Responsibilities

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Benefits Management Develop, manage, and optimize employee benefits programs including health insurance, retirement plans, wellness initiatives, and ancillary benefits. Conduct regular assessments of benefits offerings to ensurepetitiveness and cost-effectiveness. Oversee annual benefits enrollment and ensure smooth execution. Analyze benefits data and trends to inform strategic decisions. Manage large-scale 401(k) and deferredpensation plans, ensuringpliance, vendor coordination, and effective employeemunication.

Leave Management Oversee leave programs including FMLA, ADA, parental leave, and other statutory andpany-specific leave policies. Ensurepliance with federal, state, and local leave regulations. Serve as a subject matter expert on leave policies and provide guidance to HR and managers. Review of current processes and policies forpliance

Ensure all programsply with applicable laws and regulations. Manage relationships with external vendors, brokers, and consultants. Monitor service delivery and performance.

Employeemunication & Support Resolve employee escalations related to benefits and leave. Collaborate with the Benefits and Leave Managers to develop and deliver training and educational materials for employees and HR staff.

Strategic Leadership Collaborate with HR, finance, and team leadership to align benefits and leave strategies with organizational goals. Provide input on benefits and leave considerations during mergers, acquisitions, or business expansions. Engage with the team on career paths and growth of the team. Lead continuous improvement initiatives to enhance employee experience and operational efficiency. Address concerns with transparency and create an environment where feedback from the team is wee. Actively listen to ideas from the team. Set measurable performance expectations.municate and coach to expectations, ensuring a high performing Team.

Drive and Manage Operational Excellence Analyze existing workflows and identify areas for improvement using data-driven methodologies. Manage new or improved process implementation, formally validating process optimization with no downstream negative implications. Manage implementation of all technology integrations, , HRIS, vendor platform initiatives. Ensure reporting, service levels, SOPs meet industry and regulatory standards. Deploy "customer" (employee) experience improvements through end-user employee surveys, focus interviews, with the intent to continuously improve the "customer" (employee) experience.

Qualifications:

Education & Experience Bachelor's degree in Human Resources, Business Administration, or related field. 3-5 years in a leadership or managerial role within HR or Benefits 7+ years of progressive experience in benefits and leave administration. HR certifications preferred but not required

Skills Strong knowledge of benefits and leave regulations (ERISA, HIPAA, FMLA, ACA, etc.). Proficiency in HRIS and benefits management software, Workday preferred. Exceptional analytical, organizational, andmunication skills. Ability to handle sensitive and confidential information with discretion. Measure and track departmental metrics and performance indicators; align with department head on data-driven rmendations and improvements. Collaborate with department heads on strategy and improvement. Demonstrate emotional intelligence and lead by example to build mutual respect and trust amongst the team.

Work Environment & Culture Fit Team-oriented with a proactive approach to problem-solving. Proven ability to integrate into established teams, quickly understand team dynamics, and build effective working relationships within the department. Passion for enhancing employee experience and well-being. Able to work in an office four days per week. Support team wellbeing to include work life balance.

Additional Information:

While this description is intended to be an accurate reflection of the position's requirements, it in no way implies/states that these are the only job responsibilities. Management reserves the right to modify, add or remove duties and request other duties, as necessary.

All employees are required to have smart phones that meetpany security standards with the ability to install apps such as Okta Verify and Microsoft Authenticator. Employment will be contingent on this requirement.

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Newrez is a great place to work but we are only as strong as our greatest asset, our employees, so we believe in rewarding them! Medical, dental, and vision insurance Health Savings Account with employer contribution 401(k) Retirement plan with employer match Paid Maternity Leave/Parental Bonding Leave Pet insurance Adoption Assistance Tuition reimbursement Employee Loan Program The Newrez Employee Emergency and Disaster Fund is a new program to support our team members

Newrez NOW: Our Corporate Social Responsibility program, Newrez NOW, empowers employees to be leaders in theirmunities through a robust program that includes volunteering, philanthropy, nonprofit grants, and more 1 Volunteer Time Off (VTO) day,pany-paid volunteer day where all eligible employees may participate in a volunteer event with a nonprofit of their choice Employee Matching Gifts Program: We will match monetary employee donations to eligible non-profit organizations, dollar-for-dollar, up to $1,000 per employee Newrez Grants Program: Newrez hosts a giving portal where we provide employees an abundance of resources to search for an opportunity to donate their time or monetary contributions

Equal Employment Opportunity We're proud to be an equal opportunity employer- and celebrate our employees' differences, including race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, and Veteran status. Different makes us better.

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