Benefits Consultant - Remote US

We need to output HTML fragment with sections: About the role? The posting includes "Meet the Team", "Your Impact", "What You'll Do", "Minimum Qualifications", "Preferred Qualifications", "Why Cisco?" and salary info. Also note: "The application window is expected to close on: 10/01/2026" and location restrictions. We need to include only sections with real content. Use

for headings. Use

• for any list of duties/requirements/benefits. Use

  for prose. Do not repeat job title as heading (not given). Do not put Job ID/requisition numbers as headings. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. There's no explicit application instructions besides maybe the salary and location info. We need to preserve all substantive info. We need to decide sections: "About the team" maybe "Meet the Team" heading. "Your Impact". "Responsibilities" (What You'll Do). "Minimum Qualifications". "Preferred Qualifications". "Why Cisco?" maybe "About Cisco". Also include "Pay" section because salary range is given. Also "Location" maybe? Not a required heading but we could include location info under a short paragraph. The instructions: include a section ONLY when posting has real, specific content for it. So we can include Pay section with salary range. Also location restrictions: "This role is open to candidates in all US locations except for NYC metro and the San Jose Bay metro." That's location info; could be a short paragraph under maybe "Location" heading? Not listed as allowed heading but we can use

  for any section heading; they gave examples but not exclusive. Probably okay to add "Location". However they said use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). They gave examples but not limited to those. We'll stick to those where applicable. Location not in list; maybe we can embed location info in a paragraph under "About the role" or similar. But we have no "About the role" heading; we could use "About the role" to include location and maybe overview. However they said do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it. So location could be minor metadata; we could put in a short

  under maybe "About the role". But we need to decide sections. Let's craft:

  About the role

  The application window is expected to close on 10/01/2026. This role is open to candidates in all US locations except for the NYC metro and the San Jose Bay metro.

  Then

  Meet the Team

  with paragraph.

  Your Impact

  with paragraph.

  Responsibilities

  with
  • items from "What You'll Do". Need to break into list items.

    Minimum Qualifications

    with
    • .

      Preferred Qualifications

      with
      • .

        Why Cisco?

        with paragraph(s) about Cisco.

