OPT Benefits Analyst Jobs
Benefits Analyst roles are a strong fit for F-1 OPT students with backgrounds in human resources, business administration, or finance. Most positions qualify as STEM-adjacent under business analytics designations, and employers in this space regularly file H-1B visa petitions, making it a viable long-term path.
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Get Access To All JobsINTRODUCTION
At PGE, our work involves dreaming about, planning for, and realizing a smarter, cleaner, more enduring Oregon neighborhood. Its core to our DNA and we haven’t stopped since we started in 1888. We energize lives, strengthen communities and drive advancements in energy that promote social, economic and environmental progress. We’re always on the lookout for people passionate about leading and being a part of teams that are advancing innovative clean energy solutions that are also affordable and accessible to all.
Help employees navigate the benefits that matter most
We're looking for a thoughtful, organized, and service-minded professional to join PGE's Benefits team. In this role, you'll help employees and managers navigate benefits, leaves of absence, workplace accommodations, disability programs, and workers' compensation while keeping important administrative processes accurate and moving forward.
This is a strong opportunity for someone who enjoys helping people, solving problems, working with data and financial details, and collaborating with employees, managers, HR partners, and vendors. You'll balance employee-facing support with the behind-the-scenes work that keeps benefit programs running accurately, including reporting, invoice and payment administration, data review, vendor coordination, and employee records.
The position may be filled at the P1 or P2 level based on the selected candidate's experience, knowledge, and demonstrated ability to work independently. If you're motivated by meaningful employee support and practical problem-solving, we'd love to meet you.
Career level
P1 - Entry: Performs first-tier professional assignments involving recurring benefits and leave administration. Applies established procedures and professional knowledge to assigned work and receives ongoing guidance on more complex or unfamiliar matters.
P2 - Intermediate: Applies expanded professional knowledge to a broader range of benefits and leave matters. Independently resolves routine and moderately complex issues using established procedures and judgment, with guidance on higher-risk or novel situations.
What you will work on
Leave, accommodation, disability, and workers' compensation support (approximately 35%): Support the administration and case management of leaves of absence, workplace accommodations, short- and long-term disability, return-to-work matters, and workers' compensation claims. Coordinate with employees, managers, HR partners, vendors, and other internal partners; monitor case status; support accurate timecard and paid-time administration; review documentation; and help employees and managers navigate applicable processes.
Benefits and operational administration (approximately 35%): Support day-to-day administration of benefit programs for represented and non-represented employees with different benefit programs and eligibility requirements. Monitor and respond to employee inquiries and escalations; support eligibility, enrollment, and status changes; process and reconcile vendor invoices and benefit payments; review benefit and payroll data for accuracy; run reports; monitor vendor data interfaces; identify and resolve discrepancies; and maintain accurate, audit-ready records.
Wellness, vendors, and employee resources (approximately 30%): Coordinate wellness programs and activities; support vendor relationships and issue resolution; maintain benefit plan documents, policies, procedures, intranet content, templates, and other employee-facing resources; and assist with employee communications, Open Enrollment, audits, and program improvements.
Additional responsibilities
- Provide practical, timely, and respectful support to employees and managers.
- Interpret and apply established benefit plan provisions, policies, procedures, and collective bargaining agreement requirements within the role's authority; escalate complex or unusual matters.
- Partner with vendors and internal subject matter experts to resolve routine eligibility, enrollment, claim, payment, reporting, and data issues.
- Identify recurring issues, process gaps, or service trends and recommend practical improvements.
- Support benefit communications, educational materials, presentations, Open Enrollment, annual notices, audits, and other recurring program activities.
- Cross-train with Benefits team members and provide backup coverage for assigned programs and processes.
- Protect confidential employee and medical information and follow applicable privacy, documentation, and records-retention requirements.
- Perform other duties as assigned.
Education, experience, and certifications
Typically a bachelor's degree in business, psychology, sociology, finance, human resources, or another related field, or equivalent experience.
P1 experience: Typically two or fewer years of human resources or closely related experience.
