TITLE Assistant Director of Human Resources, Benefits
CLASSIFICATION NUMBER 1336
IMMEDIATE SUPERVISOR Director of Human Resources
MAJOR ADMINISTRATOR Vice President for Administrative and Information Services
The Assistant Director of Human Resources, Benefits provides a full range of human resource management services for faculty and staff employees and develops, monitors, and implements employee and fringe benefits programs for University faculty and staff. The Assistant Director of Human Resources, Benefits has specific responsibilities in the areas of health care insurance, life and long-term disability insurance, retirement programs, long-term care insurance, workers’ compensation benefits, and the Family & Medical Leave Act (FMLA). The Assistant Director prepares special projects and management reports as directed.
Education: A Bachelor's degree in Human Resource Management, Business Administration or a related field is required; status as a Certified Employee Benefits Specialist (CEBS) is preferred.
Experience: At least three years responsible personnel experience in the public or private sector, with an emphasis on employee fringe benefits programs and laws is required.
Skills: Knowledge of current principles and practices of personnel administration, with a specific emphasis on employee fringe benefits and computerized records systems is required. Administrative and supervisory ability is required. Familiarity with Family & Medical Leave Act (FMLA) rules and regulations is required.
1. Manages and administers the University’s employee group health care plans (medical and dental) by being knowledgeable of the various components and changing scope of health care plans, serving as the University’s contact person for all matters related to health care plans, working with the third party administrator and the employee benefits consultant in the design of benefits offered under such plans, serving as liaison with the third party administrator and the contracted health care provider, assisting employees with health care plan issues, representing the University’s position on health care matters, resolving health care matters in the University’s and its employees’ best interests, chairing the Claim Review Committee and the Health Care Plans Review Committee, recommending changes in the health care plan design, keeping the administration informed on all matters relating to the employee group health care plans, preparing Board of Governors’ resolutions, reports, charts, tables, and memoranda, responding to State of Missouri fiscal notes on health care matters, making presentations to the Board of Governors as needed, serves as the HIPAA Privacy Officer for the health care plan, and making presentations to Staff and Faculty Senate and other groups as requested.
2. Assists employees in preparing for retirement by remaining current on retirement matters and serving as the University’s contact person for the public retirement systems with the State of Missouri, informing the administration on retirement matters, responding to fiscal note requirements from the State of Missouri on retirement matters, coordinating the annual Pre-Retirement Seminar for employees and their spouses, meeting with each employee considering retirement to answer questions and assist them with filing and follow-up on required retirement paperwork, and obtaining retirement benefit estimates from MOSERS.
3. Coordinates the biannual updating and publication of the staff employee handbook by coordinating a review by a focus group of employees, leading professional HR staff in a review of policies, explaining changes to the President and Administrative Council, preparing the board resolution for handbook approval, and ensuring the handbook’s distribution and availability.
4. Works with the University’s Purchasing Department in the development and distribution of Requests for Proposals (RFP) by identifying potential vendors for employee fringe benefits services and programs including life and long-term disability insurances, health care plan third party administration services, direct contracts for discounted medical services from major providers, employee benefits consulting services, re-insurance (stop-loss) for the employee group medical plan, and long-term care insurance, forming and leading selection committees, to review responses from vendors, briefing the Administrative Council and President on the recommended vendor, and working with the selected vendor to implement the program.
5. Informs the University community on relevant issues regarding the fringe benefits program by writing a variety of communication pieces for distribution to faculty, staff, and retirees, including articles published in The Missouri Insider, E-ssential News, maintaining information related to fringe benefits available and accessible to employees on the Human Resources website, serving as an ex officio member of the Fringe Benefits Committee, and addressing various university constituencies on fringe benefit topics.
6. Manages and administers the staff employee service awards recognition program by chairing the service awards committee, working with the gift vendor to ensure quality and the appropriateness of gift selection and delivery, identifying active and retired staff employees eligible for recognition, coordinating the selection and ordering of gifts by employees and retirees, and coordinating and serving as emcee of service awards events.
7. Assists employees who suffer the effects of a disability so they can receive disability insurance benefits by meeting with such employees and explaining the benefits provided under the University’s long-term disability insurance plan and serving as liaison with the long-term disability insurance carrier to ensure appropriate handling of the claim.
8. Manages the University’s Family & Medical Leave Act (FMLA) program by remaining current on changes in the law governing FMLA, explaining the requirements and benefits of FMLA, monitoring the database of FMLA applications, ensuring coordination among various departments affected by the leave, and serving as approval authority for FMLA leave.
9. Manages the University’s Workers’ Compensation program by remaining current on laws affecting workers compensation benefits, explaining the requirements and benefits of the workers’ compensation program, reviewing workers’ compensation cases and providing direction in resolving questions, and ensuring coordination among various departments affected by the employee’s absence from work.
10. May assume the duties and responsibilities of the Director of Human Resources while the Director is absent, exercising judgment and providing advice on a wide range of personnel matters.
12. Represents the University within the Springfield community by participating as a member of local professional organizations and serving in leadership positions as appropriate.
13. Assists in the resolution of personnel-related matters by meeting with supervisors or department heads and employees to discuss and advise, as needed and coordinates fact-finding, investigation and resolution of grievances and conflicts through interpretation of the Employee Handbook.
15. Contributes to the overall success of the Office of Human Resources by performing all other duties and responsibilities as assigned.
The Assistant Director of Human Resources, Benefits is supervised by the Director of Human Resources and supervises employee benefit support staff, and makes recommendations which are given particular weight regarding the hiring, firing, advancement, promotion, and other changes of status of those supervised.
OFFICE OF HUMAN RESOURCES
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable experience in specific areas within higher education. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in a specific technical or professional specialty along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory experience.
Factor 2: Supervisory Responsibility
Level 3 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
Factor 3: Interactions with Others
Level 4 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.
Factor 4: Job Controls and Guidelines
Level 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.
Factor 5: Managerial Responsibility
Level 4 - 1500 Points: Work involves the primary accountability for a smaller department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.