Description

We are seeking an experienced People Operations Business Partner that will have primary responsibility for Payroll, Analytics and Compensation Reward Programs to join our Team. The Business Partner takes ownership of changes and enhancements in the various areas of People Operations, with a specialized focus in payroll, analytics, & compensation. You Business Partner will provide guidance and administration support at the enterprise level for payroll and compensation programs, partnering with our benefits business partner that positively impact employee attraction, retention and engagement, as well as supports organizational and legal compliance. We are looking for someone who is self-driven, detail-orientated, articulate, and responsive in providing support for enterprise-wide benefits and compensation programs. 

ABOUT BETA HEALTHCARE GROUP:

BETA Healthcare Group (BETA) is the largest professional liability insurer of hospitals on the west coast, providing coverage to more than 600 hospitals and healthcare facilities and provides workers' compensation coverage for over 77,000 healthcare workers in California.  BETA also has a long-established and growing commitment to physicians, providing medical professional liability coverage to nearly 7,700 physicians and more than 70 medical groups.  Beyond primary liability and workers’ compensation coverage, BETA provides an entire suite of alternative risk and insurance services, including excess healthcare professional liability coverage, excess workers’ compensation coverage, third-party claims administration services, risk management consulting services and claims management consulting services.  Whether with hospitals, medical groups, clinics or hospices, BETA has earned a reputation for financial strength, rate stability, quality service and breadth of coverage that is unparalleled in the industry.  

ABOUT THIS ROLE: 

This is a mid-level role with our People Operations department, reporting to the Vice President of People Operations. This position offers telecommuting up to 2 days a week from home, preferably within a commutable distance to any of our offices: Alamo, Glendale, Granite Bay or San Diego.

IN THIS ROLE YOU HAVE

Payroll Responsibilities: 

• Administers the activities relating to the company payroll including developing, implementing, and monitoring (e.g. performing internal audit and control procedures to ensure that all wages and taxes are accurate).  
• Assemble and submit all necessary payroll related paperwork to Accounting/Finance 
• Meet with new hires during onboarding process to go over payroll process
• Work with Benefits POPSBP to monitor, report, and document all LOA, Workers’ Comp Claims, etc.
• Ensure compliance with government agencies and corporate policies and procedures
• Maintain working knowledge of payroll-related laws and practices as well as CalPERS’ reporting requirements; attending courses, webinars and conferences as approved by People Operations leadership
• Respond to all payroll-related inquiries and resolve discrepancies as necessary; complete all verification of employment (VOE) and pay requests 
• Calculate and process contributions for health and retirement (DB & DC) plans (e.g. CalPERS, Deferred Compensation (e.g. (457(b), 401(a)), QSERP (e.g. 401(a), 457(f)), QGEBA (415(m), Money Purchase Plan); update CalPERS 1959 Survivor Premium Change; monitor post-PEPRA member compensation for eligibility for 401(a) Plan) initiate enrollment as appropriate); all other benefit plans (e.g. health, voluntary, flex-spending)
• Collaborate with the HRIS contact in payroll-related system upgrades, patches, testing and other technical enhancements

Analytics Responsibilities:

•  First point contact and responsible for all HRIS employee life-cycle transactions, e.g., set up, auditing, new hire through termination
• Processes pay and position related transactions within HRIS, including hires, promotions, transfers, performance reviews, terminations, and employee statistics for government and other reporting. 
• First point of contact and responsible for HRIS oversight, including data integrity and auditing. Assists subject matter experts with ensuring data integrity, testing of system changes, report writing and analyzing data flows for process improvement opportunities. The HRIS analyst also supports HRMS upgrades, patches, testing and other technical projects as assigned.
• Manage all POPS related dashboards/data, interfacing with the D&T team on implementation and updating.
• Recommend process/customer service improvements, innovative solutions, policy changes and/or major variations from established policy that must be approved by POPS senior leadership prior to implementation. 
• Prepare spreadsheets, reports, employee announcements and presentations.
• Provide administrative support for POPS’ team, and department leader, as requested.
• Participates in the research and implementation of assigned POPS related training programs, coordinating and scheduling training programs for all locations, where appropriate.
• Participates in POP’s projects including research, writing, design and administration.
• Uses efficient and cost-effective approaches to integrate technology into the POPS function to improve and/or enhance processes. Streamline and document respective position practices and procedures (e.g. department work procedures).
• Provides research and assistance in the development of employment related forms and procedures.
• Participate on various committees, such as Wellness, Safety and Activities, as well as be involved in special projects. 

