Director of Benefits Administration

It's a great feeling to work for a company that does so much good for others around the world!

Education:    Required- Bachelor's degree in Human Resources, Business Administration, Finance, or a related field required; Master's degree (e.g., MBA, MPA, MHRM) preferred.

Certifications:    Certified Employee Benefit Specialist (CEBS), SHRM-SCP, or Certified Benefits Professional (CBP) strongly preferred.

Experience:    Required- Minimum of 8 years in employee benefits management, including at least 5 years in a leadership role. Direct experience managing comprehensive benefits programs, vendor relationships, and regulatory compliance is highly desirable. Proven track record in benefits strategy, cost management, and cross-functional collaboration.

FirstDay Foundation is a charitable organization that provides philanthropic grants and management and governance services to other nonprofit organization doing good work in our own backyard and across the globe. We are dedicated to supporting our employees through comprehensive, competitive benefits programs that promote their health, financial security, and overall well-being. Our Benefits & Employee Wellness Services department plays a critical role in attracting, retaining, and supporting a talented workforce aligned with our organizational values.

The Director of Benefits Administration is responsible for providing strategic leadership and operational oversight of all employee benefits programs. Reporting to the Vice President of Benefits & Employee Wellness, the Director manages the design, implementation, administration, and communication of benefits offerings including health insurance, retirement plans, leave programs, and wellness initiatives. This role demands a knowledgeable leader with expertise in benefits strategy, regulatory compliance, and vendor management, who can drive innovation, ensure fiscal responsibility, and deliver exceptional employee experiences.

Critical Action Items & Measurable Deliverables

1.    Benefits Strategy and Program Design: Develop and implement comprehensive benefits strategies in alignment with organizational goals and workforce demographics. Lead initiatives to introduce new offerings or revise existing programs such as retirement plans, health insurance, wellness initiatives, and voluntary benefits. Analyze benefits usage data, costs, and market trends to evaluate effectiveness and competitiveness. Present recommendations to leadership on program modifications and enhancements.

2.    Financial Management and Budget Oversight: Direct benefits budget planning, forecasting, and cost management to maintain fiscal health. Conduct regular cost-benefit analyses and trend reporting. Ensure accurate financial reconciliation of benefits billing and vendor invoicing. Identify opportunities for cost savings while maintaining quality and competitiveness. Provide monthly and quarterly financial metrics and reports to leadership.

3.    Vendor Management and Contract Negotiation: Manage relationships and negotiate contracts with brokers, insurance carriers, third-party administrators, and service providers to ensure competitive and cost-effective offerings. Conduct regular vendor performance reviews and hold providers accountable for service level agreements. Evaluate new vendors and alternative solutions to optimize program delivery.

4.    Regulatory Compliance and Risk Management: Ensure full compliance with all applicable federal and state regulations including ERISA, ACA, HIPAA, COBRA, FMLA, and other benefits-related laws. Oversee preparation and timely filing of required government reports (Form 5500, 1095-C, non-discrimination testing, etc.). Audit procedures to safeguard organizational compliance. 

5.    Benefits Administration and Operations: Direct day-to-day operations including enrollment processes, eligibility management, life event changes, and leave administration. Ensure data integrity across all benefits systems and platforms. Partner with CIS Department to ensure benefits plans are configured correctly in HRIS and benefits administration software and employees can access and enroll in eligible plans seamlessly. Oversee reconciliation of benefits billing, premium payments, and vendor invoicing.

6.    Supervision & Team Management: Provide day-to-day leadership for their direct staff/ team by setting clear goals, defining roles, and aligning work to department priorities. Coach, develop, and evaluate staff through regular 1:1s, feedback, and documented performance goals. Recognize achievements and address gaps promptly. Establish and maintain SOPs, workload/capacity planning, and an escalation/on-call rhythm to ensure coverage, quality, and compliance. Promote a respectful, inclusive, and accountable team culture that values transparency, continuous improvement, and cross-training so every critical process has a trained backup.

