Benefits Leader

As a Benefits Leader at Olsson, your primary responsibilities involve overseeing daily activities in the benefits area, developing comprehensive benefit plans, and managing relationships with benefit providers. You'll also analyze the financial impact of existing programs, ensure compliance with regulations, and mentor team members to foster creative strategies that enhance employee benefits.

To apply for the Benefits Leader role at Olsson, candidates should ideally have a bachelor's degree in human resources, business, or a related field. If you possess an associate degree, equivalent experience is also acceptable. Additionally, you should have at least eight years of experience in a related position, with a minimum of four years in a leadership role.

For the Benefits Leader position at Olsson, experience in human resources management, specifically relating to employee benefits, is crucial. Candidates should have a solid background in developing and implementing benefit programs and managing teams effectively, as well as strong interpersonal skills to build positive relationships within and outside the organization.

As a Benefits Leader at Olsson, you'll receive a comprehensive benefits package that includes healthcare, dental, vision coverage, paid time off, and the opportunity to partake in an Employee Stock Ownership Plan (ESOP). Additionally, you’ll enjoy an excellent 401(k) match, flexible work arrangements, and performance-based bonuses.

The work environment for a Benefits Leader at Olsson is collaborative and supportive. The firm fosters a culture of inclusivity and innovation where employees are encouraged to learn and grow. You'll have the flexibility to work from either the Omaha or Lincoln offices, or pursue hybrid arrangements, all designed to match your lifestyle while delivering impactful work.

When developing a new benefits program, start by assessing employee needs through surveys or feedback sessions, analyze existing plans, and consider industry benchmarks. Present your findings to management, recommend tailored programs, and ensure compliance with regulations while fostering employee engagement.

In handling escalated employee benefit claims, I prioritize empathetic communication and swift resolution. I ensure that I understand the root of the issue, collaborate with relevant parties to gather information, and work diligently towards a fair resolution while keeping the employee updated throughout the process.

To ensure compliance with benefits regulations, I maintain up-to-date knowledge of federal, state, and local laws, regularly review our benefits programs for compliance, and collaborate with legal counsel when necessary. Training for staff and establishing clear processes for audits is also crucial.

I measure the effectiveness of benefits by gathering employee feedback through surveys, tracking usage rates of programs, and analyzing the retention rates of employees. Additionally, I compare our offerings with industry standards to ensure we remain competitive.

In managing vendor relationships for benefits programs, I prioritize communication and transparency. This involves negotiating contracts, addressing any service issues promptly, and conducting regular meetings to ensure they are meeting our organization’s needs effectively.

To develop and mentor my benefits team, I implement regular training sessions, provide constructive feedback, and encourage open discussions to foster creativity. I also set clear professional development goals and provide opportunities for team members to take on new responsibilities.

To analyze the financial impact of benefit programs, I utilize metrics such as utilization rates, returns on investment, and employee turnover rates. I often collaborate with finance teams to conduct a thorough cost analysis and find ways to optimize benefits while ensuring employee satisfaction.

My approach to creating an inclusive benefits program involves soliciting input from diverse employee groups and considering their unique needs. I ensure the provisions support various lifestyles and demographics while ensuring all employees feel valued and included in our offerings.

I keep up with trends in employee benefits by subscribing to industry publications, attending HR conferences, and participating in professional networks. This ongoing education helps me bring innovative ideas to our benefits structure at Olsson.

The Benefits Leader role is essential for an organization like Olsson as it directly influences employee satisfaction and engagement. By designing competitive benefits, we not only attract top talent but also retain employees who feel supported and valued, ultimately contributing to the company’s success.