Benefits Specialist (51178)

We need to output HTML fragment with sections: h3 for headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must only include sections that have real specific content. The posting includes: Position Summary (maybe "About the role"?). It has "Key Responsibilities" (Responsibilities). It has "Qualifications" (Qualifications). It has "Knowledge, Skills & Competencies" (Skills). It has "Success Measures Within The First 12 Months" maybe could be considered "Performance Expectations"? Not a standard heading; but we can maybe treat as part of Responsibilities? The instruction: Use h3 for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should map content to those headings if appropriate. "About the role" could be the Position Summary paragraph. "Responsibilities" corresponds to Key Responsibilities. "Qualifications" corresponds to Qualifications. "Skills" corresponds to Knowledge, Skills & Competencies. Benefits: Not explicitly listed as a separate benefits section (like employee benefits offered). The posting does not list benefits offered to employee (like health insurance, PTO). So we should NOT create a Benefits section because no specific content. Pay: not mentioned. Schedule: not mentioned. Requirements: maybe we could treat Qualifications as Requirements? But they said Qualifications is a heading; Requirements maybe separate but we can omit if not distinct. The posting includes "Qualifications Required" and "Preferred". That's qualifications. So we can have Qualifications heading. Requirements maybe not needed. We'll include About the role, Responsibilities, Qualifications, Skills. Possibly also "Success Measures" could be considered as part of Responsibilities or maybe a separate section like "Performance Expectations" but not in allowed list; we should not create extra headings not in list. Could embed within Responsibilities as a paragraph. But we must preserve all substantive information; we can include that as a

under Responsibilities after the list. We need to use

• for any list of duties/requirements/benefits. So for Responsibilities we have many bullet-like paragraphs; we can turn each responsibility area into
  • . The posting has headings within Key Responsibilities: Benefits Administration, Leave Administration, HRIS Administration, HR Operations Support, Payroll Support, Vendor Management, Compliance & Reporting, HR Metrics & Analytics, Employee Communication & Education. Each has multiple sentences. We'll create a
    with each main area as
    • containing the description (maybe as

      inside). That's acceptable. For Qualifications: we have Required and Preferred bullet-like list. We'll create

      • for each qualification item. For Skills: Knowledge, Skills & Competencies list: we can make
        • each item. For About the role: we have Position Summary paragraph(s). We'll put that as

          . We must not repeat job title as heading. No Job ID etc. Remove boilerplate: none seen besides maybe "Working Conditions". That's not in allowed headings; we could maybe treat as part of About the role? But it's not in list; we should not create a heading for Working Conditions. However we need to preserve all substantive information; we could include it as a

          under About the role or maybe as a separate section not in list? The instruction: "Use

          for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It says e.g., implying those are examples but we should only use those headings? It says "Use

          for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." Likely they expect us to use those headings when appropriate. It doesn't forbid other headings, but says "Use

          for section headings (e.g ...)". Probably they want us to stick to those. Working Conditions could be omitted? But we must preserve ALL substantive information. We could incorporate Working Conditions into About the role paragraph. Thus final HTML:

          About the role

          Gradian creates custom-engineered thermal management solutions for markets that thrive on flexibility, creativity, and bold ideas. From humble beginnings to becoming an emergent multi‑brand manufacturing leader, we’ve grown by bringing in great people and empowering them to do great work. At Gradian, we believe innovation happens when everyone contributes, diversity of thought is celebrated, and people feel supported in their growth. We take pride in working hard together, tackling challenges, solving problems, and having fun along the way. As we expand into both emerging and mission-critical industries, we stay committed to delivering efficient, competitive, and sustainable heating and cooling technologies. And throughout your career here, you will have the chance to directly shape the foundation for what's next in our industry. Position Summary The Benefits Specialist is responsible for the administration, coordination, and continuous improvement of the organization's employee benefits programs while supporting key Human Resources operations. This role ensures the accurate administration of employee benefits, leave programs, HRIS data management, compliance reporting, onboarding support, and employee communications. As a trusted member of the HR team, the Benefits Specialist partners with employees, leaders, vendors, and external partners to deliver an exceptional employee experience while ensuring compliance with applicable federal, state, and local regulations. This position plays an integral role in supporting HR operational excellence by maintaining data integrity within the HRIS, serving as a backup resource for payroll processing, supporting HR metrics, and reporting, and identifying opportunities to improve HR processes and systems.

