Our client is looking to fill the role of Golbal Benefits Manager. The Global Benefits Manager will be responsible for the strategic oversight, administration, and ongoing development of employee benefit programs for two affiliated companies operating across multiple countries. This position will serve as the primary internal benefits expert and will manage both the strategic and day-to-day aspects of the global benefits function. A key objective of the role will be to identify opportunities to align the benefit plans and programs of both organizations. The Global Benefits Manager will work toward greater consistency, efficiency, and coordination across the two companies while recognizing necessary differences based on legal requirements, financial considerations, local market practices, and employee population needs. Operating in a lean environment without dedicated benefits staff, the Global Benefits Manager must be comfortable working independently, managing detailed administrative responsibilities, and partnering with internal stakeholders and external vendors. The successful candidate will combine strong technical benefits knowledge with a practical, service-oriented approach and the ability to manage competing priorities across different companies, employee populations, and geographic regions.

 

• Salary- $150-$180k

Responsibilities:

Global Benefits Strategy and Oversight

• Develop and execute a comprehensive global benefits strategy aligned with the business objectives, financial priorities, and talent strategies of both companies.

• Oversee health and welfare, retirement, wellness, leave, life and disability, and other employee benefit programs across the United States and international locations.

• Identify opportunities to align benefit plans, programs, policies, vendors, and administrative practices across both organizations.

• Develop a thoughtful approach for achieving greater consistency between the companies while accounting for legal, financial, operational, and workforce-specific requirements.

• Evaluate the competitiveness, effectiveness, and consistency of benefit programs while recognizing local market practices and regulatory requirements.

• Recommend new programs, plan design changes, and cost-management opportunities based on employee needs, market trends, benchmarking, and organizational priorities.

• Balance the benefits needs and objectives of two affiliated companies while maintaining appropriate distinctions between their respective plans, populations, budgets, and legal requirements.

Benefits Administration

• Serve as the primary point of contact for all benefits-related matters and provide hands-on support throughout the employee lifecycle.

• Manage annual benefit renewals, open enrollment, employee communications, plan implementation, and ongoing administration.

• Oversee employee eligibility, enrollments, life events, terminations, leaves of absence, retirement plan matters, and escalated employee questions.

• Research and resolve complex benefit issues involving employees, carriers, brokers, payroll, HR systems, and third-party administrators.

• Review benefit plan data and employee records to ensure accuracy across payroll, HRIS, carrier, and vendor systems.

• Develop and maintain benefits policies, procedures, process documentation, employee materials, and internal resources.

• Support benefits integration activities associated with acquisitions, reorganizations, new locations, or employee population changes.

Vendor and Broker Management

• Manage relationships with benefit brokers, consultants, insurance carriers, retirement plan providers, wellness partners, and other third-party vendors.

• Establish clear expectations for vendor service, responsiveness, deliverables, and performance.

• Lead or coordinate vendor implementations, contract renewals, requests for proposals, and service reviews.

• Review contracts, plan documents, administrative agreements, and service commitments in partnership with Legal, Finance, and Procurement.

• Hold external partners accountable for the timely and accurate resolution of employee and administrative issues.

• Evaluate opportunities to consolidate or coordinate vendors and services across both companies where doing so would improve service, efficiency, or cost-effectiveness.

Financial Management and Analytics

• Develop, monitor, and manage benefit budgets for both companies.

• Review and reconcile invoices, funding requirements, employee contributions, vendor fees, and intercompany allocations.

• Analyze benefit utilization, participation, claims experience, cost trends, and employee demographics.

• Prepare reports and recommendations for senior management regarding plan performance, financial impact, emerging risks, and potential changes.

• Identify opportunities to control costs while maintaining competitive and high-quality benefit offerings.

• Evaluate the potential financial and operational impact of aligning benefit plans and programs across both organizations.

• Coordinate with Payroll to ensure accurate benefit deductions, payments, accruals, and company cost allocations.

Compliance and Governance

• Ensure benefit plans are administered in accordance with applicable laws, regulations, plan documents, and internal policies in each relevant jurisdiction.

• Oversee U.S. compliance requirements, including ERISA, ACA, COBRA, HIPAA, Section 125, retirement plan regulations, required notices, filings, and nondiscrimination testing.

• Partner with local advisers, brokers, and counsel to address country-specific benefit and regulatory requirements outside the United States.

• Coordinate benefit plan audits, government filings, plan documentation, employee disclosures, and compliance calendars.

• Monitor legislative and regulatory developments and communicate their potential impact to HR leadership and other stakeholders.

• Maintain appropriate controls, documentation, and confidentiality regarding employee benefit and health information.

Employee Communications and Service

• Develop clear and effective employee communications regarding benefit programs, enrollment requirements, plan changes, and available resources.

• Conduct benefit orientations, open enrollment meetings, educational sessions, and other employee presentations.

• Provide responsive, professional, and confidential support to employees and senior executives.

• Translate complex benefit provisions into practical, easy-to-understand guidance.

• Identify recurring employee concerns and improve processes, materials, and vendor support accordingly.

• Communicate benefit alignment initiatives and plan changes clearly, thoughtfully, and consistently across both organizations.

Cross-Functional Partnership

• Partner closely with HR leadership, HR business partners, Payroll, and other stakeholders, including Finance, Legal, Tax, and IT.

• Support HR leadership with benefit-related analysis, executive presentations, and recommendations.

• Coordinate with regional HR contacts and local advisers to ensure consistent oversight and appropriate local execution.

• Participate in HR technology initiatives and help optimize benefit processes, reporting, integrations, and employee self-service capabilities.

• Manage multiple concurrent projects while maintaining accuracy and meeting critical deadlines.

Required Qualifications:

• Bachelor's degree in Human Resources, Business Administration, Finance, or a related field.

• At least seven years of progressively responsible employee benefits experience, including significant responsibility for the administration of complex benefit programs.

• Experience managing benefits across multiple countries or regions is strongly preferred.

• Experience supporting multiple affiliated companies, legal entities, or distinct employee populations is preferred.

• Experience evaluating, aligning, or integrating benefit plans across multiple organizations or employee populations is preferred.

• Strong working knowledge of U.S. health and welfare, retirement, leave, and benefits compliance requirements.

• Experience managing annual renewals, open enrollment, vendor relationships, benefit communications, and plan implementations.

• Demonstrated ability to operate independently in a lean environment and manage both strategic and administrative responsibilities.

• Strong analytical skills, including experience reviewing benefit costs, utilization data, budgets, reconciliations, and vendor reporting.

• Proficiency with HRIS, payroll, benefit administration, and reporting systems; Workday experience is a plus.

• Advanced proficiency with Microsoft Excel and PowerPoint.

Key Competencies

• Strong ownership and personal accountability

• Strategic thinking combined with hands-on execution

• Excellent attention to detail and organizational skills

• Sound judgment and discretion when handling confidential information

• Ability to prioritize competing demands and meet firm deadlines

• Strong analytical and problem-solving capabilities

• Clear written and verbal communication

• Executive presence and the ability to communicate with employees at all organizational levels

• Collaborative and service-oriented approach

• Ability to navigate different company cultures, policies, and employee populations

• Ability to influence and create alignment across multiple organizations and stakeholder groups

• Comfort operating effectively with limited internal support

If you meet the required qualifications and are interested in this role, please apply today. 

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