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Senior HR Generalist- Total Rewards & Compliance

GEORGIA COMMUNITY SUPPORT AND SOLUT

Santa Cruz, CA

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JOB DETAILS
SKILLS
ADP, American Dental Association (ADA), Americans with Disabilities Act (ADA), Analysis Skills, Benchmarking, Billing, Brokerage, C Programming Language, COBRA (Consolidated Omnibus Budget Reconciliation Act of 1985), Calendar Management, Communication Skills, Compensation Analysis, Compensation and Benefits, Corporate Social Responsibility, Customer Retention/Renewal, Detail Oriented, ERISA (Employee Retirement Income Security Act of 1974), Electronic Data Interchange (EDI), Employee Relations, Employee Retention, Establish Priorities, FMLA (Family and Medical Leave Act of 1993), Flexible Spending Accounts, HIPAA (Health Insurance Portability and Accountability Act), HRIS/HRMS, Human Resources Certification, ICP, Insurance, Interpersonal Skills, Leadership, Maintain Compliance, Microsoft Excel, Microsoft Outlook, Microsoft Word, Needs Assessment, Nonprofit, OSHA, PHR (Professional in Human Resources), Payroll Administration, Payroll Management, Payroll Tax, Program Evaluation, Promotional Programs, Reconciliation, Regulatory Compliance, Regulatory Reports, Regulatory Submissions, Request for Proposals (RFP), SPHR (Senior Professional in Human Resources), Safety/Work Safety, Section 125 Pre-Tax Plan, Society for Human Resource Management (SHRM), Succession Planning, Sustainability, Time Management, Training/Teaching Curriculum, Vendor/Supplier Evaluation, Worker's Compensation
LOCATION
Santa Cruz, CA
POSTED
Today
Who We Are

Nonprofits Insurance Alliance (NIA) is the nation's leading property and casualty (P&C) insurer exclusively serving nonprofit organizations. Founded in 1989 in Santa Cruz, CA, all of the companies in NIA are 501(c)(3) nonprofits-- social enterprises providing long-term sustainability of the nonprofit sector. NIA has one of the best customer retention rates in the industry and has a well-established track record as an innovator in the areas of corporate social responsibility (CSR), specialized coverages, members services, and employee engagement.

Position Summary

This Senior HR Generalist owns the organization's total rewards and compliance functions: benefits, retirement (401(k)), leaves of absence and accommodations, compensation, workers' compensation, and related regulatory compliance. Reporting to the CPAO, the role partners with the Senior HR Generalist - HR Operations & Employee Relations and serves as that role's primary backup. Both Senior Generalists are cross-trained and must be able to perform the full scope of each other's job description to ensure seamless coverage.

