If you’re like most of us, you’d love to be wealthier. Having more money would alleviate stress. It would make it easier to pay your bills and buy nicer things. Maybe it’d allow you to spend more time with your kids and go on more vacations. You’re not alone if you wish you could somehow earn a more significant income.

How To Make $100K a Year – No BS Strategies & Advice

Make $100K a year? It's possible! Learn how to get promoted, switch to a higher paying field, maximize your current salary, or start a side hustle. With hard work and smart strategies, you can make your financial dreams a reality!

When a student applies for their first job or for their next academic degree, they don’t have much experience to showcase their skills and personal qualities. Hiring managers and admissions officers, therefore, often look at recommendation letters as a way to go beyond the student’s GPA and learn more about the student’s skills and personal qualities.&nbsp;

How to Write a Recommendation Letter for a Student

Help your students reach their academic and career goals with a tailored letter of recommendation. Showcase their skills, qualities, and achievements to give them the best chance of success. Guide them on how to structure the letter and what to include to make it stand out.

Anyone who has worked in a supervisor role knows how challenging yet rewarding it is. But chances are if you're trying to become a supervisor, you'll be forced to answer:

How To Answer “Why Do You Want to Be a Supervisor” in an Interview

Become a supervisor and discover rewarding challenges. Show the interviewer you possess the skills, experience and qualities to be an effective leader. Differentiate yourself by highlighting your management strategies and philosophies.

Is your organization prepared for “career cushioning”?&nbsp;

What is Career Cushioning?

Employees are creating backup plans for their careers in case their current job doesn't work out. They are looking for new opportunities, learning new skills, and evaluating job prospects. Employers must take control by providing opportunities and building trust to retain employees and prevent "quiet quitting".

The start of a new year, and most people are already busy setting personal and professional goals. What’s on the top of the list for a growing number of working people is making an exit from the job they currently have. Why? 

Growing Discontent: Employees Wouldn't Wish Their Jobs on Their Worst Enemy

Are you looking for a job that adds meaning to your life and provides work-life balance? Covid pandemic has shifted priorities, requiring employers to adjust. Make sure your workplace provides meaningful work, flexibilty and support to help employees fall in love with their job again!

You’ve just started learning the ropes at your new job, and you've gotten to know your colleagues. But you’re already thinking about quitting. Maybe you were deciding between to job offers and realized that you’ve made the wrong choice. Or, a change in your personal circumstances means that you have to quit.

How to Gracefully Quit a Job You Just Started

Quitting a new job can be stressful, but with the right preparation it can be done professionally and with respect. Learn how to prepare yourself, give your notice and leave on good terms with your workplace. Be sure to take the time to consider all options before resigning, as you don't want to burn any bridges.

Human resources' rapid adoption of technology has led to new ways of streamlining human capital management. Based on the IEE Global Study, these technologies changed how HR handled recruitment and retention in 2022. This includes tech like

How Can HR Technology Help Retain Employees?

HR technology is rapidly evolving and in 2023, retention will become a bigger priority than recruitment. Companies must focus on engaging with employees to reduce turnover, learning tech to improve retention rates and communication solutions to stay in touch with remote workers. It's time to prioritize retention and make sure you have the right technology in place.

So… you've finally decided to let one of your employees go. Drafting the paperwork and corresponding with HR is the easy part, but knowing how to fire an employee is where things get complicated. In fact, it is one of the most challenging conversations to have in the workplace. However, it must be done, and it must be done with poise and tact. Not only should you keep your state law in mind, but you should also consider your former employee's wellbeing.

How to Fire an Employee

Firing an employee can be a difficult task, but you need to do it in a way that respects their privacy, dignity and wellbeing. You should have an open conversation beforehand and provide warnings. Be sure to have a private space for the meeting and have a witness present. Leave space for questions and be prepared to answer them. Aim to be supportive and transparent.

Are you applying for&nbsp;your very first job? Maybe you’re&nbsp;anticipating your termination&nbsp;from your current role and want to be proactive. Either way, waiting to hear back on your job application can be stressful. If time has passed since you applied, you may wonder how long does it take to hear back from a job. Well, the answer is... it depends.&nbsp;

How Long Does it Take to Hear Back from a Job?

Waiting to hear back after applying for a job can be stressful. The hiring process varies depending on job title, industry, and company size. To increase your chances of success, tailor your resume and cover letter to the role, apply to multiple jobs, and follow up with the hiring manager. Keep applying and don't give up - you'll get that offer soon!

Rather than wading through an endless list of open roles, wouldn’t it be nice if relevant job opportunities come to you? 

