Sr. Benefits and Compensation Specialist
LiDestri Foods · Rochester, NY · 1 mo ago
On-siteHuman ResourcesFull-time
We need to output only HTML fragment, with headings for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Use only sections that have real content. The posting includes: About LiDestri Foods (company description) maybe "About the role"? Actually "About LiDestri Foods" is company description; we could map to "About the role"? The instruction: use
for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Use only sections that have real content. The posting includes: About LiDestri Foods (company description) maybe "About the role"? Actually "About LiDestri Foods" is company description; we could map to "About the role"? The instruction: use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should create sections with those headings if content exists. We need to extract content accordingly.
We have:
- About LiDestri Foods: description of company. Could be placed under "About the role"? Usually "About the role" is about the job, but we have no explicit "About the role". However we could treat the company description as "About the role"? Might be better to omit if not matching. But we need to preserve substantive info. The instruction: "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." It doesn't require we must include all those headings; we include only when posting has real, specific content for it. Thus we need to map content to appropriate headings: - "About the role": Could be the Position Summary paragraph. That describes the role. So we can put that under
About the role
. - "Responsibilities": Duties & Responsibilities section (multiple bullet points). Use- .
- "Requirements": Could be Required Education, Skills & Experience (education, experience). Could be separate sections: Requirements, Qualifications, Skills. The posting lumps education, experience, skills. We could split: Requirements (education + experience), Qualifications (professional designation, knowledge), Skills (specific skills). But we need to avoid thin sections. Perhaps combine into one "Requirements" covering education, experience, qualifications, skills. However instruction says prefer a few substantive sections over many thin ones. So maybe we have sections: About the role, Responsibilities, Requirements (including education, experience, qualifications, skills), Benefits (the benefits listed), Pay (not mentioned), Schedule (not mentioned). Since Pay and Schedule not specified, we should not create those sections.
Benefits: The posting includes "Excellent Pay And Benefits" bullet list: Great career-pathing, Professional development..., Health insurance..., Dental, vision, HSA, 100% company paid life insurance..., 401k – with employer match, Paid time off..., Company bonuses, And many more…. That's benefits. So we can have Benefits section.
Pay: Not specified exact salary, just "Excellent Pay". That's vague; we should not create Pay section because it's not specific (like "commensurate with experience" etc). The instruction: never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD"). "Excellent Pay" is vague but not exactly placeholder? It's still vague. Safer to omit Pay section.
Schedule: Not specified. Omit.
Thus we will output:
About the role
Position Summary ...
Responsibilities
- ... list items ...
Requirements
... education, experience, qualifications, skills ...
maybe we can break into- for each bullet.
But we need to preserve all substantive info. Let's extract details.
Position Summary paragraph:
"The Sr. Benefits & Compensation Specialist is responsible for the administration, compliance, and continuous improvement of the Company's compensation, benefits, leave of absence/accommodations, and performance management programs. This role serves as the organization's subject matter expert for leave administration and employee accommodations while partnering with HR, Payroll, Finance, managers, and external vendors to deliver compliant, efficient, and employee-centered HR programs. The position provides analytical support for compensation planning, job evaluations, market benchmarking, regulatory reporting, HR compliance, and performance management initiatives. This individual also plays a key role in driving process improvements, ensuring data integrity, supporting audits, and maintaining compliance with applicable federal, state, and local employment laws."
We'll put that in
- items preserving each bullet. Could keep subheadings as part of li text? Probably better to keep each bullet as li, ignoring subheadings. But we need to preserve all info; we can include subheading as part of li text.
Let's extract each bullet:
Leave of Absence & Accommodations:
- Serve as the subject matter expert on NYS leave of absence programs, including Workers’ Compensation, Family & Medical Leave, Paid Family Leave, Short-Term Disability (statutory & supplemental), Long-Term Disability, ADA leave, and workplace accommodations.
- Administer leave programs from initiation through return to work, ensuring compliance with applicable federal and state regulations.
- Monitor employee leave status, communicate updates to HR and management, resolve escalated issues with carriers, and ensure accurate benefit premium collection for employees on leave.
- Develop, maintain, and update leave administration procedures, forms, letter templates, and employee handbook content.
- Train, coach, and mentor HR Team on leave policies, regulatory requirements, and standard operating procedures.
- Facilitate weekly leave management meetings with HR Team.
- Participate in weekly Environmental, Health, & Safety meetings to review workplace injuries, workers’ compensation claims, and return-to-work activities.
Compensation Administration:
- Support the Company’s pay-for-performance philosophy through the administration of compensation programs.
- Conduct market pricing, benchmarking, internal equity analysis, and compensation studies to support annual salary planning and organizational competitiveness.
- Evaluate positions for appropriate salary grade assignment, exemption status (FLSA), and organizational alignment.
- Develop compensation recommendations based on market data, internal equity, and business needed.
- Maintain job descriptions, compensation documentation, salary structures, and related records.
- Participate in compensation and benefit surveys to monitor external market trends and recommend program enhancements.