P2 experience: Typically two or more years of human resources or closely related experience, including experience independently administering programs, resolving employee or vendor issues, or supporting leave, benefits, disability, accommodation, or workers' compensation processes.
Preferred certifications: Benefits or HR certifications are a plus, including PHR, SPHR, SHRM-CP, SHRM-SCP, CEBS, or CBP.
What we are looking for
- Customer-focused judgment and the ability to communicate clearly and empathetically with employees and managers.
- Strong organization, prioritization, follow-through, and attention to detail in a deadline-driven environment.
- Comfort working with invoices, payments, payroll deductions, reports, and data reconciliations where accuracy matters.
- Analytical and problem-solving skills, including the ability to research issues, identify discrepancies, and determine when to escalate.
- Ability to handle sensitive and confidential employee, medical, and financial information with discretion.
- Working knowledge of, or the ability to learn, employment laws and practices related to benefits, leave, disability, accommodation, and workers' compensation.
- Ability to use HR information systems, reporting tools, spreadsheets, shared inboxes, and vendor platforms to retrieve information and manage work.
- Ability to learn and accurately apply benefit eligibility rules for represented and non-represented employee groups.
- Ability to collaborate effectively with employees, managers, HR partners, Legal Services, Payroll, vendors, and other stakeholders.
- Clear written and verbal communication skills, including the ability to explain benefits and processes in plain language.
- Ability to manage changing priorities, meet response-time expectations, and complete accurate work under time constraints.
Level-Specific Expectations:
P1 - Entry
Guidance: Receives ongoing guidance on unfamiliar or more complex assignments.
Leave, disability, accommodation, and workers' compensation: Supports routine case administration, researches issues, and escalates more complex situations.
Benefit administration: Administers assigned processes under defined procedures and plan documents.
Payments and data: Processes standard invoices, reports, and reconciliations; identifies and escalates discrepancies.
Program contribution: Supports materials, enrollment, wellness, communications, documentation, and Open Enrollment activities.
P2 - Intermediate
Guidance: Works independently on routine and moderately complex assignments, with guidance on higher-risk or novel matters.
Leave, disability, accommodation, and workers' compensation: Independently supports routine and lower-complexity cases, recommends solutions, coordinates with stakeholders, and appropriately escalates higher-risk matters.
Benefit administration: Interprets standard provisions, resolves participant and vendor issues, and recommends enhancements.
Payments and data: Resolves routine payment and data discrepancies, identifies trends, and recommends corrective action or process improvements.
Program contribution: Coordinates implementation, communications, vendor activities, and process improvements with greater independence.
Physical and cognitive demands
- Consistent use of relevant principles and procedures to solve practical problems and address a variety of situations.
- Ability to meet deadlines and response-time expectations, follow accuracy standards, and complete time-sensitive work.
- Ability to process new information, adapt to changing priorities, collaborate within a team, and communicate effectively under stress.
- Regular computer use throughout the workday.
- Occasional travel within the service territory may be required.
- Ability to lift, carry, push, or pull up to 10 pounds.
Schedule and work environment
- Regular, reliable, and predictable full-time attendance is required.
- Ability to adhere to an established schedule and work additional or variable hours when business needs require.
- Office environment.
Actual total compensation, including a performance based incentive bonus, is commensurate with experience, skills, qualifications, education, training, and internal equity.
PGE believes in rewarding dedicated performance. We provide a total rewards package that is designed to reward your contributions to the company, and, at the same time, support your well-being and professional development, both now and into the future.
Join us today and power your potential!
Assisting with storms or other Company emergencies is a part of all positions at Portland General Electric.
PGE is an equal opportunity employer and is committed to fostering a workplace where employees feel connected, valued, and empowered to thrive. PGE will not discriminate against any employee or applicant for employment based on race, color, national origin, gender, gender identity, sexual orientation, age, religion, disability, protected veteran status, or other characteristics protected by law.