Key Accountabilities

Benefits & Open Enrollment (Owner)
  • Owns annual open enrollment in ADP and serves as primary liaison to the benefits broker and carriers.
  • Owns EDI/carrier connection implementation and ongoing administration between ADP and carriers.
  • Owns group benefits administration: enrollments, qualifying-life-event changes, payroll deductions, monthly reconciliations, and HSA accuracy.
  • Owns COBRA administration and required participant notices.
  • Owns benefits regulatory compliance, including ERISA, HIPAA privacy, Section 125 cafeteria plan, and ACA reporting (Forms 1094-C/1095-C).
  • Manages benefit-plan renewals, supports broker/carrier RFPs, and leads open-enrollment communications.
  • Approves benefits and related vendor invoices.
Retirement - 401(k) (Owner)
  • Owns 401(k) plan administration and supports the CPAO with the annual Form 5500 filing and plan audit, working directly with outside auditors.
  • Ensures timely contribution and loan remittances and coordinates annual nondiscrimination testing.
Compensation (Owner)
  • Serves as a trusted advisor to department leaders on job design, leveling, and compensation benchmarking, ensuring roles are structured to attract and retain top talent.
  • Owns semi-annual compensation analysis for department heads.[SK1]
  • Analyzes and develops compensation recommendations to support employee lifecycle events, including new hire offers, promotions, and job changes, Documents compensation changes for payroll and supports pay-equity review.
  • Pulls and reports incentive/ICP goal-completion data at mid-year and year-end.
  • Supports California pay-transparency and pay-data reporting requirements.
Leave of Absence & Accommodations (Owner)
  • Owns all leaves of absence, including FMLA, CFRA, ADA, and California Pregnancy Disability Leave (PDL), plus applicable state and local leaves.
  • Owns the ADA/interactive accommodation process and related documentation.
  • Coordinates leave pay (e.g., state disability and paid family leave) with payroll, and tracks intermittent leave.
  • Escalates complex or high-risk leave matters to the CPAO.
Workers' Compensation & Safety (Owner)
  • Owns the workers' compensation program: claims intake, state filings, audits, and broker coordination.
  • Owns OSHA recordkeeping and the annual 300A posting, and supports the Injury & Illness Prevention Program (IIPP).
  • Coordinates return-to-work and modified-duty processes.
Regulatory Compliance & Reporting (Owner)
  • Owns total-rewards regulatory filings, notices, and deadlines (ACA, 5500, COBRA, summary plan descriptions, benefit notices).
  • Maintains a compliance calendar for all owned filings and renewal deadlines.
  • Partners with the HR Operations Senior Generalist on EEO-1 and other mandated reporting.
Leadership & Development (Owner)
  • Owns leadership and professional development programs, including manager training, skill-building, and required compliance training curricula.
  • Partners with the CPAO on succession planning and high-potential identification and development.
  • Assesses organizational training needs and sources, manages, and evaluates external development vendors and content.
  • Tracks participation, completion, and effectiveness of development programs and reports outcomes to leadership.
Cross-Coverage & Backup
  • Serves as the primary backup to the Senior HR Generalist - HR Operations & Employee Relations.
  • Serves as the primary backup for payroll, including multi-state timesheet reconciliation.
  • Maintains working proficiency across HRIS administration, payroll coordination, employee relations, and recruiting support to cover the counterpart role during absences.
Required Skills & Competencies
  • Senior-level judgment and the ability to operate independently with minimal oversight.
  • Strong attention to detail and a professional manner in person and on the telephone.
  • Excellent interpersonal and communication skills, with the ability to listen well and communicate clearly.
  • Proven ability to organize, prioritize, and manage competing deadlines.
  • Ability to handle sensitive and confidential matters with diplomacy, tact, and discretion.
  • Outstanding analytical and decision-making skills.
  • Technically proficient, with thorough knowledge of ADP Workforce Now and Microsoft Outlook, Word, and Excel.
  • Results-oriented, solutions-driven, and adaptable to change.
Physical Demands
  • Regularly required to sit, reach, or bend for up to three hours at a time.
  • Occasionally lifts and/or moves up to 10 pounds.
  • Adequate vision (with corrective lenses if needed) to view a computer screen and adequate hearing to perform job tasks.
Experience & Education
  • Experience: 5-7 years of progressive HR experience with a concentration in benefits, leave, and compliance, preferably in a nonprofit environment.
  • 3+ years working with ADP Workforce Now or a comparable HRIS (required).
  • Demonstrated expertise in benefits and compensation administration, and working knowledge of ERISA, ACA, COBRA, HIPAA, FMLA/CFRA, ADA, workers' compensation, and California leave and pay laws (required).
  • Education: Bachelor's degree or equivalent experience strongly desired.
  • HR or benefits certification (PHR/SPHR, SHRM-CP/SCP, CEBS, or CCP) a plus.


Compensation: The annual base salary range provided for this position is a nationwide market range and represents a broad range of salaries for this role across the country. The actual salary for this position will be determined by a number of factors including the location, skills, education, training, credentials and experience of the candidate; and other conditions of employment. As part of our comprehensive compensation and benefits program, employees are also eligible for additional incentive compensation upon achievement of individual and company goals.

About the Company

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GEORGIA COMMUNITY SUPPORT AND SOLUT

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