Benefits Administrator

You're known for tracing a benefits deduction discrepancy to its source, fixing it, and building a check so it doesn't happen again. You actually read the plan document. You know what ERISA requires before Legal has to remind you. That's just how you work.

You've reconciled carrier invoices at odd hours, not because anyone asked, but because something wasn't adding up and you couldn't let it go.

If this sounds like you, get in touch! We’re looking for a mid to senior total rewards operator who lives at the intersection of benefits administration and data integrity. This isn't a strategic generalist role. It's a hands-on, own-it, build-it-right position on our People Operations team, and it needs someone who genuinely loves the work.

You treat data like it means something — because in this work, it does. You build processes that hold up under pressure, document them so others can follow, and improve them before you're asked to. You handle compensation and benefits data with the discretion it deserves, and you communicate clearly with stakeholders who don't share your technical vocabulary.

You don't need a lot of structure to do great work. You do need a team that takes this function seriously — and we do. 

This is a hybrid position based out of our headquarters in Redwood City, CA. You will be required to be onsite 3 days per week (Monday, Tuesday, and Thursday). 

You own benefits reconciliation end-to-end – ACH payments, contribution remittance, deduction audits, vendor billing discrepancies. You're the person Payroll trusts to hand off clean data and the person Finance calls when an invoice needs context. You're not waiting to be looped in; you're already there.

You’ll keep our HRIS and benefits platforms running cleanly, serve as system administrator for our benefits portals, and make sure our data is trustworthy enough that leadership can act on it. You produce reporting on benefits costs, enrollment trends, comp ratios, and pay equity indicators – and you make it legible to people who don't live in spreadsheets.

On the compensation side, you will support compensation survey participation, maintain job matching libraries, and keep the architecture – job families, levels, grade bands – current and defensible. When Talent Acquisition is building an offer or scoping a new req, you're their first call for benchmarking.

Compliance isn't an afterthought for you. You track regulatory changes, flag risk before it lands, and partner with Legal and our brokers to implement required changes without drama.