POSITION IDENTIFICATION
TITLE Benefit Specialist
CLASSIFICATION NUMBER 1339
GRADE 42
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Assistant Director of Human Resources, Benefits
GENERAL FUNCTION
The Benefits Specialist works with employees and their departments regarding the University’s
benefits package, including the state retirement systems, medical and dental insurance,
life insurance, long-term disability insurance, voluntary benefits, and the state’s
cafeteria plan. The Benefits Specialist processes enrollments, terminations, and
changes to enrollments, maintains and updates the University database for specific
benefit programs, prepares related payment reports and payment requisitions, and administers
COBRA.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education/Experience: A high school diploma or the equivalent is required; a Bachelor’s
degree is preferred. With a high school diploma or the equivalent, three years of
progressively responsible administrative experience in Human Resources is required;
with a Bachelor’s degree, one year of progressively responsible administrative experience
in Human Resources is required. Experience with benefits administration is preferred.
Skills: Effective verbal and written communication skills are required. Effective
interpersonal skills are required. Proficiency with Microsoft Office applications
is required. The ability to learn and use an administrative business system, such
as Banner, is required. Must have knowledge of or have the ability to acquire knowledge
of relevant employment laws. Must be detail-oriented, highly organized, and have the
ability to work independently.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Ensures that faculty and staff are given accurate information and appropriate assistance
regarding benefits by providing requested information, assisting with the benefit
enrollment process and making changes in enrollments, distributing insurance identification
and prescription drug cards, providing assistance with benefit problems, and providing
assistance with filing claims as needed.
2. Ensures the accuracy of benefit transactions, assures compliance with applicable
laws and regulations, and assures the appropriate use of University funds by maintaining
an accurate database of benefit coverage, monitoring benefit enrollments, changes
in enrollments, payroll deductions, and insurance carrier invoices and prepares monthly
payment requests for long term disability, life insurance, stop-loss insurance, pre-certification,
and medical and dental administrative fees.
3. Coordinates continuing coverage of benefits requiring a payroll deduction if employees
are on leave without pay.
4. Prepares or reviews and provides estimates of vacation and sick leave payouts to
potential retirees.
5. Remains competent and current through self-directed professional reading, developing
professional contacts with colleagues, attending professional development courses,
and attending training and/or courses as directed.
6. Helps to assure the overall success of the Office of Human Resources by performing
all other duties as assigned by the Assistant Director of Human Resources-Benefits
SUPERVISION
The Benefits Specialist is supervised by the Assistant Director of Human Resources,
Benefits.
OFFICE OF HUMAN RESOURCES
REVISED JANUARY 2025
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 2.0 - 900 Points: Entry-level professional knowledge of the principles, concepts, practices, and methods of non-technical administrative and managerial functions. Knowledge permits the employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in areas including communications, social sciences, art and design, education, and related functions while gaining in familiarity with the University's policies and goals, business practices and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project to complete stages of a multi-phase project. 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 an unspecified field or a specific background in a non-technical area. Knowledge requirements may also include a limited amount of related work experience.
Factor 2: Supervisory Responsibility
Level 1.0 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.
Factor 3: Interactions with Others
Level 4.0 - 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 2.0 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.
Factor 5: Managerial Responsibility
Level 3.0 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.
