People leadership.
Monitor regulatory changes, market trends, and emerging benefits solutions, and proactively bring recommendations to the team.