Performance Management:
- Administer all performance management cycles, including 90-day new hire reviews, anniversary date evaluations, common date annual performance reviews, corrective actions, and ad hoc evaluations.
- Configure and maintain performance management cycles and workflows within the HRIS
- Coordinate communication of merit awards/salary changes to HR Team, Payroll and management.
- Monitor completion rates and provide regular progress reporting to HR Team.
Benefits Administration:
- Support annual Open Enrollment activities, including system configuration, employee communications, educational presentations, enrollment processing, and employee assistance.
- Process benefit enrollments, qualifying life events (QLEs), Qualified Medical Support Orders (QMSOs), Evidence of Insurability (EOIs), proof of dependent relationships, and related transactions.
- Monitor Medicare eligibility and dependent aging notifications including ommunication of benefit options to affected employees.
- Reconcile benefit vendor invoices with HRIS enrollment data to ensure accuracy and timely payment. Includes reconciliation of COBRA invoices and receipts.
- Responsible for monthly ACA reporting, resolution of issues, and year-end reconciliation.
- Generate monthly benefits cost reporting for Finance.
HRIS, Payroll, & Compliance:
- Maintain and audit data integrity within HRIS and ensure accurate benefits, compensation, and performance information.
- Audit weekly payroll changes and serve as primary backup payroll processor when needed.
- Prepare and submit EEO-1 and CA Pay Data annual reports.
- Maintain electronic labor law postings, handbook acknowledgements, compliance notices, and policy distributions within the HRIS.
- Provide documentation and reporting support for customer, regulatory, and third-party audits, including SMETA and other compliance reviews as required.
HR Operations & Continuous Improvement:
- Identify opportunities to improve HR processes, systems, reporting, and operational efficiency.
- Develop reports, Dashboards, and analytics to support HR decision-making.
- Collaborate across HR and other business functions to support strategic initiatives and organizational objectives.
- Participate in special projects and other duties, as assigned.
- Follow all Company safety, food safety, quality, and regulatory requirements.
Now Requirements: Required Education, Skills & Experience section includes:
- Bachelor’s degree in Human Resources, Organizational Development, or Business Administration or a related field preferred; equivalent combination of education and experience will be considered.
- Minimum four (4) years professional level Compensation, Benefits & Leave Admin experience required.
- Professional HR designation desired (PHR, SHRM-CP, CEBS, CCP).
- Comprehensive knowledge of federal and state employment laws related to leave administration, benefits, compensation, ADA accommodations, FLSA, ACA, COBRA, and HR compliance.
- Solid understanding of job evaluation methodologies and market survey tools.
- High proficiency in HRIS platforms including experience with Payroll; ADP experience preferred.
- Excellent verbal, written, and presentation, and interpersonal communications skills.
- Advanced Microsoft Excel skills, including data analysis, reporting, and spreadsheet modeling.
- Strong analytical skills with experience interpreting compensation and HR data.
- Ability to learn quickly; understand and communicate the Company's organizational structure, culture, positions, policies and procedures.
- Attention to detail, organized and thorough with a desire for continuous process improvement.
- Strong team player with a proactive and collaborative approach to problem solving.
- Ability to maintain strict confidentiality and handle highly sensitive information.
We can put these as
- items under Requirements.
Benefits: The "Excellent Pay And Benefits" bullet list:
- Great career-pathing
- Professional development, including unlimited online training courses
- Health insurance with premium contributions
- Dental, vision, HSA
- 100% company paid life insurance and long-term disability
- 401k – with employer match
- Paid time off to include- vacation, sick pay, wellness time off, and 10 holidays
- Company bonuses
- And many more….
We'll put these as
- under Benefits.
We should not include the "Excellent Pay And Benefits" heading as a separate heading; we just use Benefits section.
We need to output only HTML fragment, no extra text.
Let's craft.
We'll start with
About the role
...
ThenResponsibilities
- ...
Requirements
- ...
Benefits
- ...
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It says e.g., implying those are examples, not exclusive? It says "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." Likely they expect only those headings. So we should not create a Working Conditions heading. We could incorporate those details into Requirements or maybe Benefits? Probably better to add a brief paragraph
- under Benefits.
We should not include the "Excellent Pay And Benefits" heading as a separate heading; we just use Benefits section.
We need to output only HTML fragment, no extra text.
Let's craft.
We'll start with
- items under Requirements.
Benefits: The "Excellent Pay And Benefits" bullet list:
- Great career-pathing
- Professional development, including unlimited online training courses
- Health insurance with premium contributions
- Dental, vision, HSA
- 100% company paid life insurance and long-term disability
- 401k – with employer match
- Paid time off to include- vacation, sick pay, wellness time off, and 10 holidays
- Company bonuses
- And many more….