How to Respond to a Recruiter Through Email? (Tips & Examples)

Responding to a recruiter, especially during a job search, can be tricky. Make sure to keep your message brief, straightforward, and express enthusiasm for the role. If the role isn't a fit, let them know your preferences and ask if any other opportunities come to mind. Make sure to thank the recruiter and keep the relationship open.

The Bilingual Benefits Specialist is responsible for supporting the Employee Services Team and utilizing the Workday, case management, knowledge base and contact center technologies and processes.. HRIS, benefits administration, ERISA, HSA, FSA, benefit plan, customer service skills, COBRA. Must have knowledge of employee benefits, COBRA, and other federal/regulatory requirements. Knowledge of group life and health, knowledge of federal regulations such as Section 125, ERISA, HSA, FSA, HMO, Benefits Administration, PPO, and Life Insurance is highly preferred.. We are a team of 80,000 strong, working with over 6,000 clients, including 80% of the Fortune 500, across North America, Europe and Asia. As an industry leader in Full-Stack Technology Services, Talent Services, and real-world application, we work with progressive leaders to drive change.

benefits specialist

MUST SPEAK SPANIS OR FRENCH Description The Bilingual Benefits Specialist is responsible for supporting the Employee Services Team and utilizing the Workday, case management, knowledge base and contact center technologies and processes. Service teams functional areas of support: Benefit Administration, Help Desk and/or Workforce Administration. Essential Functions/Duties/Responsibilities <ul><li> Provides professional and timely service to internal and external customers</li><li> Processes benefit-related changes such as life-status changes, address changes, etc.</li><li> Resolves benefit administration service issues with internal staff and outside Vendors</li><li> Counsels employees regarding benefit programs including plan features, procedures, eligibility, and premium information</li><li> Performs monthly reconciliation of Carrier invoices to report to customers</li><li> Respond accurately and timely to incoming written and telephonic inquiries for Workday Access/Navigation, Benefits and/or general HR dependent upon support agreement associated with assigned customers.</li><li> Properly utilize knowledge base to research and provide responses in an efficient and timely manner</li><li> Escalate to Account Manager or Pod Manager when knowledge base or tools are insufficient to satisfy inquiries</li><li> Provide professional and timely service to internal audit requests</li><li> Effective communication skills via telephone, email, and in-person</li><li> Participate in work intake reviews to further automate audit activities and reporting</li><li> Timely and efficient communication to leadership of any issues relating to audit</li><li> Identify and document areas of improvement or innovation through process change or automation </li></ul> Skills HRIS, benefits administration, ERISA, HSA, FSA, benefit plan, customer service skills, COBRA Additional Skills & Qualifications <ul><li>Effective communication skills via telephone, email, and in-person</li><li>Maintain punctuality and adherence to set schedule with extra hours as needed</li><li>Must be able to cope in fast-paced, demanding environment and manage sensitive, confidential issues</li><li>If the candidate has Workday or Salesforce experience its a huge plus, because those are the systems this client currently uses.</li><li>Will be required to work weekends especially in October</li><li>Candidate cannot miss any days within the first 90 days of starting this position. </li></ul> Work Environment/Training <ul><li>100% Remote - Candidates can sit anywhere in the United States (Except: California/Colorado) </li><li>Equipment is provided and will be shipped out 2-3 days before start date.</li><li>4 weeks of training before Open Enrollment starts up full time. </li></ul> Schedule: Candidates can have preferences but will need to be open to any of the following shifts. <ul><li>M-F 7am-4pm CT.</li><li>M-F 9am-6pm CT.</li><li>M-F 10am-7pm CT. </li></ul> Qualifications And Experience <ul><li>2-4+ years of related experience working with benefits/employee benefits.</li><li>For French Candidates - only recent CSR experience is required.</li><li>1-2+ years of call center experience</li><li>Must have knowledge of employee benefits, COBRA, and other federal/regulatory requirements</li><li>Must have knowledge on differences between PPO, HMO, HDHP, etc.</li><li>Knowledge of group life and health, knowledge of federal regulations such as Section 125, ERISA, HSA, FSA, HMO, Benefits Administration, PPO, and Life Insurance is highly preferred.</li><li>Proficient PC Skills (Microsoft Office, Outlook, HRIS, etc.…)</li><li>A typing test will be required for this position.</li><li>HS Diploma or Equivalent required </li></ul> About TEKsystems We're partners in transformation. We help clients activate ideas and solutions to take advantage of a new world of opportunity. We are a team of 80,000 strong, working with over 6,000 clients, including 80% of the Fortune 500, across North America, Europe and Asia. As an industry leader in Full-Stack Technology Services, Talent Services, and real-world application, we work with progressive leaders to drive change. That's the power of true partnership. TEKsystems is an Allegis Group company. The company is an equal opportunity employer and will consider all applications without regards to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law.

Bilingual Benefits Specialist (Spanish / French) Remote