HR Operations, Benefits Specialist in Kalamazoo, MI at Stryker Corporation

Date Posted: 8/7/2018

Job Snapshot

Job Description

  • Supports the administration of benefit programs including 401(k), Health, COBRA, Flexible Spending Accounts, Health Savings Accounts, Life Insurance, Wellness, EAP and Adoption.
  • Works in service center environment, enters call logs, supports and backup team members.
  • Provides excellent customer service to employees, managers and human resources by maintaining contact via telephone and email.
  • Responds to benefit inquiries from managers and employees on basic plan plan provisions, benefit eligibility, benefit enrollment, status changes and other general inquiries. 
  • Supports the administration of Leave of Absences including FMLA, American Disability Act.
  • Effectively interpret FMLA and ADA implications as they are related to leaves of absence.
  • Supports the administration of the Educational Assistance Program
  • Cross-train on all benefit programs.
  • Supports the administration of the Employee Stock Purchase Plan.
  • Interpret policies and procedures to employees.
  • Ensure compliance under federal and state regulations regarding leave and benefit programs.

Minimum Qualifications

  • Bachelor’s Degree in Human Resources, Business or related field. 
  • Applied knowledge of benefit laws and regulations, including, but not limited to, FMLA, HIPAA and ERISA.
  • Preferred:  Two years’ experience in HR or Benefits administration experience in an employee-focused, demanding environment. 

Work From Home: No

Travel Percentage: Up to 25%

Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability.

Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

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