Senior Benefits Coordinator

Clover Health’s People Operations team is the strategic force behind our human capital management. We attract and recruit top talent, manage employee lifecycle processes, and foster career development and continuous learning. We’re proud of our data-driven approach to talent engagement and feel privileged to support our global workforce. 

Our people (Cloverites) are the core of everything we do. In this position, you will primarily support our benefit programs; with a focus on Leave of Absence. You will also support employee inquiries on benefit programs, workers comp, manage benefits billing, vendor management, 401k plan administration, reporting, and other duties as needed.

This role reports into the Senior Benefits Manager - if you are looking for an opportunity to own and improve tools and programs that impact every Cloverite, we think you’ll be excited to learn more! (By the way, we’re fully remote with a $1,000 office setup reimbursement)

As a Senior Benefits Manager, you will:

• Own our Leave of Absence administration and management; working directly with the Absence Management vendor, acting as the main contact for employees, managers, and HRBPs regarding all leave’s
• Support other benefit programs through responding to employee inquiries, 401k plan administration, benefits billing, workers comp, vendor management, open enrollment, communications, and other areas
• Collaborate with other cross-functional teams such as Payroll and Legal
• Maintain relationships with all benefits carriers and vendors
• Participate in other PeopleOps and cross-functional projects as assigned
• What is the short and long term impact of this role?
  
  • Identify process improvement opportunities for Leave of Absence administration.
  • Contribute to ongoing assessment of benefit offerings and selection of new benefits.
  • Participate in development and execution of long-term benefits strategy.
  • Developing and leading training.

Success in this role looks like:

• How is success measured in the first 90 days?
  • Having a full understanding of Clover’s Leave of Absence administration and policies.
  • Establishing relationships with HRBPs and managers who have higher leave volumes.
  • Owning benefits billing.
• How is success measured in the first 6 months?
  • • Identifying opportunities of improvement for Leave of Absence administration
• How will success be measured in the future?
  • Fully owning Leave of Absence administration.
  • Leading trainings.
  • Maintaining effective relationships with HRBPs, managers, and benefit vendors.

You should get in touch if:

• You have 3+ years of leave of absence management experience
• You are well versed in Google Suite (docs, sheets, etc) and HRIS systems (we currently use ADP)
• You have knowledge of human resources and/or benefits management experience
• You have knowledge of benefit programs including health, disability, workers comp, and retirement.
• You have excellent communication skills, both verbally and written.
• You have an understanding of human resource principles, practices, and procedures.

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Benefits Overview: 

• Financial Well-Being: Our commitment to attracting and retaining top talent begins with a competitive base salary and equity opportunities. Additionally, we offer a performance-based bonus program, 401k matching, and regular compensation reviews to recognize and reward exceptional contributions.
• Physical Well-Being: We prioritize the health and well-being of our employees and their families by providing comprehensive medical, dental, and vision coverage. Your health matters to us, and we invest in ensuring you have access to quality healthcare.
• Mental Well-Being: We understand the importance of mental health in fostering productivity and maintaining work-life balance. To support this, we offer initiatives such as No-Meeting Fridays, monthly company holidays, access to mental health resources, and a generous flexible time-off policy. Additionally, we embrace a remote-first culture that supports collaboration and flexibility, allowing our team members to thrive from any location. 
• Professional Development: Developing internal talent is a priority for Clover. We offer learning programs, mentorship, professional development funding, and regular performance feedback and reviews.

Additional Perks:

• Employee Stock Purchase Plan (ESPP) offering discounted equity opportunities
• Reimbursement for office setup expenses
• Monthly cell phone & internet stipend
• Remote-first culture, enabling collaboration with global teams
• Paid parental leave for all new parents
• And much more!

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About Clover: We are reinventing health insurance by combining the power of data with human empathy to keep our members healthier. We believe the healthcare system is broken, so we've created custom software and analytics to empower our clinical staff to intervene and provide personalized care to the people who need it most.

We always put our members first, and our success as a team is measured by the quality of life of the people we serve. Those who work at Clover are passionate and mission-driven individuals with diverse areas of expertise, working together to solve the most complicated problem in the world: healthcare.

From Clover’s inception, Diversity & Inclusion have always been key to our success. We are an Equal Opportunity Employer and our employees are people with different strengths, experiences, perspectives, opinions, and backgrounds, who share a passion for improving people's lives. Diversity not only includes race and gender identity, but also age, disability status, veteran status, sexual orientation, religion and many other parts of one’s identity. All of our employee’s points of view are key to our success, and inclusion is everyone's responsibility.

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#LI-Remote

Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. We are an E-Verify company.

A reasonable estimate of the base salary range for this role is $75,000 to $85,000. Final pay is based on several factors including but not limited to internal equity, market data, and the applicant’s education, work experience, certifications, etc.

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