PGE does not discriminate on the basis of disability. We recognize individuals have a variety of abilities to offer and we believe there is much to value and celebrate by incorporating different abilities into the work we do. One very important way we live this out is in our application and interview process. We work hard to support individuals who may need an accommodation to fully participate in these processes. If you feel you may need an accommodation, or would like to request one, please notify the Recruiter associated with the job posting. You may also make this request by contacting talentacquisition@pgn.com or by calling 503-464-7250. The Recruiter will provide information and next steps for the accommodation process.
To be considered for this position, please complete the following employment application by the posting close date. Posting closes at midnight (Pacific Time) on the closing date below. If no date is listed, job is open until filled.
INTRODUCTION
At PGE, our work involves dreaming about, planning for, and realizing a smarter, cleaner, more enduring Oregon neighborhood. Its core to our DNA and we haven’t stopped since we started in 1888. We energize lives, strengthen communities and drive advancements in energy that promote social, economic and environmental progress. We’re always on the lookout for people passionate about leading and being a part of teams that are advancing innovative clean energy solutions that are also affordable and accessible to all.
Help employees navigate the benefits that matter most
We're looking for a thoughtful, organized, and service-minded professional to join PGE's Benefits team. In this role, you'll help employees and managers navigate benefits, leaves of absence, workplace accommodations, disability programs, and workers' compensation while keeping important administrative processes accurate and moving forward.
This is a strong opportunity for someone who enjoys helping people, solving problems, working with data and financial details, and collaborating with employees, managers, HR partners, and vendors. You'll balance employee-facing support with the behind-the-scenes work that keeps benefit programs running accurately, including reporting, invoice and payment administration, data review, vendor coordination, and employee records.
The position may be filled at the P1 or P2 level based on the selected candidate's experience, knowledge, and demonstrated ability to work independently. If you're motivated by meaningful employee support and practical problem-solving, we'd love to meet you.
Career level
P1 - Entry: Performs first-tier professional assignments involving recurring benefits and leave administration. Applies established procedures and professional knowledge to assigned work and receives ongoing guidance on more complex or unfamiliar matters.
P2 - Intermediate: Applies expanded professional knowledge to a broader range of benefits and leave matters. Independently resolves routine and moderately complex issues using established procedures and judgment, with guidance on higher-risk or novel situations.
What you will work on
Leave, accommodation, disability, and workers' compensation support (approximately 35%): Support the administration and case management of leaves of absence, workplace accommodations, short- and long-term disability, return-to-work matters, and workers' compensation claims. Coordinate with employees, managers, HR partners, vendors, and other internal partners; monitor case status; support accurate timecard and paid-time administration; review documentation; and help employees and managers navigate applicable processes.
Benefits and operational administration (approximately 35%): Support day-to-day administration of benefit programs for represented and non-represented employees with different benefit programs and eligibility requirements. Monitor and respond to employee inquiries and escalations; support eligibility, enrollment, and status changes; process and reconcile vendor invoices and benefit payments; review benefit and payroll data for accuracy; run reports; monitor vendor data interfaces; identify and resolve discrepancies; and maintain accurate, audit-ready records.
Wellness, vendors, and employee resources (approximately 30%): Coordinate wellness programs and activities; support vendor relationships and issue resolution; maintain benefit plan documents, policies, procedures, intranet content, templates, and other employee-facing resources; and assist with employee communications, Open Enrollment, audits, and program improvements.
Additional responsibilities
- Provide practical, timely, and respectful support to employees and managers.
- Interpret and apply established benefit plan provisions, policies, procedures, and collective bargaining agreement requirements within the role's authority; escalate complex or unusual matters.
- Partner with vendors and internal subject matter experts to resolve routine eligibility, enrollment, claim, payment, reporting, and data issues.
- Identify recurring issues, process gaps, or service trends and recommend practical improvements.
- Support benefit communications, educational materials, presentations, Open Enrollment, annual notices, audits, and other recurring program activities.
- Cross-train with Benefits team members and provide backup coverage for assigned programs and processes.
- Protect confidential employee and medical information and follow applicable privacy, documentation, and records-retention requirements.
- Perform other duties as assigned.
Education, experience, and certifications
Typically a bachelor's degree in business, psychology, sociology, finance, human resources, or another related field, or equivalent experience.
