The HRIS Compensation Benefits Manager reports directly to the Executive Director of Human Resources. The Benefits Supervisor reports directly to this position. The HRIS Compensation Benefits Manager is responsible for the strategic administration, maintenance, and optimization of the Human Resources Information System (HRIS), compensation programs, and employee benefits plans. This position ensures the integrity of HR data, supports organizational compensation strategies, administers employee benefit programs, and provides analytical reporting to support informed business decisions. The Manager works collaboratively with Human Resources, Payroll, Finance, Information Technology, and operational leaders to ensure compliance with applicable laws and regulations, maintain competitive compensation and benefits offerings, and enhance the overall employee experience. This role serves as a subject-matter expert for HR systems, compensation analysis, benefits administration, and workforce reporting while supporting the organization's talent attraction, retention, and engagement goals.

Compensation

• Coordinates all aspects of the Forrest Health wage and salary programs and/or incentive programs within the guidelines established by administration.
• Manages overall job description program; Includes maintaining the job description repository and working with managers to keep job descriptions updated.
• Conducts and participates in local, regional &/or national wage and salary surveys (Recurring & on-demand)
• Recommends changes to compensation to keep our compensation practices competitive within the marketplace
• Provides cost analysis for requested and/or recommended rate changes
• Provides cost analysis to administration and/or cost center managers to use to make informed decisions on whether there is a positive ROI to implement a requested change.
• Develops and maintains employee data elements/fields in Lawson to include, but not limited to:
  • Pay grades
  • Positions
  • Job codes
  • Workers’ Comp Class
  • Exemption Status
• Processes employee personnel actions (PA52) in Lawson include, but not limited to:
  • Status Changes
  • Transfers
  • Promotions & Demotions
  • Base Rate Changes
  • Certification Pay Changes
• Maintains a good working relationship with all customers (both internal & external) to include Payroll, Finance, IS and other departments to achieve overall goals
• Demonstrates knowledge and skills to appropriately communicate and interact with patients, families, and visitors of all age groups while being sensitive to their cultural and religious beliefs

HRIS

• Ensures data integrity in our HR systems; ensures information is available for reporting on a timely basis. Perform data entry auditing, integrity audits, data updates, exports, imports, and reconcile data discrepancies.
• Manages all facets of HR system security.
• Partners with Director and collaborates with stakeholders to participate and coordinate the review, testing and implementation of various system/process enhancements and updates, new interface feeds and maintenance requests and special projects.
• Provides technical support to the HR Team, to include researching and resolving issues and opening and tracking cases ensuring resolution.
• Provides data analytics by running reports/queries and analyzing data. Provides strategic recommendations based on findings. Illustrates data results through various methods by utilizing charts, graphs and other illustrative methods.
• Finds ways to leverage technology to improve business processes for end users and make recommendations on technology, processes and policies.
• Develops, maintains, and supports a variety of standard/specialized reports.
• Delivers/schedules routine reporting and responds to data requests. Maintains log of HR delivered reports.
• Partners with Director by gathering business requirements and documenting timelines and for projects and annual process cycles for benefits, recruiting, etc.
• Coordinates training for HR Staff. Works with HR management to determine recommended courses and coordinates and track HR training including new system implementations. Identifies and recommends opportunities for training. Identifies and communicates various methods of streamlining processes and tasks.
• Develops, reviews and maintains user guides and process documentation for tasks and processes.

Benefits Manager

• Administers all employee benefit programs accurately and efficiently, including health, dental, vision, life insurance, disability, retirement, leave programs, and voluntary benefits.

• Maintains benefit plan compliance with all applicable federal and state regulations.
• Maintains confidentiality of employee information and sensitive data.

• Coordinates required audits, reporting, and filings accurately and within established deadlines.
• Maintains current knowledge of legislative and regulatory changes impacting employee benefits.

• Develops and maintains effective relationships with benefit carriers, brokers, consultants, and third-party administrators.
• Monitors vendor performance and service levels to ensure contractual obligations are met.
• Assists with benefit plan renewals, negotiations, and implementation of program enhancements.

• Monitors benefit expenditures and identifies opportunities for cost containment while maintaining competitive benefit offerings.

• Maintains accurate employee benefit records within HRIS and related systems.
• Ensures data integrity through regular audits and reconciliation processes.
• Generates accurate reports and analytics to support organizational decision-making.

• Identifies opportunities to improve benefit processes, employee experience, and operational efficiency.
• Demonstrates initiative in solving problems and implementing process improvements.

• Meets established deadlines and project timelines.
• Demonstrates professionalism, accountability, and sound judgment.

Performance Expectations:

• Is knowledgeable of and complies with federal & state law.
• Is knowledgeable of and complies with Forrest Health policy.
• Is consistent with the application of policy.
• Stays abreast of regional and national compensation trends and keeps System Director informed.
• Maintains accurate & timely updates to compensation data in all systems.
• Reviews work product prior to submission to ensure accuracy.

Qualifications:

Education/Skills:

• A bachelor's degree in business, finance, accounting and/or related field is required.
• Expert MS Excel required.
• Results driven and proficient in interpreting, analyzing, troubleshooting, and resolving issues.
• Advanced analytical and problem-solving skills.
• Impeccable attention to detail.
• Maintain confidentiality.
• Shift gears and reprioritize as needed.
• Must be able to work in a fast-paced environment with frequent interruptions.
• Must be able to work in a team environment as well as independently.
• Excellent verbal, written, and interpersonal skills.

Work Experience:

• Minimum of two years’ experience establishing, reviewing, analyzing and maintaining compensation program is required. Minimum of two years HRIS experience with strong reporting, auditing, analytical and mathematical skills preferred.
• Demonstrated proficiency in Microsoft products with advanced knowledge of Microsoft Excel.

Certification/Licensure-DUE UPON HIRE

• HR Certification (PHR or SPHR)

Preferred