Description

The Total Rewards team is growing and searching for ambitious candidates to join their amazing team. This team is responsible for the areas of Benefits, Compensation and Human Resources Information Systems for the organization. You could be instrumental in the success and growth of Crescent Hotels & Resorts!

Crescent Hotels & Resorts was built by operators for operators and is more than just a portfolio of hotels. Crescent is part of an elite group of independent hotel management companies approved to operate flags under the major brand affiliations of Marriott, Hilton, and Hyatt. Our portfolio of premier branded hotels and independents across the United States and Canada is comprised of properties in the resort, upper-upscale full-service, and luxury segments.

This position is located in Fairfax, Virginia and operates in a hybrid-model.

As the Compensation and Benefits Administrator, your responsibilities will include:

• Complete compensation reviews for hourly positions. Assist with annual Compensation surveys including, Hotel Industry Compensation Survey and various other surveys.
• Primary contact for third-party benefit vendors and integration services. Troubleshoots data issues for benefit carriers (e.g., UHC, Delta Dental, VSP, PayFlex). Reviews and follows up on weekly carrier error reports. Works closely with benefits vendors on escalated employee benefits eligibility issues and interpretation, as well as troubleshooting and resolving technology issues.
• First line of response for the Help Center Ticketing System for Compensation and Benefits requests. Follows up on voicemail messages from the Corporate Office and Benefits Concierge.
• Manages enrollment and billing for voluntary benefits programs; including but not limited to, Part-time Benefits, Pet Insurance and Commuter Plans.
• Performs regular audits to ensure data integrity and compliance. Conduct weekly audits on UKG Core data, reaches out to properties to make corrections. Assists with HRIS data entry, as needed.
• Provide support when needed for transitions including benefits comparisons, benefits set up, communication materials and manual enrollment.
• Assist with Open Enrollment implementation including UKG Pro set up, communication pieces and post-OE audits. Provide support to the Benefits department with the administration of the annual wellness initiatives.
• Assists with disability claims information as requested by carrier.
• Summarizes monthly PayFlex COBRA remittance report.
• Reviews weekly new hire and life event enrollment reports and follows up with property People & Culture Directors.
• Provide backup support for the Senior HRIS Analyst for vacations and out of office.
• Back-up for Corporate new hire benefits presentations.

Qualifications we are seeking:

• 2-4 years of HR experience in Compensation, Benefits and/or Payroll
• Proficient with Microsoft Office Suite or related software. Intermediate Excel and PowerPoint skills strongly preferred
• Proven initiative, self-starter and problem-solving skills.
• Strong analytical and critical thinking skills.
• Experience with HCM such as UKG Pro or Workday preferred. UKG Pro experience strongly preferred. Cognos report writing skills are a bonus.
• Attention to detail and ability to provide fast turnaround when needed
• This role may require travel up to 5% of the time.

Why join us:

• Competitive health benefits
• Paid holidays, vacation and PTO
• Tuition reimbursement program
• Discounted hotel rooms for family and friends
• Inclusive culture

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor 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. 41 CFR 60-1.35(c)