[Hiring] Benefits Coordinator @Lockton

Role Description

• Serves as a liaison between the client’s Human Resources department, global employees, Lockton, and benefit carriers.
• Operates as the first point of contact for the client’s global employees seeking support on benefits, benefit policies, and related questions; assists in facilitating the benefits process including enrollment, renewals, and documentation.
• Develops a detailed understanding and in-depth working knowledge of all employer-sponsored benefit plans, including country-specific benefits and global benefit programs to effectively guide and educate employees.
• Supports implementation and rollout of new global benefit programs or changes while monitoring recurring issues to recommend potential process improvements to the client’s leadership for consideration.
• Provides a variety of benefit services and support; duties may include (but are not limited to) the administration and support of qualifying life events, enrollment questions, eligibility concerns, status changes, leave management, and vendor navigation.
• Responds to inquiries via client’s ticketing systems, email, chat tools, or phone, ensuring timely and accurate resolution; partners with client’s regional HR teams and appropriate parties to escalate complex cases or recognizes an accelerated issue or unusual matter to collectively ensure it is resolved thoroughly and accurately.
• Tracks employee services and client support ensuring accurate documentation is kept up to date in client’s systems and portals; helps maintain global benefits data accuracy, including eligibility updates, audits, and file corrections; creates and maintains global FAQs, employee resource guides, and country-specific benefit information or other global communication materials.
• Collaborates with client’s payroll, HRIS/IT, and regional HR Partners to resolve deduction or benefit pay issues and troubleshoots inquiries to maintain unified global processes.
• Supports compliance activities through accurate records and documentation; partners with client’s leadership to assist in tracking global benefit policies and global audits and process controls.
• Performs other duties as requested.

Qualifications

• High School Diploma/GED equivalent and/or related work experience equivalency of 2-4 years professional experience in HR, benefits administration, client support, and/or global HR setting.
• Strong understanding of benefit programming such as core benefits, life insurance, retirement, and/or wellness.
• Proven experience operating in Microsoft Excel to include sorting/filter, pivot tables, and creating formulas.
• Excellent written and verbal communication skills to confidently support and interact with global populations.
• Professional client service skills, organization, and attention to detail.
• Proven professional experience following a step-by-step process while using deductive reasoning to produce positive outcomes.

Requirements

• Higher education or equivalent combination of education, training, and experience in a global HR field.
• International HR operations experience and cultural awareness supporting diverse teams.
• Operational exposure with HR ticketing systems, case management tools, or service center environments.
• Professional experience operating in an HRIS payroll/benefit system and with global benefit vendors.

Benefits

• Paid training and ongoing professional development.
• Company-provided equipment.
• Comprehensive medical, dental, and vision coverage, including a wellness program.
• Additional voluntary benefit options.
• 100% employer-paid benefits.
• 401(k) retirement plan with company match.
• Pet insurance.
• Immediate vacation accrual.
• Paid holidays, effective upon hire, including:
  • 11 company-observed holidays.
  • 2 floating holidays.
  • 2 personal days.
  • 2 volunteer days.
• Employee referral bonus program.

Compensation

The starting hourly rate is $28.84, with the potential for a higher starting hourly rate based on the selected candidate's qualifications and experience. Actual starting pay is determined based on a variety of job-related factors, including, but not limited to, the selected candidate's skills, experience, qualifications, licensure, and internal equity. Compensation decisions are made based on the specific circumstances of each hire, and exceptionally qualified candidates may be considered for a higher starting hourly rate.