Human Resources Business Partner -Benefits & Employee Experience

Position Overview

We are seeking an HR Business Partner, Benefits & Employee Experience, to support employees and leaders across the organization. This role serves as the primary HR partner for benefits administration, leave management, wellness initiatives, and employee experience programs while providing consultative support on employee relations, compliance, policy administration, and workforce matters.

The ideal candidate will bring deep expertise in benefits and leave administration, a strong understanding of employment regulations, and the ability to build trusted relationships with employees, leaders, and external partners. This position requires a hands-on HR professional who can balance operational excellence with employee advocacy while contributing to broader HR initiatives that support organizational goals.

Key Responsibilities

Benefits & Employee Experience

Lead the administration of employee benefit programs, including medical, dental, vision, life, disability, retirement, voluntary benefits, and wellness initiatives.

Serve as the primary point of contact for employees and managers regarding benefits eligibility, enrollment, plan changes, claims issues, and vendor escalations.

Manage annual open enrollment activities, including employee communications, educational sessions, enrollment support, and coordination with carriers, brokers, and vendors.

Evaluate benefits utilization, employee feedback, and market trends to identify opportunities for program enhancements and improved employee satisfaction.

Develop and deliver benefits communications and educational resources to improve employee understanding and engagement with available programs.

Support employee wellness, recognition, and engagement initiatives that contribute to a positive workplace culture and employee retention.

Leave Administration & Compliance

Oversee leave administration processes, including FMLA, ADA accommodations, parental leave, personal leaves of absence, and return-to-work programs.

Coordinate workers' compensation claims, injury management, and return-to-work efforts in partnership with employees, managers, and third-party administrators.

Ensure compliance with applicable federal, state, and local regulations, including ACA, COBRA, HIPAA, FMLA, ADA, ERISA, and related employment laws.

Maintain accurate employee records, benefits documentation, and HRIS data to support compliance, reporting, and audit requirements.

Support internal and external audits related to benefits, leave administration, and regulatory compliance.

HR Business Partnership

Serve as a trusted advisor to employees and leaders on HR policies, procedures, and employment practices.

Provide guidance on employee relations matters, conflict resolution, workplace concerns, and policy interpretation.

Partner with HR leadership to support workplace investigations, corrective actions, and performance management processes as needed.

Assist leaders with employee development, engagement, retention, and workforce planning initiatives.

Support onboarding and offboarding processes to ensure a seamless employee experience throughout the employee lifecycle.

Collaborate with Talent Acquisition, Payroll, Total Rewards, Finance, and other business partners to support organizational objectives and strategic HR initiatives.

Analyze HR metrics and trends related to benefits, leave, retention, engagement, and workforce demographics to identify opportunities for continuous improvement.

Qualifications

Education:

Bachelor's degree in human resources, business administration, or a related field required.

Experience:

Minimum of 5 years of Human Resources experience with significant responsibility for benefits administration, leave management, employee experience, or HR business partnership functions.

Experience managing employee benefit programs and leave administration in a multi-state or multi-site environment preferred.

Preferred Qualifications:

Experience administering FMLA, ADA accommodations, COBRA, ACA, HIPAA, ERISA, and workers' compensation programs.

Experience partnering with benefits brokers, insurance carriers, third-party administrators, and wellness vendors.

Experience supporting employee relations matters, workplace investigations, and performance management initiatives.

Strong knowledge of federal and Florida employment laws and regulations.

Experience working in a fast-paced, high-growth environment.

Soft Skills:

Strong interpersonal, written, and verbal communication skills with the ability to build relationships across all levels of the organization.

Ability to explain complex benefits, leave, and HR concepts in a clear and employee-friendly manner.

Excellent problem-solving and critical-thinking skills with a focus on delivering practical solutions.

Strong organizational and time-management skills with the ability to manage multiple priorities and deadlines.

Exceptional attention to detail and commitment to accuracy in documentation, reporting, and compliance activities.

Ability to maintain confidentiality and handle sensitive employee information with discretion.

Proactive, self-motivated, and collaborative with a customer-service mindset and commitment to continuous improvement.

Technology Stack:

HRIS/HCM & Benefits Administration Systems

Leave Management & Payroll Platforms

HR Analytics, Reporting & Workforce Tools

ATS, LMS & Employee Engagement Platforms

Microsoft Office 365 (Advanced Excel, PowerPoint, Word, Outlook)

Physical Requirements

Ability to work in a standard office environment and use a computer for extended periods.

Ability to regularly move throughout manufacturing, warehouse, and operational facilities.

Ability to communicate effectively in person, virtually, and by phone.

Ability to occasionally lift or move up to 25 pounds.

Ability to participate in facility inspections, safety audits, and operational walk-throughs.

Flexibility to work outside standard business hours when needed to support operations and employee needs.

This job description may not be inclusive to the duties and responsibilities listed. Additional tasks may be assigned to the employee from time to time or the scope of the job may change as needed by business demands.