Senior Benefits Manager

DEKA Research & Development•Manchester, NH

About The Position

DEKA Research & Development Corp. is seeking an experienced and strategic Senior Benefits Manager to lead the design, administration, and continuous improvement of the company's employee benefits programs. This role combines hands-on plan administration with strategic planning. The Senior Benefits Manager is a people-facing role, providing direct, in-person support to employees while partnering closely with Finance and outside consultants to develop competitive, cost-effective programs that align with DEKA's mission-driven culture and organizational goals.

Requirements

Bachelor's degree in Human Resources, Business Administration, Finance, or a related field.
10+ years in Human Resources or related field, including 5+ years of experience in employee benefits management.
Demonstrated experience with benefits plan design and strategic planning - not just administration.
Strong working knowledge of FMLA, HIPAA, COBRA, ACA and applicable federal/state employment laws.
Experience managing vendor relationships and contract negotiations with carriers and brokers.
Proficiency with HRIS systems and benefits administration platforms.
Exceptional analytical skills with the ability to interpret data and translate insights into actionable recommendations.
Strong project management skills with the ability to manage multiple priorities and deadlines simultaneously.
Excellent written and verbal communication skills, including the ability to present complex information to diverse audiences.

Nice To Haves

Experience in a technology, research & development, or engineering-focused organization.
Familiarity with self-funded health plan structures and experience working with TPAs.

Responsibilities

Oversee day-to-day administration of health, dental, vision, life, disability, FSA/HSA, and supplemental benefits plans.
Manage relationships with benefits brokers, insurance carriers, TPAs, and wellness vendors - including contract negotiations, performance reviews, and escalation resolution.
Lead annual open enrollment planning and execution, including communications strategy, system configuration, employee education, and post-enrollment audits.
Ensure accurate and timely benefits data in HRIS; oversee eligibility, enrollment changes, and qualifying life events processing.
Administer leave programs including FMLA, short-term and long-term disability, and coordinate with payroll and managers.
Design and recommend new benefit programs or modifications to existing plans based on workforce demographics, employee feedback, regulatory changes, and industry trends.
Develop multi-year roadmaps for benefits program evolution, presenting recommendations and business cases to company leadership.
Evaluate and select benefit plan structures (HDHPs, traditional PPOs, etc.) with a focus on cost efficiency and employee value.
Partner with finance to model benefit cost scenarios, project annual spend, and set benefits budgets.
Ensure all benefit plans comply with applicable federal and state regulations including FMLA, HIPAA, COBRA, ACA, and IRS requirements.
Monitor legislative and regulatory developments impacting employee benefits; communicate changes and update plan documents accordingly.
Serve as primary contact for benefits audits, government inquiries, and claim disputes.
Develop and deliver clear, engaging benefits communications across all channels - email, intranet, in-person sessions, and print.
Conduct new hire benefits orientations and respond to employee inquiries with timely, accurate guidance.
Champion a culture of benefits literacy, helping employees maximize the value of their total compensation package.
Gather and act on employee feedback to continuously improve the benefits experience.
Analyze benefits utilization, claims data, and cost trends to identify opportunities for program improvements and savings.
Produce regular reporting on benefits costs, participation rates, and KPIs for HR and Finance.
Leverage data insights to drive evidence-based decisions on plan design changes and wellness investments.