Human Resources Benefits, Payroll & Leave Specialist

Carnegie Museums - Human Resources, 4400 Forbes Avenue, Pittsburgh, Pennsylvania, United States of America Req #694
Thursday, November 18, 2021
There's no cultural organization in the world quite like Carnegie Museums of Pittsburgh. With a legacy of discovery and outreach dating back to 1895, today we are a family of four diverse, dynamic museums; Carnegie Museum of Art, Carnegie Museum of Natural History, Carnegie Science Center, and The Andy Warhol Museum. We're committed to being inclusive, both onsite and online, and to exploring with our audiences the big ideas and issues of our time.

Carnegie Museums of Pittsburgh is interested in candidates who, through their experience and collaborations, will contribute to diversity and excellence of the Carnegie Museums community. 

Responsible for providing specialized support to Human Resources with a large emphasis on coordinating and administering benefit plans and programs, processing payroll actions related to employee changes and all change forms, administering the leave management program (FMLA/ADA/Workers Compensation), and maintain the data in the HRIS system. Will also provide responses to employees with tier two benefits, payroll, leave, and HRIS requests and questions. Maintains and enters information into the HRIS platform and assists with general human resources responsibilities as necessary. Knowledge of the Ceridian Dayforce system is a plus.

 

QUALIFICATIONS

EDUCATION & EXPERIENCE: Requires Bachelor’s degree with minimum of two years human resources or related experience, or equivalent combination of both education and experience.  Certification and/or experience in benefits, compensation, HRIS platforms, or general human resources a plus.

 

KNOWLEDGE, SKILLS, ABILITIES: Computer knowledge and aptitude with proficiency in all Microsoft Office applications including Microsoft Word, Excel, PowerPoint and Outlook is essential.  Prefer demonstrated experience with HRIS databases and reporting software and expertise with research using internet resources.  Requires excellent attention to detail and accuracy, strong oral/written communication skills, highly developed customer relations attitude and competencies, strong organizational, and project management skills, ability to effectively handle confidential information, ability to work independently, and ability to meet deadlines.  Also requires ability to prioritize, willingness to take initiative, and ability to handle multiple tasks.  Knowledge of benefits and compensation concepts and programs.  

 

PHYSICAL REQUIREMENTS: Work is primarily sedentary in nature; no special demands are required.

 
ESSENTIAL FUNCTIONS AND ACCOUNTABILITES

  • Assist in the administration of employee benefit programs and policies including, but not limited to, health and dental, vision, life/AD&D, short term disability, long term disability, FMLA, ADA, and 403(b).
  • Administer and manage day to day benefit processing in HRIS platform including keying of data, approval of forms, analyze and process payroll functions.
  • Coordinates annual open enrollment for health and welfare plans. Prepare employee communications and benefit announcements. Implement all annual open enrollment activities working in conjunction with benefits manager and vendors.
  • Communicate human resources policies related to benefits and compensation.
  • Document and maintain procedures for all benefit processes.
  • Coordinate Workers’ Compensation administration program by managing and tracking all workers’ compensation activity. Prepare State required Workers’ Compensation report from internal accident reports; establish and maintain claim files. Act as primary communicator with supervisor, claim adjustor, and the employee regarding Workers’ Compensation cases.
  • Provide benefits orientation of full-time employees. Ensure that the benefits data as part of the onboarding process is accurate and up to date.
  • Coordinates compliance with benefits regulations including but not limited to Affordable Care, ERISA, and other related laws and regulations.
  • Provides support for benefits analysis during negotiations with unions; assists represented employees with plan administration and questions.
  • Manages the CMP Leave programs including FMLA, ADA, and Workers Compensation. 
  • Process benefits invoices and pay benefit premiums.
  • Administers retirement plan. Including oversite and facilitation of the non-discrimination testing, plan audit, disclosure process, plan withdrawals, and any other duty required as part of the retirement plan administration.
  • Act as liaison with benefit and retirement brokers and service providers.
  • Create the annual payroll deduction and holiday calendars.
  • Coordinate with the Payroll Manager on a regular basis to ensure accurate payroll.
  • Process, analyze, and coordinate data, records, and information for various human resources payroll functions.  Process necessary paperwork and execute data entry for all new hires, separations, transfers, promotions, benefit changes, etc. in the HR system.  Review, analyze and ensure accuracy of information entered.
  • Analyze pending employee payroll changes, troubleshoot, and communicate to payroll, financial managers, and supervisors as necessary.
  • Assist the HRIS Manager with configuration for benefits, organizational setup, reporting, timekeeping, and overall system administration.
  • Troubleshoot HRIS issues, work with HRIS Manager as necessary to find a resolution.
  • Ensure data integrity in the HRIS through regular audits.
  • Provide administrative, and telephone-answering support as necessary to assist with the Human Resources Department operation and the benefits and employment management functions. Display and exhibit courtesy and sensitivity in dealing with customers and project the image and attitude of Human Resources.
  • Other duties as assigned.

This is a non-union position 

The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment:

  • Pennsylvania Child Abuse History Clearance
  • Pennsylvania State Police Criminal Record Check
  • FBI Fingerprint Criminal Background Check

Obtaining the required clearances is completed as part of the new hire process.

Carnegie Museums is an Equal Opportunity-Affirmative Action Employer – Minorities / Females / Veterans / Individuals with Disabilities / Sexual Orientation / Gender Identity



The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.

  

*GUIDANCE ON ESSENTIAL FUNCTIONS:
 

The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities.  An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job.  When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below.  Please note that the following guidelines are non-exhaustive.  If you have any questions or need additional guidance, please contact Human Resources.

A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential.

B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function?  The need for special expertise is an indication of an essential function.

C. Does the position exist, at least in part, to perform the function?  If so, the function is more likely to be essential.

D. How much time is spent performing the function and how often?  Note that even functions performed 10% of the time could be essential if they are required on a regular basis.

E. Would elimination of the function fundamentally alter the job?  If so, the function is more likely to be essential.

F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential. 

G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it?  If so, it is more likely to be essential.

Other details

  • Pay Type Hourly
This posting is inactive.
Location on Google Maps
  • Carnegie Museums - Human Resources, 4400 Forbes Avenue, Pittsburgh, Pennsylvania, United States of America