HR -Benefits and HRIS Manager

Plunkett's Pest Control•Fridley, MN

23h•Onsite

About The Position

The Human Resources Benefits & HRIS Manager is responsible for designing, administering, and optimizing the organization’s employee benefits programs and HR information systems ensuring they remain competitive, compliant, and strategically aligned with organizational goals. This role evaluates, maintains, and evolves the HRIS platform and benefit offerings to support an exceptional employee experience. The position requires strong technical expertise, analytical capability, and a deep understanding of benefits administration and HR operations.

Requirements

Bachelor's degree in Human Resources, Business Administration, Marketing, or related field, or equivalent experience.
7-10+ years of progressive experience in benefits administration and/or HRIS management.
Demonstrated success in recruitment marketing and employer branding.
Experience with HRIS management, system configuration, and vendor partnerships.
Strong knowledge of benefits compliance and HR regulatory requirements.
Advanced HRIS technical skills and experience developing HR data reports.
Excellent communication and cross-functional partnership skills, particularly with IT, Marketing, and Payroll.
High attention to detail and strong analytical and problem-solving abilities.
Ability to manage multiple projects and deadlines efficiently.
Ability to report to work at Fridley, MN location- this is not a remote position.
Acceptable background check and drug test are required.
Excellent communication, relationship-building, and project management skills.
Ability to thrive in a fast-paced, high-growth environment.
Minimal travel will be required.

Nice To Haves

Certifications such as CEBS, SHRM-CP/SCP, or PHR/SPHR preferred but not required.
Paylocity experience is a plus.
Experience in service-based, multi-location, or route-based organizations
Experience evaluating and implementing HRIS systems.

Responsibilities

Manage all employee benefit programs including medical, dental, vision, life, disability, retirement plans, wellness initiatives, and leave programs.
Regularly evaluate and evolve benefit offerings to ensure competitiveness, cost-effectiveness, and alignment with organizational needs.
Lead the end-to-end open enrollment process, including planning, HRIS configuration, employee communications, and issue resolution.
Develop and deliver clear, engaging benefit communications throughout the year to support employee understanding and utilization.
Ensure compliance with ACA, ERISA, HIPAA, COBRA, FMLA, and applicable federal/state regulations.
Analyze program performance, cost trends, and employee feedback to recommend enhancements.
Provide advanced support for employee benefit inquiries and escalations.
Oversee the configuration, maintenance, optimization, and security of the HRIS platform, Paylocity.
Continuously evaluate and evolve HRIS technology by assessing new features, upgrades, integrations, and system improvements to enhance efficiency and user experience.
Ensure strong data integrity through audits, process improvements, and HR data governance.
Partner closely with IT, Marketing, and other departments to ensure: Branding consistency across employee-facing systems and communications. Technology cohesiveness and seamless integration with other enterprise systems. A unified, intuitive digital experience for employees and managers.
Develop HR dashboards and analytics to support leadership decision-making.
Lead HRIS projects, enhancements, testing cycles, and change management.
Train HR staff, managers, and employees on system functionality and processes.
Troubleshoot and resolve system issues in partnership with vendors and IT.
Prepare and file ACA, EEOC, 5500s, and other required regulatory reports.
Monitor legal and regulatory changes related to benefits and HRIS processes.
Support internal and external audits by providing documentation and responding to inquiries.
Partner with HR leadership to create benefits strategies that support organizational goals, retention, and engagement.
Collaborate with Payroll to ensure accurate benefit deductions and data flow.
Use HRIS-generated analytics to support workforce planning and strategic initiatives.
Lead benefits and HRIS components of organizational changes, acquisitions, or restructures.
Support mergers, acquisitions, reorganizations, and other change initiatives through benefits and HRIS leadership.