Analyst-Benefits

Description

Administers day-to-day operations of group benefits programs through analysis and interpreting program rules and policies to ensure benefit programs are administered effectively and in accordance with the organization’s reward strategy. Supports audits and compliance efforts.

ESSENTIAL JOB DUTIES/RESPONSIBILITIES:

• Analyzes equity of current benefits compared to trends and legislated requirements.
• Study design, and implement the organization's benefit programs, retirement and pension plans, income continuance, holidays, and vacations so employees receive the appropriate benefits for their position.
• Apply employee benefit policy related knowledge and skill sets to determine current benefit trends and compare with legislated requirements and programs.
• May perform oversight/compliance review processes.
• Develop and maintain framework of standard operating procedures to ensure effectiveness of internal and external administration.
• Comply with all applicable laws/regulations, as well as company policies/procedures.
• Perform other duties as assigned

Minimum education

• Bachelor's Degree/equivalent in business or a related field. 

Minimum experience

• Two (2) years’ experience in employee benefit plans or related field..

Knowledge, skills and abilities

• Working knowledge of benefits programs and regulations.
• Strong customer service and communication skills.
• Proficiency in Microsoft Office, HRIS systems, reporting and analytical tools.
• Detail-oriented with strong organizational skills.
• Strong problem-solving skills

Preferred Qualifications:

Pay Transparency:

Pay:

Additional Details:

FedEx Freight is an Equal Opportunity Employer, including disabled and veterans.

• Know Your Rights
• Pay Transparency

If you have a disability and you need assistance in order to apply for a position with FedEx Freight, please call 800-888-8252 or e-mail at ADAAssistance@freight.fedex.com.

FedEx Freight will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or 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.