P1 experience: Typically two or fewer years of human resources or closely related experience.
P2 experience: Typically two or more years of human resources or closely related experience, including experience independently administering programs, resolving employee or vendor issues, or supporting leave, benefits, disability, accommodation, or workers' compensation processes.
Preferred certifications: Benefits or HR certifications are a plus, including PHR, SPHR, SHRM-CP, SHRM-SCP, CEBS, or CBP.
What we are looking for
- Customer-focused judgment and the ability to communicate clearly and empathetically with employees and managers.
- Strong organization, prioritization, follow-through, and attention to detail in a deadline-driven environment.
- Comfort working with invoices, payments, payroll deductions, reports, and data reconciliations where accuracy matters.
- Analytical and problem-solving skills, including the ability to research issues, identify discrepancies, and determine when to escalate.
- Ability to handle sensitive and confidential employee, medical, and financial information with discretion.
- Working knowledge of, or the ability to learn, employment laws and practices related to benefits, leave, disability, accommodation, and workers' compensation.
- Ability to use HR information systems, reporting tools, spreadsheets, shared inboxes, and vendor platforms to retrieve information and manage work.
- Ability to learn and accurately apply benefit eligibility rules for represented and non-represented employee groups.
- Ability to collaborate effectively with employees, managers, HR partners, Legal Services, Payroll, vendors, and other stakeholders.
- Clear written and verbal communication skills, including the ability to explain benefits and processes in plain language.
- Ability to manage changing priorities, meet response-time expectations, and complete accurate work under time constraints.
Level-Specific Expectations:
P1 - Entry
Guidance: Receives ongoing guidance on unfamiliar or more complex assignments.
Leave, disability, accommodation, and workers' compensation: Supports routine case administration, researches issues, and escalates more complex situations.
Benefit administration: Administers assigned processes under defined procedures and plan documents.
Payments and data: Processes standard invoices, reports, and reconciliations; identifies and escalates discrepancies.
Program contribution: Supports materials, enrollment, wellness, communications, documentation, and Open Enrollment activities.
P2 - Intermediate
Guidance: Works independently on routine and moderately complex assignments, with guidance on higher-risk or novel matters.
Leave, disability, accommodation, and workers' compensation: Independently supports routine and lower-complexity cases, recommends solutions, coordinates with stakeholders, and appropriately escalates higher-risk matters.
Benefit administration: Interprets standard provisions, resolves participant and vendor issues, and recommends enhancements.
Payments and data: Resolves routine payment and data discrepancies, identifies trends, and recommends corrective action or process improvements.
Program contribution: Coordinates implementation, communications, vendor activities, and process improvements with greater independence.
Physical and cognitive demands
- Consistent use of relevant principles and procedures to solve practical problems and address a variety of situations.
- Ability to meet deadlines and response-time expectations, follow accuracy standards, and complete time-sensitive work.
- Ability to process new information, adapt to changing priorities, collaborate within a team, and communicate effectively under stress.
- Regular computer use throughout the workday.
- Occasional travel within the service territory may be required.
- Ability to lift, carry, push, or pull up to 10 pounds.
Schedule and work environment
- Regular, reliable, and predictable full-time attendance is required.
- Ability to adhere to an established schedule and work additional or variable hours when business needs require.
- Office environment.
Actual total compensation, including a performance based incentive bonus, is commensurate with experience, skills, qualifications, education, training, and internal equity.
PGE believes in rewarding dedicated performance. We provide a total rewards package that is designed to reward your contributions to the company, and, at the same time, support your well-being and professional development, both now and into the future.
Join us today and power your potential!
Assisting with storms or other Company emergencies is a part of all positions at Portland General Electric.
PGE is an equal opportunity employer and is committed to fostering a workplace where employees feel connected, valued, and empowered to thrive. PGE will not discriminate against any employee or applicant for employment based on race, color, national origin, gender, gender identity, sexual orientation, age, religion, disability, protected veteran status, or other characteristics protected by law.
