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Desired Qualifications: Experience in Personnel and Employment Related Legal AreasTriad engages in a wide variety of personnel related legal issues, and expertise in any other such areas could be helpful to the candidate's application, including, in particular, employee benefits law (including ERISA) and immigration law, although knowledge and experience in such areas is not a requirement for the selected candidate.
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Wake County Government offers a wide range of training and development opportunities, a stable career in public service with a balance of work and family life, flexible work schedules and a competitive salary and benefits package.
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As a Human Resources Analyst II (C) (HRIS/PeopleSoft) , Limited Term District Temporary employee, you will support our HCM (PeopleSoft) modules such as workforce administration, position data, compensation, and benefits.
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Free counseling services and resources for emotional, physical and financial wellbeing 401(k) Plan with a 100% match on 3% to 9% of pay (based on years of service) Employee Stock Purchase Plan with 10% off HCA Healthcare stock Family support through fertility and family building benefits with Progyny and adoption assistance.
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The CHRO will oversee all HR practices and initiatives, including staff recruitment and development, employee relations, performance management, compensation and benefits, capacity planning, and organizational development.
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TASC is the only third-party administrator to deliver an experience for our referral partners, employers, and their employees that combines employee benefit accounts with Benefit Continuation offerings like COBRA, Leave of Absence and Retiree Billing all on one platform, one website and one mobile app, We're ready and eager to provide innovative solutions that help eliminate siloed benefit administration for employers of all sizes.
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Equal Opportunity Employer Statement Salt River Project (SRP) recognizes diversity and inclusion as key drivers of innovation and growth, and seeks to attract a diverse employee base that reflects our community.
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Work location based at the Sarasota County Administration Building alongside the Sarasota County Employee Wellness team. Responsible for continuously promoting workplace wellbeing programs working alongside plan sponsor’s Employee Benefits & Wellness department with travel throughout Sarasota County.
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Our client, a distinguished Government Administration firm, is seeking a motivated and dynamic Training Coordinator to join their growing team in their downtown Chicago headquarters. One of our top clients within the banking space is seeking a Benefits Administrator to join their Human Resources team.
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Roles & Responsibilities Manage the day-to-day administration of all employee benefits including Medical, Dental, Vision, FSA/HSA, 401(k), Life Insurance and Disability and Workers Compensation in all corporate company operation.
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Candidate will have breadth and depth of knowledge in Human Resources in the following areas (Employee Relations , Benefits Administration , Talent Acquisition,Compensation, Payroll , HRIS and other web-based system,Training & Development,Legal and Compliance.
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Our Human Resources organizational structure consists of six teams: Operations, HRIS, Employee Engagement, Training & Development, Benefits & Wellness, and Administration & Fiscal to provide exemplary quality services to our customers.
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This individual is accountable for providing HR services to our nonprofit and social enterprise clients in the areas of recruitment, on-boarding, staff training, performance management, compliance, employee relations, payroll support, benefits administration, and other high-touch human resource service areas and projects.
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The Generalist performs duties at the professional level in some or all of the following functional areas: employee relations, training, employee communications and engagement, performance management, recruitment and staffing, law compliance and benefits administration.
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Consistent with the Americans with Disabilities Act (ADA) and other applicable federal and state law, it is the policy of Zenith American Solutions to provide reasonable accommodation when requested by a qualified applicant or employee with a disability, unless such accommodation would cause an undue hardship.
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FEATURED BLOG POSTS
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.