          Responsibilities

          • Benefits Administration Administer the organization's health and welfare benefit programs, including medical, dental, vision, life insurance, disability, flexible spending accounts (FSA), health savings accounts (HSA), voluntary benefits, and retirement plans. Process benefit enrollments, qualifying life events, terminations, beneficiary updates, and eligibility changes accurately and timely. Maintain employee eligibility records and ensure compliance with benefit plan provisions. Support annual benefits renewals and open enrollment planning, including employee education, communications, enrollment meetings, and post-enrollment reconciliation. Partner with employees to resolve benefit questions, claims issues, and enrollment concerns.
          • Leave Administration Administer leave programs including FMLA, ADA accommodations, workers' compensation, parental leave, military leave, and company leave programs. Coordinate leave documentation with employees, managers, medical providers, and third-party administrators. Monitor leave activity to ensure compliance with federal, state, and company policies. Maintain accurate leave documentation and confidential employee records.
          • HRIS Administration Serve as the HR team's primary administrator for employee benefit data within Paycom and other HR systems. Enter and maintain employee demographic, employment, compensation, and benefit information. Audit HRIS records to ensure data accuracy and integrity. Support HR system testing, enhancements, upgrades, and process improvements. Create and maintain HR workflows, electronic forms, and system documentation.
          • HR Operations Support Support the onboarding process by preparing new hire paperwork, coordinating benefit enrollment, and assisting with orientation. Assist with employee offboarding, benefit terminations, COBRA notifications, and exit documentation. Maintain electronic personnel files and ensure HR documentation complies with record retention requirements. Assist with employment verifications, unemployment claims, and HR correspondence. Cross-train with other HR team members to provide operational support during absences or peak workload periods.
          • Payroll Support Serve as a backup resource for payroll processing and payroll audits. Verify employee benefit deductions, payroll changes, and leave-related pay adjustments. Partner with Payroll to ensure accurate deductions, earnings, and reporting. Assist with payroll reconciliations and year-end activities as needed.
          • Vendor Management Serve as the primary liaison with benefit carriers, brokers, third-party administrators, wellness partners, and leave administrators. Resolve enrollment discrepancies, eligibility issues, billing questions, and service concerns. Participate in annual vendor reviews and support implementation of new benefit programs.
          • Compliance & Reporting Support compliance with ACA, COBRA, HIPAA, ERISA, Section 125, FMLA, ADA, workers' compensation, and other employment regulations. Assist with ACA measurement, reporting, and annual filings. Reconcile benefit invoices and ensure accurate monthly billing. Prepare reports for HR leadership related to benefits utilization, enrollment, leave activity, and compliance metrics. Maintain audit-ready documentation for internal and external reviews.
          • HR Metrics & Analytics Develop and maintain HR dashboards and recurring reports related to benefits, leave administration, employee demographics, and HR operations. Monitor key performance indicators including benefit participation, leave utilization, enrollment accuracy, and service metrics. Identify trends and recommend process improvements that enhance operational efficiency and employee experience. Support HR leadership with data requests for executive leadership and board reporting.
          • Employee Communication & Education Serve as a trusted resource for employee benefit and leave-related questions. Develop employee communications regarding benefit programs, policy changes, wellness initiatives, and open enrollment. Conduct benefit orientation sessions for new employees. Promote employee understanding and utilization of available benefit programs.

          Qualifications

          • High school diploma or equivalent required.
          • Bachelor’s degree in human resources, Business Administration, or a related field preferred.
          • Three to five (3–5) years of progressive experience administering employee benefits.
          • Experience supporting leave administration, including FMLA, ADA, and workers' compensation.
          • Strong HRIS experience utilizing systems such as Paycom, UKG, ADP Workforce Now, Workday, or similar platforms.
          • Experience administering open enrollment and employee benefit programs.
          • Working knowledge of ACA, COBRA, HIPAA, ERISA, and related employment regulations.
          • Advanced Microsoft Excel skills with the ability to create reports, analyze data, and reconcile information.
          • Preferred: CEBS, SHRM-CP, PHR, or related professional certification.
          • Preferred: Manufacturing or multi-site organizational experience.
          • Preferred: Experience supporting HRIS implementations or system optimization projects.
          • Preferred: Experience supporting payroll processing or payroll administration.

          Skills

          • Comprehensive knowledge of employee benefits administration and regulatory compliance.
          • Strong understanding of HR operations and employee lifecycle processes.
          • Excellent organizational and project management skills.
          • Exceptional attention to detail and commitment to data accuracy.
          • Strong analytical and problem-solving abilities.
          • Excellent written, verbal, and interpersonal communication skills.
          • Ability to handle confidential information with discretion and professionalism.
          • Strong customer service orientation with a proactive, employee-focused mindset.
          • Continuous improvement mindset with the ability to identify opportunities to streamline processes.
          • Ability to work independently while effectively collaborating across departments.
          We could also include Success Measures as a paragraph under Responsibilities or maybe as separate section not in list; but we can incorporate into Responsibilities as an extra
        • maybe "Success Measures". However the instruction: "Use
          • for any list of duties/requirements/benefits". Success Measures is a list of outcomes; could be a list. But we already have Responsibilities list; we could add another
          • for Success Measures. But we need to preserve all substantive information; we can add a
          • after the existing list: "Success Measures Within The First 12 Months, The Benefits Specialist Will ..." as a
          • . That seems okay. Let's add that as a final
          • under Responsibilities. Thus final HTML. Check no extra headings like About the role, Responsibilities, Qualifications, Skills. Good. Now output only