Benefits Program Manager

Posted Date: Dec-29-2016

Job ID: 6113

Job Type: Full Time

Job Function: Human Resources

City: Kent

State: Washington

What's cool about this job

This position contributes to REI’s success by maximizing productivity and reducing risk and expenditures through the optimal management of health, welfare, disability and time-off/absence/leave programs.  This position will work with health, welfare, and disability and third party administrators to develop and implement best practices in operational processes, including claims management, health and care management, ergonomics and return-to-work protocols. In addition, they will serve as a resource to management, HR and employees on a variety of healthcare, welfare, and Leave of Absence related matters. The incumbent will act as the escalation contact for more complex vendor and employee service issues/concerns that are raised to the Employee Service Center.  Models and acts in accordance with REI’s guiding values and mission.  This role will work with HR, business partners and managers on all aspects of benefit administration including the design/development, implementation and communication of benefit programs and processes for REI employees.  The position will also work with HR, legal and tax counsel, as well as service providers and consultants to ensure that programs are implemented and administered in accordance with regulatory requirements and REI policies.
Partner closely with Benefits, HR and Operations teams to provide recommendations regarding program administration, program design changes, vendor management issues, and Service Level agreement.

Implement process improvement activities with the ESC, and provide feedback regarding employee and management communications such as intranet, policies and third party communications.

This role will also be responsible for all aspects of various benefits program management including daily administration, vendor management, funding, management reporting, plan compliance as well as focus on continual improvement in the employee experience. This position will manage appeals and work with HR and managers to resolve any potential conflicts for employees. The position is responsible for maintaining a high level of plan participant satisfaction by proactively identifying potential problems, and quickly resolving issues. 

Bring your passion and expertise

Demonstrates leadership by engaging in effective cross-functional/cross-departmental partnerships within REI, developing and sustaining programs designed to promote REI’s business strategy and culture. 

Contributes to and leads analyses, assessments, and design of company programs for benefits Open Enrollment, health, welfare, life, disability insurance, leave, time off, commuter program surveys,  sabbaticals, voluntary benefits, and reward/recognition plans.

Proven abilities in managing plan regulatory compliance, identifying risks along with recommendations, and implementing changes as needed to comply with changing requirements.

Functions as an internal consultant to the supervisory and management levels of the company regarding best practices and continuous process improvement within the area of benefits administration, absence management, and related health and welfare programs.
Educate, coach and partner with management and HR Organizational Development to implement solutions on complex claims including return-to-work issues, ensuring consistent business practices.
Monitor and routinely report benchmarking metrics related to benefits and leave programs.  Identify areas of concern and develop strategic recommendations on how to effectively control costs while maintaining or improving the quality of care and level of services provided to employees.

Demonstrated results in building programs, processes, procedures and communications, improving program efficiency and driving high levels of customer satisfaction.

Ensure compliance with all labor laws, ACA and REI policies and act as a liaison with internal Legal counsel for complex claims; constantly searches for opportunities to eliminate or limit risk exposure, from an operational perspective as well as from a legal compliance standpoint.

Why you'll love it here

Join a passionate community of people who believe in one simple truth: an outdoor life is a live well-lived. REI is a co-op, born in the mountains of the Pacific Northwest in 1938. We’re here to help our 5.5 million members have amazing experiences outside—and do the same ourselves. Bring your creativity, customer focus and enthusiasm for living life outdoors—we can’t wait to meet you!

At REI we offer an enviable work environment that Fortune Magazine has recognized on the "100 Best Places to Work" list since the award's inception – 19 years in a row! Sure, we work hard, but it’s balanced with time off to play—a strategy that works for us as we continue to grow and thrive. Want to enjoy a workplace where you can be yourself, be heard and be respected while having a job that challenges you? This is the place.

With more than 140 retail locations (and growing), REI offers unique competitive benefits to its more than 11,000 employees, including healthcare, gear and apparel discounts, free equipment rentals and challenge grants to help employees reach personal outdoor goals, generous retirement plan contributions, public transit subsidy, adoptions assistance, paid sabbaticals, and more.

REI is an Equal Opportunity Employer

ARTICLE 23-A, Section 753

§753. Factors to be considered concerning a previous criminal conviction; presumption.

1. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall consider the following factors:

(a) The public policy of this state, as expressed in this act, to encourage the licensure and employment of persons previously convicted of one or more criminal offenses.

(b) The specific duties and responsibilities necessarily related to the license or employment sought or held by the person.

(c) The bearing, if any, the criminal offense or offenses for which the person was previously convicted will have on his fitness or ability to perform one or more such duties or responsibilities.

(d) The time which has elapsed since the occurrence of the criminal offense or offenses.

(e) The age of the person at the time of occurrence of the criminal offense or offenses.

(f) The seriousness of the offense or offenses.

(g) Any information produced by the person, or produced on his behalf, in regard to his rehabilitation and good conduct.

(h) The legitimate interest of the public agency or private employer in protecting property, and the safety and welfare of specific individuals or the general public.

2. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall also give consideration to a certificate of relief from disabilities or a certificate of good conduct issued to the applicant, which certificate shall create a presumption of rehabilitation in regard to the offense or offenses specified therein.