We'll put these as
. Responsibilities: multiple bullet points grouped under headings within Duties & Responsibilities: Leave of Absence & Accommodations, Compensation Administration, Performance Management, Benefits Administration, HRIS, Payroll, & Compliance, HR Operations & Continuous Improvement. Each has multiple bullet points (some are sentences). We'll need to flatten into
- items preserving each bullet. Could keep subheadings as part of li text? Probably better to keep each bullet as li, ignoring subheadings. But we need to preserve all info; we can include subheading as part of li text.
Let's extract each bullet:
Leave of Absence & Accommodations:
- Serve as the subject matter expert on NYS leave of absence programs, including Workers’ Compensation, Family & Medical Leave, Paid Family Leave, Short-Term Disability (statutory & supplemental), Long-Term Disability, ADA leave, and workplace accommodations.
- Administer leave programs from initiation through return to work, ensuring compliance with applicable federal and state regulations.
- Monitor employee leave status, communicate updates to HR and management, resolve escalated issues with carriers, and ensure accurate benefit premium collection for employees on leave.
- Develop, maintain, and update leave administration procedures, forms, letter templates, and employee handbook content.
- Train, coach, and mentor HR Team on leave policies, regulatory requirements, and standard operating procedures.
- Facilitate weekly leave management meetings with HR Team.
- Participate in weekly Environmental, Health, & Safety meetings to review workplace injuries, workers’ compensation claims, and return-to-work activities.
Compensation Administration:
- Support the Company’s pay-for-performance philosophy through the administration of compensation programs.
- Conduct market pricing, benchmarking, internal equity analysis, and compensation studies to support annual salary planning and organizational competitiveness.
- Evaluate positions for appropriate salary grade assignment, exemption status (FLSA), and organizational alignment.
- Develop compensation recommendations based on market data, internal equity, and business needed.
- Maintain job descriptions, compensation documentation, salary structures, and related records.
- Participate in compensation and benefit surveys to monitor external market trends and recommend program enhancements.
Performance Management:
- Administer all performance management cycles, including 90-day new hire reviews, anniversary date evaluations, common date annual performance reviews, corrective actions, and ad hoc evaluations.
- Configure and maintain performance management cycles and workflows within the HRIS
- Coordinate communication of merit awards/salary changes to HR Team, Payroll and management.
- Monitor completion rates and provide regular progress reporting to HR Team.
Benefits Administration:
- Support annual Open Enrollment activities, including system configuration, employee communications, educational presentations, enrollment processing, and employee assistance.
- Process benefit enrollments, qualifying life events (QLEs), Qualified Medical Support Orders (QMSOs), Evidence of Insurability (EOIs), proof of dependent relationships, and related transactions.
- Monitor Medicare eligibility and dependent aging notifications including ommunication of benefit options to affected employees.
- Reconcile benefit vendor invoices with HRIS enrollment data to ensure accuracy and timely payment. Includes reconciliation of COBRA invoices and receipts.
- Responsible for monthly ACA reporting, resolution of issues, and year-end reconciliation.
- Generate monthly benefits cost reporting for Finance.
HRIS, Payroll, & Compliance:
- Maintain and audit data integrity within HRIS and ensure accurate benefits, compensation, and performance information.
- Audit weekly payroll changes and serve as primary backup payroll processor when needed.
- Prepare and submit EEO-1 and CA Pay Data annual reports.
- Maintain electronic labor law postings, handbook acknowledgements, compliance notices, and policy distributions within the HRIS.
- Provide documentation and reporting support for customer, regulatory, and third-party audits, including SMETA and other compliance reviews as required.
HR Operations & Continuous Improvement:
- Identify opportunities to improve HR processes, systems, reporting, and operational efficiency.
- Develop reports, Dashboards, and analytics to support HR decision-making.
- Collaborate across HR and other business functions to support strategic initiatives and organizational objectives.
- Participate in special projects and other duties, as assigned.
- Follow all Company safety, food safety, quality, and regulatory requirements.
Now Requirements: Required Education, Skills & Experience section includes:
- Bachelor’s degree in Human Resources, Organizational Development, or Business Administration or a related field preferred; equivalent combination of education and experience will be considered.
- Minimum four (4) years professional level Compensation, Benefits & Leave Admin experience required.
- Professional HR designation desired (PHR, SHRM-CP, CEBS, CCP).
- Comprehensive knowledge of federal and state employment laws related to leave administration, benefits, compensation, ADA accommodations, FLSA, ACA, COBRA, and HR compliance.
- Solid understanding of job evaluation methodologies and market survey tools.
- High proficiency in HRIS platforms including experience with Payroll; ADP experience preferred.
- Excellent verbal, written, and presentation, and interpersonal communications skills.
- Advanced Microsoft Excel skills, including data analysis, reporting, and spreadsheet modeling.
- Strong analytical skills with experience interpreting compensation and HR data.
- Ability to learn quickly; understand and communicate the Company's organizational structure, culture, positions, policies and procedures.
- Attention to detail, organized and thorough with a desire for continuous process improvement.
- Strong team player with a proactive and collaborative approach to problem solving.
- Ability to maintain strict confidentiality and handle highly sensitive information.
We can put these as