Benefits Administrator Jobs

POSITION SUMMARY

The Compensation and Benefits Administrator is responsible for the accurate administration, validation, tracking, reconciliation, and reporting of DIZPOT’s employee compensation and benefit programs.

This position serves as the primary financial control point for payroll, commissions, bonuses, employee benefits, compensation changes, and related employee-cost information. The role ensures compensation-related activity is supported by appropriate documentation, accurately calculated, properly approved, processed on schedule, and reflected correctly in company records and reporting.

The Compensation and Benefits Administrator works closely with Finance, executive leadership, department managers, employees, and outside payroll and benefits partners. The position provides clear visibility into employee compensation costs and obligations while maintaining confidentiality, financial controls, and process accountability.

Key Responsibilities

Payroll Administration

• Coordinate recurring payroll processing and ensure payroll information is complete, accurate, documented, and submitted on schedule.
• Review employee pay rates, hours, deductions, reimbursements, paid time off, bonuses, commissions, and other payroll inputs before processing.
• Validate payroll changes against approved employment agreements, compensation-change documentation, and leadership authorization.
• Review payroll registers and supporting reports for errors, omissions, duplicate payments, or unusual activity.
• Reconcile payroll information with company records and coordinate corrections when discrepancies are identified.
• Maintain payroll schedules, processing calendars, approval records, and supporting documentation.
• Coordinate employee payroll questions and resolve issues with applicable internal and external partners.
• Maintain accurate employee payroll information within the company’s designated payroll and HRIS systems.

Commission Administration

• Administer the calculation, validation, approval, and payment coordination of employee commissions.
• Maintain current commission agreements, schedules, calculation methods, and supporting documentation.
• Collect and validate the sales, payment, profitability, or other approved information required to calculate commissions.
• Reconcile commission calculations to applicable company records before submitting payments for approval.
• Provide employees and leadership with clear commission statements or supporting calculation summaries.
• Identify and escalate discrepancies, unclear terms, missing documentation, or exceptions before payment.
• Maintain historical commission records and calculation support for financial review and audit purposes.
• Partner with Sales and Finance leadership to ensure commission plans are financially measurable and administratively executable.

Bonus and Incentive Administration

• Administer employee bonus and incentive programs in accordance with approved plans, employment agreements, and leadership decisions.
• Maintain documentation of bonus structures, eligibility requirements, performance measures, calculation methods, and payment schedules.
• Collect and validate the information required to calculate bonuses and other incentive payments.
• Confirm that required performance results, approvals, or eligibility conditions have been documented before payment.
• Prepare bonus calculations and supporting summaries for Finance and executive review.
• Coordinate approved bonus payments through payroll and maintain appropriate payment records.
• Track outstanding bonus obligations and provide visibility into upcoming or potential incentive costs.
• Identify plan language that is unclear, difficult to measure, or inconsistent with available reporting and elevate it for leadership review.

Compensation Administration

• Maintain accurate records of employee salaries, hourly rates, commissions, bonuses, allowances, and other forms of compensation.
• Coordinate approved compensation changes and ensure changes are properly documented and reflected in payroll and company records.
• Support compensation planning by providing employee-cost data, pay histories, compensation summaries, and financial analysis.
• Assist Finance and executive leadership with salary recommendations, compensation modeling, and the financial evaluation of proposed compensation changes.
• Maintain current employment agreements and approved compensation documentation in coordination with designated company stakeholders.
• Review compensation records for accuracy, consistency, and alignment with approved company decisions.
• Prepare compensation reports that provide leadership with visibility into payroll expense, incentive obligations, benefit costs, and total employee compensation.
• Maintain confidentiality and appropriate access controls for employee compensation information.

Benefits Administration

• Administer employee benefit enrollment, eligibility changes, qualifying-life-event changes, and benefit terminations.
• Coordinate benefit enrollment communications and ensure employees receive required information and documentation.
• Maintain accurate employee-benefit records and reconcile enrollment information with payroll deductions and carrier records.
• Coordinate with benefit brokers, insurance carriers, payroll providers, retirement-plan providers, and other outside partners.
• Review employee and company benefit costs for accuracy and investigate discrepancies.
• Support annual benefit-renewal planning by organizing cost information, plan comparisons, employee participation data, and decision-support materials.
• Coordinate approved benefit-plan changes and associated employee communications.
• Support COBRA administration and other benefit-continuation requirements through the appropriate internal or external provider.
• Coordinate retirement-plan administration, employee communications, deductions, and related recordkeeping.
• Respond to employee benefit questions and route coverage-specific or advisory questions to the appropriate broker, carrier, or provider.