7.    Employee Communications and Education: Develop and implement comprehensive employee benefits communications strategies. Create clear, engaging materials for new hire orientation, open enrollment, ongoing plan changes, and educational campaigns. Coordinate scheduling with retirement plan providers for monthly employee education sessions and individual appointments. Plan and execute annual open enrollment periods for both fiscal year and calendar year benefit cycles. Serve as primary escalation point for complex benefits inquiries and resolve issues with professionalism and accuracy.

8.    Performance Monitoring and Continuous Improvement: Establish key performance indicators (KPIs) to evaluate program effectiveness, employee satisfaction, and operational efficiency. Monitor benefits utilization patterns, participation rates, and cost trends. Implement process improvements and leverage technology to enhance service delivery. Conduct regular audits of benefits data, documentation, and processes.

9.    Stakeholder Engagement and Partnership: Build and maintain strong relationships with employees, leadership, HR business partners, Finance, and external vendors. Represent the organization in benefits-related forums, conferences, and professional networks. Foster positive relationships with plan participants and respond to concerns with empathy and solutions-oriented approaches.

Other Responsibilities:

1.    

Serve as subject matter expert on benefits-related questions for HR team and organizational leadership. 

2.    

Participate in HR strategic planning initiatives and cross-functional projects. 

3.    

Lead or participate in benefits-related task forces, committees, or working groups. 

4.    

Stay current with industry best practices through professional development, certifications, and continuing education. 

5.    

Available to respond to urgent benefits issues or crises outside regular business hours when necessary. 

6.    

Other job duties as assigned by VP of Benefits & Employee Wellness.

Skills and Competencies

1.    

In-depth knowledge of employee benefits programs and all applicable federal and state laws and regulations (ERISA, ACA, HIPAA, COBRA, FMLA, etc.).

2.    

Expertise in benefits strategy, plan design, and financial analysis.

3.    

Proficiency with HRIS and benefits administration software (e.g., Workday, ADP, BenAdmin, or similar platforms).

4.    

Strong analytical, financial management, and data analysis skills with ability to translate complex data into actionable insights.

5.    

Excellent negotiation and vendor management capabilities.

6.    

Exceptional written, verbal, and presentation communication skills with ability to explain complex benefits topics to all levels of the organization.

7.    

Strong organizational skills, attention to detail, and ability to manage multiple priorities simultaneously.

8.    

Demonstrated experience with Microsoft Office Suite (Excel, Word, PowerPoint) to create sophisticated analyses, documents, and presentations.

9.    

Strategic thinking combined with operational excellence.

10.    

A high degree of integrity and discretion when handling confidential employee information.

Requirements:

1.    

Ability to work under minimal supervision and exercise sound judgment in complex situations. 

2.    

Presents and maintains professional appearance and demeanor. 

3.    

Maintains active participation in relevant professional organizations (e.g., SHRM, International Foundation of Employee Benefit Plans). 

4.    

Commitment to ongoing professional development and staying current with benefits industry trends. Willingness to travel up to 25% with valid driver’s license. 

5.    

Must pass pre-employment background check. English (United States)

If you like to work with people that believe they can make a difference in the world, this is the company for you!

EEO Statement

In accordance with Title VII  of the Civil Rights Act of 1964 and other applicable federal and state laws (e.g., the Age Discrimination in Employment Act (ADEA), and the Americans with Disabilities Act (ADA), it is our policy to provide equal employment opportunity and treat all employees equally regardless of race, religion, national origin, color, sex, or any other classification made unlawful or prohibited by federal, state and/or local laws, such as age, citizenship status, veteran or military status, or disability. This policy applies to all terms and conditions of employment, including hiring, promotion, demotion, compensation, training, working conditions, transfer, job assignments, benefits, layoff, and termination.

Applicants must be authorized to work for ANY employer in the U.S. We are unable to sponsor or take over sponsorship of an employment Visa at this time.

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