PGE does not discriminate on the basis of disability. We recognize individuals have a variety of abilities to offer and we believe there is much to value and celebrate by incorporating different abilities into the work we do. One very important way we live this out is in our application and interview process. We work hard to support individuals who may need an accommodation to fully participate in these processes. If you feel you may need an accommodation, or would like to request one, please notify the Recruiter associated with the job posting. You may also make this request by contacting talentacquisition@pgn.com or by calling 503-464-7250. The Recruiter will provide information and next steps for the accommodation process.
To be considered for this position, please complete the following employment application by the posting close date. Posting closes at midnight (Pacific Time) on the closing date below. If no date is listed, job is open until filled.
See all 266+ OPT Benefits Analyst Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new OPT Benefits Analyst Jobs.
Get Access To All JobsTips for Finding OPT Sponsorship as a Benefits Analyst
Target employers with established HR departments
Large corporations, insurance carriers, and benefits consulting firms maintain dedicated HR teams that regularly hire Benefits Analysts and are familiar with OPT work authorization. Smaller firms without HR infrastructure are less likely to navigate the sponsorship process.
Emphasize your data and analytics skills
Benefits Analysts who can model plan costs, run utilization reports, and work in Excel or HRIS platforms like Workday are more competitive. Quantitative skills justify the hire and strengthen the case for employer sponsorship when OPT ends.
Get your OPT start date lined up before applying
Employers will ask when you can start. Apply to USCIS for your EAD card at least 90 days before your program end date so your authorization is in hand and ready to present during offer negotiations.
Ask about H-1B sponsorship before accepting an offer
Raise the sponsorship question after you have an offer but before you sign. Ask whether the company has sponsored H-1B visas before. A prior history of H-1B filings is the clearest signal they will do it again.
Pursue benefits certifications to strengthen your profile
Credentials like the Certified Employee Benefit Specialist (CEBS) or SHRM-CP signal serious commitment to the field. Employers considering sponsorship look for candidates who demonstrate long-term career intent, and certifications help make that case.
Know your OPT end date and communicate it clearly
Standard post-completion OPT lasts 12 months. If your degree qualifies for STEM OPT extension, you may have up to 36 months total. Knowing your exact timeline and explaining it confidently reduces employer uncertainty around work authorization.
Benefits Analyst OPT: Frequently Asked Questions
Can F-1 OPT students work as Benefits Analysts?
Yes. Benefits Analyst is a qualifying role for F-1 OPT authorization. Your employment must be directly related to your degree field, so degrees in human resources, business administration, finance, or a related discipline support this position. You need a valid EAD card before your start date, and you must report the job to your DSO within 10 days of starting.
Do Benefits Analyst jobs qualify for STEM OPT extension?
It depends on your degree, not the job title. If you hold a STEM-designated degree such as business analytics, management information systems, or applied statistics, and the Benefits Analyst role involves substantial quantitative work, you may qualify for the 24-month STEM OPT extension. Confirm your degree's CIP code with your DSO and verify the employer is E-Verify enrolled, which is required for STEM OPT.
How do I find Benefits Analyst jobs that are open to OPT candidates?
Migrate Mate lists Benefits Analyst roles from employers who are open to hiring F-1 OPT students, so you can filter directly for sponsorship-friendly opportunities rather than applying broadly and hitting dead ends. Most general job boards don't surface OPT status at the search level, which wastes application time on roles that will never move forward.
Do Benefits Analyst employers commonly sponsor H-1B visas?
Benefits Analyst is a recognized specialty occupation under USCIS standards, which means it qualifies for H-1B sponsorship. Large employers in insurance, consulting, and HR services file H-1B petitions regularly for this role. Smaller employers or companies without established immigration workflows are less predictable. Checking an employer's public H-1B filing history before you apply is a practical way to filter for realistic prospects.
What should I do if my OPT expires before my employer files for H-1B?
If your OPT expires before an H-1B petition is filed and approved, you generally cannot continue working. H-1B cap-subject petitions can only be filed once per year for an October 1 start date. If the timing doesn't align, options include pursuing a cap-exempt employer, exploring other visa categories, or returning to school for a new degree program. Planning your OPT timeline around the H-1B lottery cycle matters significantly.