Reconciliation and Financial Controls

• Reconcile payroll, commissions, bonuses, benefit deductions, employer contributions, and related employee costs to company records.
• Establish and maintain documented review and approval controls for compensation-related payments and changes.
• Ensure compensation and benefit transactions are supported by appropriate approvals and source documentation.
• Investigate discrepancies among payroll reports, commission calculations, benefit invoices, employee records, and accounting information.
• Maintain recurring checklists, reconciliation schedules, approval workflows, and exception reports.
• Coordinate corrections and document the resolution of compensation or benefit discrepancies.
• Support Finance with payroll-related accounting entries, accruals, reconciliations, forecasts, and financial reporting.
• Maintain organized records that support internal financial reviews and applicable audits.

Employee Changes and Separations

• Coordinate the financial components of employee onboarding, including approved compensation, payroll setup, tax and direct-deposit documentation, benefit eligibility, and applicable incentive-plan records.
• Process approved changes to employee compensation, benefits, deductions, bonuses, commissions, and employment status.
• Coordinate the compensation and benefits components of employee separations.
• Prepare final-pay information and confirm outstanding commissions, bonuses, reimbursements, deductions, or other compensation obligations.
• Coordinate benefit termination and applicable continuation processes.
• Ensure employee compensation and benefit records are updated and closed out accurately.
• Partner with designated company stakeholders to ensure changes and separations are processed consistently and on schedule.

Reporting and Financial Analysis

• Develop and maintain reports, trackers, and dashboards covering payroll, commissions, bonuses, benefits, and total employee compensation costs.
• Provide Finance and executive leadership with concise reporting on compensation expenses, upcoming obligations, discrepancies, and material changes.
• Track compensation and benefit costs against approved budgets and forecasts.
• Analyze compensation-cost trends and identify material variances requiring review.
• Support budgeting and financial planning by providing accurate employee-cost assumptions and supporting detail.
• Prepare employee-level and department-level compensation summaries when requested by authorized leadership.
• Maintain visibility into pending compensation changes, unpaid incentives, benefit renewals, and other employee-related financial obligations.
• Develop repeatable reporting processes that improve the accuracy and timeliness of compensation-related decision-making.

Process and Documentation Management

• Develop and maintain SOPs for payroll, commissions, bonuses, benefits, compensation changes, reconciliations, and employee-cost reporting.
• Maintain templates, calculation tools, schedules, trackers, approval forms, and supporting process documentation.
• Establish clear submission deadlines and requirements for compensation-related information provided by department managers.
• Document ownership and approval requirements for each compensation and benefits process.
• Maintain organized and appropriately restricted compensation and benefits records.
• Identify process gaps, recurring discrepancies, control weaknesses, and opportunities for improvement.
• Support the implementation and continued use of systems that improve compensation accuracy, reporting, documentation, and accountability.

Cross-Functional Partnership

• Partner with Finance leadership on compensation expenses, forecasts, controls, and reporting.
• Work with executive leadership on approved compensation plans, bonus structures, benefit decisions, and employee-cost planning.
• Coordinate with department managers to collect and validate information required for commissions, bonuses, payroll changes, and employee-cost forecasting.
• Work with designated administrative stakeholders on employee information and approved employment changes.
• Serve as the primary administrative contact for payroll providers, benefit brokers, insurance carriers, retirement-plan providers, and other compensation-related partners.
• Communicate compensation and benefit information clearly while maintaining confidentiality and appropriate professional boundaries.

Qualifications

• Progressive experience in payroll, compensation, benefits, accounting, finance, or a related employee-cost administration role.
• Demonstrated experience administering payroll and employee-benefit processes.
• Experience calculating or validating commissions, bonuses, incentives, or other variable compensation.
• Strong understanding of financial controls, reconciliations, approvals, and supporting documentation.
• Experience working with payroll providers, HRIS platforms, benefit brokers, insurance carriers, or retirement-plan providers.
• Strong analytical ability and attention to detail, particularly when working with employee-level financial information.
• Ability to interpret compensation agreements, commission plans, bonus structures, payroll reports, and benefit invoices.
• Strong judgment and discretion when handling confidential employee and compensation information.
• Strong organizational, documentation, problem-solving, and deadline-management skills.
• Ability to communicate compensation calculations and benefit information clearly to employees, managers, Finance, and executive leadership.
• Proficiency with Microsoft Excel, Microsoft 365, payroll or HRIS platforms, financial-reporting tools, and AI-enabled productivity tools.
• Ability to build and maintain reliable trackers, calculation models, reports, and repeatable administrative processes.

Pay: From $70,000.00 per year

Benefits:

• 401(k)
• 401(k) matching
• Dental insurance
• Disability insurance
• Health insurance
• Life insurance
• Paid time off
• Vision insurance

Work Location: In person