Compensation Responsibilities:

•  Assists People Operations leadership with BETA’s compensation plans; compiling market data for periodic review and benchmarking purposes. Leads annual compensation planning to determine base pay, merit adjustments and Performance Incentive (PI) payouts.
•  Responsible for job evaluations to determine title, pay grade and range, and FLSA classification, all based on job analyses, internal equity and market competitiveness. Provides recommendations on existing, current, and future position descriptions.
• Updates salary structures and researches market trends to make recommendations for enhancements, improvements and increased competitiveness. Complete wage and benefit surveys.
•  Researches and analyzes competitive compensation practices in the job market. Makes recommendations concerning revisions to compensation programs, policies and practices in the context of the total rewards philosophy of the enterprise.
• Collaborates with People Operations leadership on strategic compensation developments and provides detailed recommendations for implementation of new programs or modifications of existing programs.
• A point of contact for performance management process; ensuring appropriate and timely completion of appraisals and goal setting

•  Ability to travel by car or airplane, including overnight stays 
•  Other duties as assigned.

ESSENTIAL JOB REQUIREMENTS 

The requirements listed below are representative of the knowledge, skill, and/or ability required. 

• High school diploma required. Bachelor’s degree, with an emphasis in business management, People Operations management or organizational development is required. Or in the alternative, demonstrated work experience in these areas. 
• Minimum of 5 years of processing payroll required. 
• Current PHR, SPHR, SHRM-CP, and/or SHRM-SCP is required. Certified Employee Benefits Specialist (CEBS) and/or Certified Compensation Professional (CCP) designation, is strongly preferred. In the absence of either, actively working towards such designation to be achieved within 18 months of placement. 
• Solid knowledge and experience in employment law, compensation & benefits administration, leaves of absence, employee relations, workers’ compensation claims handling, relevant local, state and federal payroll and tax guidelines. 
• Solid knowledge of the benefit and compensation regulatory environment; knowledge of defined benefit and contribution plans and their administrative processes, specifically government plans (e.g. CalPERS).
• Advance-level skills and demonstrated proficiency in the Microsoft Windows environment (incl. Word, Excel, PowerPoint, and Outlook). Direct hands-on experience with an HRIS, preferably Paycom, with the ability to create reports as required, using the report writing tools available, or creating custom reports/documents.
• Strong mathematical and analytical skills, with an exceptional straightforward and logical thought process coupled with impactful deductive reasoning.
• Strong, demonstrated ability at attention to detail, work product accuracy and the analytical skills necessary to identify and solve workplace problems and issues. 
• Excellent pattern of demonstrating, and working toward, effective workflow processes.
• Demonstrated effectiveness with clear and concise communication skills (i.e. oral, written and presentation) that are persuasive and proactive, with an employee-centric emphasis.
• Keen ability to organize, prioritize, and complete multiple projects within established timeframes, along with the ability to work with a sense of urgency.
• Exceptional interpersonal skills to enable effective interfacing with employees at all levels, as well as external contacts.
• Strong analytical, research, and problem-solving skills, with the ability to learn quickly and apply new skills immediately.
• Able to deal with shifting priorities and meeting deadlines daily. Excellent time management skills and ability to work under pressure.
• Demonstrated versatility and flexibility working in an environment that has changing priorities, yet doing so with a positive and enthusiastic attitude and presence. Exhibit passion and energy towards the role, ensuring employees are respected and treated professionally.
• Creative, flexible, solutions-oriented and innovative team player with good judgment, with the ability to make timely and sound decisions.
• Commitment to excellence and high ethical standards, with the ability to maintain confidentiality.
• Ability to work independently and/or in a group setting where team collaboration is critical and expected.

Hiring base salary range: $85,000-105,000 depending on experience

      This position is exempt.  Note the amount listed is the base pay range; additional compensation may be available for this position. Individual rates for the same job title may differ based on their level, responsibilities, skills and experience for a specific role.

For more information on BETA, our full benefit offerings, mission, vision and values, and to complete your application, go to: www.betahg.com/careers.  

Outside Recruiters - Please no solicitation.