Benefits Analyst at Wagner Equipment Co. in aurora, Colorado

Job Description:

Would you like to be part of a focused, dedicated team? Do you want to work and grow with other motivated, ambitious people?

Wagner Equipment Co. offers challenging career opportunities, extensive training and employee development along with an opportunity to grow your career and thrive under Wagner’s reputation for excellence. We offer excellent benefits and supply you with the tools you need to maximize your potential and grow within Wagner.

Benefits include:

• Paid Time Off (PTO) Plan - Up to 96 hours of PTO in your first year + 8 company paid holidays
  


• Medical, dental, and vision insurance 


• Life and AD&D Insurance


• Retirement Plans -  401K and Roth 401K , eligible employees can receive a company contribution up to 7%
  


• Tuition Reimbursement 


• Employee Assistance Program (EAP)


• CEFCU- Citizens Equity First Credit Union - Employees have access to services include payroll deductions savings, accounts, loans, VISA card, and more.


• Additional Benefits include: Unum Supplemental life Insurance, Aflac Critical Illness + Accidental Insurance, ID WatchDog and discounted employee phone plans.

The Benefits Analyst is responsible for administering the benefit programs in compliance with federal, state and local regulations; summary plan descriptions (SPD) and Company policies. In addition, they manage the leave of absence programs (STD, LTD, FMLA). This position will be located in Aurora, CO and is responsible for additional responsibilities for Wagner’s entire territory, Colorado, New Mexico, and Far West Texas in a manner that reflects the company’s vision of working as “One Professional Team.”

Pay Rate:  $61,665.61 - $84,845.04 Annually
Pay rate is dependent upon education & experience. 

Essential Functions:

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

• Administer benefits programs, including health, dental, vision, life, disability, accident, critical illness, stop loss, wellness, and retirement plans


• Ensure benefits programs comply with all federal, state, and local laws and regulations


• Collaborate with brokers and insurance vendors to evaluate existing benefits programs to ensure they are competitive


• Collaborate with brokers to identify trends


• Educate employees and their dependents on benefits programs


• Host new hire and employee benefit presentations and events.


• Serve as the main point of contact for answering questions on benefits and HR policies and procedures as related to benefits


• Administer enrollment, changes, and termination of insurance coverage, maintaining accurate information


• Lead the annual open enrollment process, including communications, training, and system updates


• Audit, research, and correct errors based on reports, invoices, and statements from insurance companies and internal documents


• Resolve administrative issues and escalated claims issues between employees and insurance companies


• Manage leave of absence processes and programs – Short Term Disability, Long Term Disability, FMLA, and other applicable state programs


• Process weekly and monthly invoices from health insurance companies


• Prepare ad hoc and standard reports


• Administer, collect, and file all necessary paperwork on employee terminations


• Enter data into various systems, maintains data and ensures accuracy of data


• Conduct internal compliance audits of information and processes


• Administer all COBRA benefits, Qualifying Event Notifications, and final documents


• Coordinate FMLA with Worker’s Compensation Claims


• Track premium payments for Employees when out on leave


• Administer Tuition Reimbursement program


• Maintain confidential human resources information and records


• Cultivate and maintain positive relationships with employees, brokers, and vendors


• Collaborates with HR team to help resolve complex benefit related issues.


• Other duties as assigned by manager

Required Education and Experience:

• High School Diploma or GED


• Bachelor’s degree in Business or Human Resources preferred or an equivalent combination of education and experience


• 3+ years experience in benefits administration


• 3 - 5 years administrative/clerical experience


• 5+ years customer service experience


• UKG experience preferred


• PHR or SHRM-CP Preferred

Physical Demands & Competencies:

• Standing, walking, talking, sitting, use of hands & hearing


• Sedentary work that primarily involves sitting/standing but may require occasionally lifting and/or moving up to 25 pounds


• Data Entry, telephone, reading/writing, reasoning, organizational, communication & math skills


• Safety & Product Knowledge


• Attention to Detail


• Analytical Skills


• Problem Solving Skills


• Critical Thinking Skills


• Intermediate knowledge of Microsoft Word, Outlook, Excel, and PowerPoint

Work Environment:

• Noise: Quiet


• Indoors

Other Duties:

Job Offers are contingent upon all required pre-employment screenings which may include but are not limited to background checks, drug/alcohol testing, fit for duty testing, and any other job-related tests/screenings.

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.

Requirements are representative of minimum levels of knowledge, skills and/or abilities. To perform this job successfully, the employee must possess the abilities or aptitudes to perform each duty proficiently.  

Wagner Equipment Co. is an EEO/AA/Veterans/Disabled employer.

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)

Operations

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