Benefits Coordinator - Firm Services Details

Benefits Coordinator - Firm Services

HORNE LLP - Ridgeland, MS

Employment Type : Full-Time

HORNE is a service-minded business advisory firm, rapidly growing to serve 48 states, Washington D.C., Puerto Rico, and the U.S. Virgin Islands. We support our over 2,200 team members with opportunities to grow and develop through unique challenges that serve our clients across seven focus areas.

Summary/Objective:

The Benefits Coordinator is primarily responsible for administering employee benefits from initial enrollment to termination of benefits. This position is also responsible for assisting employees with general inquiry regarding their benefits. The Benefits Coordinator should have great attention to detail and ability to handle sensitive information appropriately.

Duties/Responsibilities:

• Process all new-hire benefit enrollments and life event changes in the HRIS and enroll employees at vendor website.
• Assists with new-hire benefit orientations.
• Assists employees regarding benefit inquiries.
• Assists with processing vendor invoices/statements for all insurance benefits, submitting to AP for payment.
• Administer Cobra terminations.
• Terminate employees at vendor websites.
• Send Profit Sharing Distribution forms to terminated employees, plan administrator, and TPA for processing.
• Assist with the tuition reimbursement program.
• Assist with Open Enrollment.
• Respond to Verifications of Employment and Unemployment Claims.
• Other duties as assigned.

Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.

Physical demands:

Prolonged periods of sitting at a desk and working on a computer.

Must be able to lift up to 15 pounds at times.

Required education and experience:

• Associates degree in HR or related field (experience and/or certification may be substituted for education)
• 1-3 years experience in HR and/or benefits administration

Preferred education and experience:

• Bachelors degree
• SHRM, HRCI or related certification

Additional eligibility requirements:

• Basic knowledge of employee benefits and applicable laws
• Excellent written and verbal communication skills
• Excellent organizational, attention to detail, and time management skills
• Must be proficient in Excel and other related Microsoft office programs
• Ability to act with integrity, professionalism, and confidentiality

Affirmative Action/EEO statement:

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Other duties

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)