Engage in coordination with functional SMEs, participate in the roll out and implementation of programs to assigned client and across the function. Serve as primary point of contact for assigned client for benefits, compensation & HR system requests; respond to Tier II questions from HR Operations as it relates to assigned client inquiries. Provide analysis in the areas of benefits, compensation and HR systems, to include market analysis, benefits enrollment statistics, and other ad-hoc reporting requests; compile, run and distribute both periodic and ad hoc reports.

The first point-of-contact and owner of the HCM system (UKG) company wide. Serve as the SME to other system stakeholders (Total Rewards, Recruiting, Payroll, Org, Development, IT) to streamline processes and offer technical solutions for special projects as assigned. Manage all system compliance initiatives, system set up reporting and support complex reporting needs.

Provide operational support of the entire employee benefits life cycle. Oversight of many key operational tasks that are part of the overall UMS Benefit Services lifecycle. Ability to work effectively in a task-oriented environment with a high attention to detail and quality of work output.

Engage in coordination with functional SMEs, participate in the roll out and implementation of programs to assigned client and across the function. Serve as primary point of contact for assigned client for benefits, compensation & HR system requests; respond to Tier II questions from HR Operations Center (HROC) as it relates to assigned client inquiries. Provide analysis in the areas of benefits, compensation and HR systems, to include market analysis, benefits enrollment statistics, and other ad-hoc reporting requests; compile, run and distribute both periodic and ad hoc reports.Provide benefit enrollment assistance as needed. Provide billing reconciliation and invoicing assistance as needed. Create and assign job codes and workers comp codes for new positions as needed. Assign new user roles within the HR system. Manage day to day timekeeping inquiries and resolve issues. Partner with payroll in support of assigned client benefits tracking; ensure accuracy of enrollments, deductions and other items impacting colleague pay. Run market data for compensation analysis. Work through various partners to resolve issues and escalate to internal SMEs/partners as needed. Investigate functional business issues to identify opportunities for improved workflow processes; make recommendations to increase efficiency. Support compliance in all federal, state and local regulations, specifically in the areas of compensation, benefits and HR systems. Maintain and audit the integrity of HRIS data for assigned client. Provide additional support to benefits, compensation and HR systems teams as needed. Assist with other projects as needed.

Monitor all job requests through both Salesforce (CRM) and iCIMS to ensure accuracy. Use iCIMS to update and create jobs/templates. Ensuring all active jobs are posted on the associated job boards including social media and are performing at a high level, which includes achievement of a monthly web applicant goal and a pipeline of qualified web applicants for each active job. May work with SEO related activities for job posting performance; manage relationships with job posting vendors and review monthly reports to evaluate ROI of job ad spend. Work with Talent Acquisition Specialists (TAS) to understand job postings that are not performing well; research possibilities for new postings or tweaks to the current job advertisements to increase applicants. Engage potential talent through social media outlets. Maintain the Colleague Referral Program including reporting, payouts and daily maintenance to ensure Talent Acquisition Specialist follow up as well as manage monthly expense reports/receipts for the Talent Acquisition (TA) department. Assist with the maintenance of departmental reporting at the request of the Senior Director, TA and Staffing, and with the planning of departmental meetings including the annual meeting. Answer incoming calls to the department and route appropriately and maintain departmental email accounts and voicemail. Assist with travel related requests for the Senior Director, TA and Staffing and job candidates. Maintain meeting requests, calendar availability and handle vendor inquiries for Senior Director, TA and Staffing, support Talent Staffing projects including bi-annual skill surveys, colleague related support, bio creation conversion to assigned template, and administrative needs as assigned. Performs Executive Assistant related duties to the Chief Human Resources Officer such as calendar management, scheduling, and project management.

Supports the Corporate Recruiter in sourcing qualified candidates for various positions throughout the organization through techniques including, but not limited to: social media contacts, web-based advertising, internal referral solicitation, contacts with professional organizations and academic institutions, relationships with placement agencies and cold-calling. Under the direction of the Recruiter, implements efficient processes for coordinating screening and selection efforts with hiring managers and member of the HR team. Conducts preliminary candidate assessments through fundamental resume reviews, telephone screenings and similar methods as instructed. Establishes a rapport and maintains positive ongoing relationships with applicants. Schedules candidates for telephone and face-to-face interviews with Recruiter and hiring managers; assists candidates with travel arrangements and expenses reimbursement procedures as needed and in accordance with company protocols. Regularly updates recruitment report(s) as required to keep hiring managers informed on status of recruitment activity. In collaboration with, and with guidance from, the Recruiter, analyzes, interprets and applies staffing statistics including but not necessarily limited to turnover rates, retention rates and exit interviewing findings to inform and improve sourcing and selection decisions. Participates with members of the HR team and company hiring managers to establish service metrics for recruitment functions. Assures the delivery of superior customer service to job candidates and hiring managers, establishing and maintaining positive professional relationships, providing effective ongoing communication and engaging in problem resolution and process improvement as necessary.