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  • Program Manager, Benefits Programs and Leaves - SeaSpine

Program Manager, Benefits Programs and Leaves - SeaSpine

  • Wednesday, May 29, 2019 12:28 PM
    Message # 7493856


    Program Manager, Benefits Programs and Leaves

    The Benefits and Leave Program Manager is responsible for Management and Administration of Company Benefits Programs and Leaves of Absence Administration in partnership with the HR Business Partner team.  This position develops, recommends and implements approved, new or modified plans and employee benefits policies as well as administers existing plans and related activities associated with the Plans. This position surveys and analyzes industry and/or market information/indicators to determine company's competitive position in employee benefits while ensuring high levels of service to employees and accuracy with respect to premium financial reconciliations, required audits and internal controls.

    Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions:

    • Administer employee benefits programs such as medical, dental, vision plans; life insurance plans; temporary disability programs; retirement plans; and wellness programs.
    • Evaluate and compare existing company benefits with those of other employers by analyzing other plans, surveys and other sources of information. Plan, develop and/or participate in area and industry surveys. Analyze results of surveys and develop specific recommendations for review by management.
    • Develop specifications for new plans or modify existing plans to:
      • Maintain company's competitive position in labor market, and
      • Obtain uniform benefits package for all company locations, where possible.
    • Partner with, manage and administer Broker and provider relationships.
    • Develop company cost information for new plans and make premium cost share recommendations to management.
    • Install approved new plans or changes to existing plans by preparing communication materials, plan summary documents and other media for communicating plans to employees. Conduct employee meetings and arrange for enrollment. Counsel management and employees on existing benefits.
    • Prepare and execute, with legal consultation, benefits documentation, such as original and amended plan texts, benefit agreements and insurance policies. Instruct insurance carriers, trustees and other administrative agencies outside the company to effect changes in benefits program. Ensure prompt and accurate compliance.
    • Assure company compliance with provisions of Employee Retirement Income Security Act and the Affordable Care Act. Supervise preparation of reports and applications required by law to be filed with federal and state agencies, such as Internal Revenue Service, Department of Labor, insurance commissioners, and other regulatory agencies. Review and analyze changes to state and federal laws pertaining to benefits, and report necessary or suggested changes to management. Coordinate company benefits with government-sponsored programs.
    • Develop benefits information and statistical and census data for actuaries, insurance carriers and management.
    • Handle benefits inquiries and complaints to ensure quick, equitable, courteous resolution. Maintain contact in person, and by phone or mail, with third parties and beneficiaries to facilitate proper and complete utilization of benefits for all employees.
    • Supervise maintenance of enrollment and claims records for all benefits plans.
    • Manage and administer leave of absence requests, full cycle, partnering with HRBPs for ongoing maintenance of leaves.




    High School or better.


    Bachelors or better.



    5+ years of related Benefits Programs and/or an equivalent combination of education and experience.


    Experience in a regulated healthcare, medical technology/device, or pharmaceutical environment preferred. HR certification desirable.

    Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

    The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of 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.

    Apply at: 


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