Overview

The Corporate Recruiter and Compensation & Benefits Specialist serves as the primary Human Resources resource for corporate and internal talent acquisition efforts, leading the full recruitment lifecycle for administrative, professional, management, and leadership positions across the organization. This includes workforce planning support, job posting development, candidate sourcing, screening, interview coordination, offer administration, onboarding support, and partnering with hiring managers to attract and retain high-performing talent. In addition, the position is responsible for designing, implementing, administering, and maintaining the Company's compensation, incentive, bonus, benefits, workers' compensation, leave administration, employee reimbursement, and other HR programs. The Specialist serves as the primary administrator and subject matter expert for these programs, partnering with Human Resources, Finance, Legal, and operational leadership to ensure competitive, equitable, compliant, and business-aligned people practices that support organizational growth and employee engagement.

Responsibilities

Responsible for managing and coordinating all hiring at the corporate office.
Recruit, recommend, and place all employees for internal corporate team positions, including partnering with hiring managers to define role requirements, source and screen candidates, coordinate interviews, and support the selection and offer process. Compensation Design & Administration
Design, develop, implement, and maintain compensation plans that support organizational objectives, talent acquisition, employee retention, and workforce planning initiatives.
Conduct compensation benchmarking and market pricing analyses using compensation surveys, labor market trends, and competitive pay practices.
Develop and maintain salary ranges and compensation guidelines under the direction of HR leadership.
Conduct internal compensation analyses and provide recommendations.
Support annual compensation review cycles, including merit increases, market adjustments, and promotional reviews.
Provide compensation recommendations for new hires, transfers, and promotions.
Assist with compensation budgeting and forecasting activities.
Ensure compensation practices comply with applicable wage and hour laws, pay transparency requirements, and company policies. Incentive, Bonus & Commission Program Administration
Design, administer, and maintain incentive, commission, retention, and bonus programs.
Draft, update, and maintain incentive plan documents and related program materials.
Calculate, validate, audit, coordinate, and maintain accurate records of incentive and bonus participation, awards, and payments in partnership with Human Resources and Finance.
Review plan effectiveness and recommend improvements to HR leadership.
Serve as the primary resource for employee and manager questions regarding incentive plans and bonus programs. Benefits Administration
Administer employee benefit programs, including medical, dental, vision, life insurance, disability, retirement plans, health savings accounts, flexible spending accounts, voluntary benefits, and employee assistance programs.
Coordinate annual open enrollment activities and employee benefit communications.
Collaborate with HR leadership to address employee benefit inquiries and issue resolution.
Partner with benefits brokers, insurance carriers, consultants, and third-party administrators.
Support benefits renewals, implementation of plan changes, and vendor management activities.
Monitor and report on benefit participation, utilization trends, and costs, and maintain accurate benefits records and documentation. Workers' Compensation & Leave Administration
Manage workers' compensation claims administration from initial reporting through claim closure.
Coordinate with employees, managers, insurance carriers, medical providers, and thirdparty administrators regarding claims management.
Support return-to-work, transitional duty, and workplace accommodation efforts.
Maintain workers' compensation records, reporting, and related documentation.
Monitor, investigate, and respond promptly to workers’ compensation regulatory notices, inquiries, audits, and noncompliance letters from state agencies, including coordinating required filings, corrective actions, supporting documentation, and follow-up through resolution.
Monitor claims activity, trends, and costs and provide recommendations to HR leadership.
Assist with administration of FMLA, ADA accommodations, state leave programs, parental leave, military leave, bereavement leave, and other leave programs.
Ensure leave administration processes comply with applicable laws and company policies. Professional Development & Reimbursement Program Administration
Serve as the primary administrator of employee professional development and educational reimbursement programs.
Review reimbursement requests and supporting documentation for policy compliance.
Coordinate approvals and payments with HR and Finance.
Track and report on reimbursement budgets, participation, utilization, and spending, and maintain complete, auditable program records.
Recommend process improvements to increase efficiency and employee understanding of program requirements. HR Analytics & Reporting
Develop and maintain reports and dashboards related to compensation, benefits, incentives, leave administration, and workforce trends.
Analyze compensation competitiveness, turnover, retention, benefits participation, and program utilization.
Prepare recurring and ad hoc reports for HR leadership and executive management.
Utilize workforce data to identify trends, risks, and opportunities and provide actionable recommendations. Compliance & HR Operations
Support multi-state compliance by helping ensure required employment policies, notices, workers' compensation coverage, leave programs, and related HR compliance processes are in place for each state in which the Company hires or employs personnel.
Support internal and external audits.
Support HRIS, payroll, benefits, and reporting system implementations, upgrades, data audits, and process improvements.
Maintain strict confidentiality regarding employee and organizational information. • Assist with other HR projects and initiatives as assigned.

Qualifications

Required

Bachelor's degree in Human Resources, Education, Business Administration, Finance, Accounting, Economics, or a related field, with three (3) to five (5) years of relevant experience in compensation, benefits, HR operations, payroll, finance, or related disciplines.
Strong analytical, reporting, problem-solving, and organizational skills.
Advanced proficiency in Microsoft Excel and reporting tools.
Experience utilizing HRIS, payroll, and benefits administration systems.
Strong written and verbal communication skills.
Exceptional attention to detail and discretion when handling confidential information. Preferred
Certified Compensation Professional (CCP)
Certified Employee Benefits Specialist (CEBS)
SHRM-CP, SHRM-SCP, PHR, or SPHR certification
Experience supporting a multi-state workforce
Experience designing and implementing compensation, incentive, and bonus structures
Experience with Paycom, Dayforce, Power BI, or similar HR technology platforms
Experience administering professional development, certification reimbursement, or educational assistance programs

Compensation

$70,000-$95,000 annually

EEO Statement

Unlimited Instruction is an equal opportunity employer