        Pay

        with paragraph(s) about salary range and details. We should not include Benefits or Schedule sections because not explicitly stated? Actually there is benefits description under "Why Cisco?" includes benefits: medical, dental, vision, 401(k), paid parental leave, etc. That's benefits info. The instruction: include a section ONLY when posting has real, specific content for it. Benefits content is present. Should we create a Benefits section? They gave example headings including Benefits. We could extract benefits details into a Benefits section. However the "Why Cisco?" paragraph already includes benefits. Might be okay to keep under Why Cisco? but we could split. The instruction: Prefer a few substantive sections over many thin ones. So maybe keep benefits within Why Cisco? but we already have Why Cisco? which is substantive. Could also add Benefits section but that would be thin? Actually benefits details are substantive. Could create Benefits section with list. However we already have Why Cisco? with narrative about Cisco's mission etc. Might be okay to keep benefits there. But we have a Pay section separate. We need to ensure we don't invent or summarize away detail. Keep all substantive info. Let's extract details: From posting: - Application window close: 10/01/2026 - Location: all US locations except NYC metro and San Jose Bay metro. - Meet the Team paragraph: "The Global Benefits team at Cisco is dedicated to empowering our employees by providing comprehensive, competitive, and inclusive benefits programs. As a member of our U.S. Benefits team, you will join a group of passionate professionals focused on operational excellence and employee advocacy. We thrive in a fast-paced, collaborative environment and seek individuals with a growth mindset who are eager to adapt, innovate, and prioritize data-driven decision-making to support the well-being of our global workforce." - Your Impact paragraph: "In this role, you will serve as a subject matter expert for leave, disability, and accommodations programs, ensuring operational excellence, compliance, and a superior employee experience. You will partner in driving team strategies and support the overall benefit experience addressing our diverse workforce. By anticipating challenges, leveraging emerging technologies, and solving complex problems, you will maintain oversight of program compliance in complex arrangements and foster a culture of high-level service." - What You'll Do (list): Program Administration & Compliance: Manage the end-to-end administration of leave programs (including FMLA, ADA, disability, workers’ compensation) while ensuring strict adherence to current and changing regional, local, and federal laws. Employee Support & Advocacy: Monitor and partner in employee support, delivering differentiated experiences through concierge and external vendor coordination for issues, escalations, and care needs. Expert Guidance: Resolve complex issues and provide clear guidance to employees on benefit plan interpretation, maintaining deep subject matter expertise to respond effectively to inquiries. Cross-Functional Collaboration: Collaborate frequently with senior management, IT, payroll, and change management teams within our complex, matrixed global organization to resolve process gaps and improve service delivery. Support LOA-related workflows, including offboarding and reasonable accommodations. Change Management & Communication: Conduct comprehensive change management initiatives for significant alterations to benefits offerings. Support benefits communication efforts by drafting and promoting related programs, including updating internal resources such as intranet pages, benefits guides, support platforms, and annual state communications. Data-Driven Optimization & AI Integration: Analyze leave, disability, and accommodation data to identify trends and improve program effectiveness. Proactively leverage AI tools to enhance productivity, drive content engagement, and streamline process improvements. Financial & Audit Oversight: Maintain program budgets, review and approve vendor invoices, and investigate/resolve discrepancies to ensure accurate and timely payments. Maintain rigorous oversight of business reporting and internal controls, ensuring data integrity and financial accuracy for all leave and sick leave programs. Manage auditing requirements related to disability program processes. Program Management: Assume responsibility for other related benefit programs as required, such as life, disability, and/or survivor support. - Minimum Qualifications (list): Bachelor’s degree in Human Resources, Business, or a related field, or equivalent practical experience. 5+ years of experience in benefits administration, with a specialized focus on leave, disability, and accommodations. In-depth knowledge of FMLA, ADA, ERISA, HIPAA, and regional/state-specific leave laws. Proven ability to manage relationships with third-party vendors and external partners. Advanced proficiency in Microsoft Excel (e.g., VLOOKUP, pivot tables) and the Microsoft Office Suite (Word, PowerPoint, Visio). Ability to quickly learn and efficiently use various online vendor portals and benefits administration systems. Proficiency in HRIS systems (such as Workday) and case management tools. - Preferred Qualifications (list): Professional certification (e.g., CEBS, PHR, or SHRM-CP). Experience managing benefits programs in a large, multinational technology organization. Demonstrated success in leading process improvement initiatives for complex HR programs. Experience with disability plans and coordination with workers' compensation programs. Demonstrated application of AI technologies to optimize HR workflows and improve operational efficiency. - Why Cisco? paragraph(s): "At Cisco, we’re revolutionizing how data and infrastructure connect and protect organizations in the AI era – and beyond. We’ve been innovating fearlessly for 40 years to create solutions that power how humans and technology work together across the physical and digital worlds. These solutions provide customers with unparalleled security, visibility, and insights across the entire digital footprint. Fueled by the depth and breadth of our technology, we experiment and create meaningful solutions. Add to that our worldwide network of doers and experts, and you’ll see that the opportunities to grow and build are limitless. We work as a team, collaborating with empathy to make really big things happen on a global scale. Because our solutions are everywhere, our impact is everywhere. We are Cisco, and our power starts with you." - Then salary info: "Message to applicants applying to work in the U.S. and/or Canada: The starting salary range posted for this position is $109,100.00 to $138,400.00 and reflects the projected salary range for new hires in this position in U.S. and/or Canada locations, not including incentive compensation*, equity, or benefits. Individual pay is determined by the candidate's hiring location, market conditions, job-related skillset, experience, qualifications, education, certifications, and/or training. The full salary range for certain locations is listed below. For locations not listed below, the recruiter can share more details about compensation for the role in your location during the hiring process. U.S. employees are offered benefits, subject to Cisco’s plan eligibility rules, which include medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, paid parental leave, short and long-term disability coverage, and basic life insurance. Please see the Cisco careers site to discover more benefits and perks. Employees may be eligible to receive grants of Cisco restricted stock units, which vest following continued employment with Cisco for defined periods of time. U.S. employees are eligible for paid time away as described below, subject to Cisco’s policies: 10 paid holidays per full calendar year, plus 1 floating holiday for non-exempt employees1 paid day off for employee’s birthday, paid year-end holiday shutdown, and 4 paid days off for personal wellness determined by CiscoNon-exempt employees** receive 16 days of paid vacation time per full calendar year, accrued at rate of 4.92 hours per pay period for full-time employeesExempt employees participate in Cisco’s flexible vacation time off program, which has no defined limit on how much vacation time eligible employees may use (subject to availability and some business limitations)80 hours of sick time off provided on hire date and each January 1st thereafter, and up to 80 hours of unused sick time carried forward from one calendar year to the nextAdditional paid time away may be requested to deal with critical or emergency issues for family membersOptional 10 paid days per full calendar year to volunteer For non-sales roles, employees are also eligible to earn annual bonuses subject to Cisco’s policies. Employees On Sales Plans Earn Performance-based Incentive Pay On Top Of Their Base Salary, Which Is Split Between Quota And Non-quota Components, Subject To The Applicable Cisco Plan. For Quota-based Incentive Pay, Cisco Typically Pays As Follows .75% of incentive target for each 1% of revenue attainment up to 50% of quota;1.5% of incentive target for each 1% of attainment between 50% and 75%;1% of incentive target for each 1% of attainment between 75% and 100%; andOnce performance exceeds 100% attainment, incentive rates