HR Strategy Design Consultant 5 - Benefits Data

This position supports Benefits Strategy and Governance through analysis, review, and implementation support across Kaiser Permanente’s health and retirement benefit programs. The role analyzes complex benefits, financial, and operational data to identify trends, evaluate program performance and costs, and assess impacts across represented and non-represented employee populations. The position develops insights and analyses to support benefit decisions, including labor and enterprise benefit initiatives, and supports benefit design, costing, administration, and implementation in partnership with internal stakeholders, consultants, and vendors.

Executes benefits portfolios by partnering with Third Party Administrator vendor partners to resolve significant escalated issues; collaborating with department and internal business units to ensure alignment with goals; identifying potential risks of portfolio and identifying action plans; creating communication plans and communications; educating sponsors, stakeholders, and executive leadership on program requirements; maintaining accurate records in benefits system; facilitating open enrollment process; addressing employee requests and concerns in a timely manner; and preparing weekly updates and reports as required.

• Practices self-leadership and promotes learning in others by building relationships with cross-functional stakeholders; communicating information and providing advice to drive projects forward; influencing team members within assigned unit; listening and responding to, seeking, and addressing performance feedback; adapting to competing demands and new responsibilities; providing feedback to others, including upward feedback to leadership and mentoring junior team members; creating and executing plans to capitalize on strengths and develop weaknesses; and adapting to and learning from change, difficulties, and feedback.
• Conducts or oversees business-specific projects by applying deep expertise in subject area; promoting adherence to all procedures and policies; developing work plans to meet business priorities and deadlines; determining and carrying out processes and methodologies; coordinating and delegating resources to accomplish organizational goals; partnering internally and externally to make effective business decisions; solving complex problems; escalating issues or risks as appropriate; monitoring progress and results; recognizing and capitalizing on improvement opportunities; and evaluating recommendations made by others.
• Implements the strategic direction for the business in support of designated functional HR area by staying abreast of internal and external perspectives, data trends, HR laws and regulations, and best practices; engaging with HR and business stakeholders to provide insight, input, and influence on  current and future HR and business needs; managing simple or portions of complex projects/programs including assisting with design and developing project plans; polling data and conducting complex analysis; creating and facilitating presentations to HR and business leadership; and maintaining performance against SLAs and other key performance indicators.
• Designs, develops, and executes HR practices, programs, and initiatives by developing and implementing tools, systems, and programs; ensuring the coordinated and timely execution of activities and ensuring buy-in across assigned HR functions, project teams, and business partners; identifying and raising gaps in execution or communication; creating and deploying contingency plans to resolve implementation issues as appropriate; monitoring and measuring performance against plans and business objectives; and recommending modification to design and implementation strategies as appropriate.

This position supports Benefits Strategy and Governance through analysis, review, and implementation support across Kaiser Permanente’s health and retirement benefit programs. The role analyzes complex benefits, financial, and operational data to identify trends, evaluate program performance and costs, and assess impacts across represented and non-represented employee populations. The position develops insights and analyses to support benefit decisions, including labor and enterprise benefit initiatives, and supports benefit design, costing, administration, and implementation in partnership with internal stakeholders, consultants, and vendors.

Executes benefits portfolios by partnering with Third Party Administrator vendor partners to resolve significant escalated issues; collaborating with department and internal business units to ensure alignment with goals; identifying potential risks of portfolio and identifying action plans; creating communication plans and communications; educating sponsors, stakeholders, and executive leadership on program requirements; maintaining accurate records in benefits system; facilitating open enrollment process; addressing employee requests and concerns in a timely manner; and preparing weekly updates and reports as required.

• Practices self-leadership and promotes learning in others by building relationships with cross-functional stakeholders; communicating information and providing advice to drive projects forward; influencing team members within assigned unit; listening and responding to, seeking, and addressing performance feedback; adapting to competing demands and new responsibilities; providing feedback to others, including upward feedback to leadership and mentoring junior team members; creating and executing plans to capitalize on strengths and develop weaknesses; and adapting to and learning from change, difficulties, and feedback.
• Conducts or oversees business-specific projects by applying deep expertise in subject area; promoting adherence to all procedures and policies; developing work plans to meet business priorities and deadlines; determining and carrying out processes and methodologies; coordinating and delegating resources to accomplish organizational goals; partnering internally and externally to make effective business decisions; solving complex problems; escalating issues or risks as appropriate; monitoring progress and results; recognizing and capitalizing on improvement opportunities; and evaluating recommendations made by others.
• Implements the strategic direction for the business in support of designated functional HR area by staying abreast of internal and external perspectives, data trends, HR laws and regulations, and best practices; engaging with HR and business stakeholders to provide insight, input, and influence on  current and future HR and business needs; managing simple or portions of complex projects/programs including assisting with design and developing project plans; polling data and conducting complex analysis; creating and facilitating presentations to HR and business leadership; and maintaining performance against SLAs and other key performance indicators.
• Designs, develops, and executes HR practices, programs, and initiatives by developing and implementing tools, systems, and programs; ensuring the coordinated and timely execution of activities and ensuring buy-in across assigned HR functions, project teams, and business partners; identifying and raising gaps in execution or communication; creating and deploying contingency plans to resolve implementation issues as appropriate; monitoring and measuring performance against plans and business objectives; and recommending modification to design and implementation strategies as appropriate.

• Minimum three (3) years experience in a leadership role with or without direct reports.
• Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum eight (8) years experience in human resources, business operations, or a field specified in the job posting. Additional equivalent work experience in a directly related field may be substituted for the degree requirement.

• Minimum three (3) years experience in a leadership role with or without direct reports.
• Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum eight (8) years experience in human resources, business operations, or a field specified in the job posting. Additional equivalent work experience in a directly related field may be substituted for the degree requirement.

• Six (6) years experience in pension plan administration, including the analysis and interpretation of plan documents, pension calculations, and the review and approval of plan provisions.
• Six (6) years experience working with non-ERISA (e.g., Leave of absence and time-off) benefit plans.

• Six (6) years experience in pension plan administration, including the analysis and interpretation of plan documents, pension calculations, and the review and approval of plan provisions.
• Six (6) years experience working with non-ERISA (e.g., Leave of absence and time-off) benefit plans.

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