HR Business Partner Benefits & Wellness

Description

About Us

The Cleveland Foundation, established in 1914, is the world's first and one of the largest community foundations, with assets exceeding $3.5 billion. Our mission is to enhance the lives of all residents of Greater Cleveland, now and for generations to come, by working together with our donors to build community endowment, address needs through grantmaking, and provide leadership on key community issues. 

As we continue to grow and evolve, we are dedicated to building strong relationships and trust across our community, working collaboratively to create innovative, impactful, and internationally recognized contributions to the field of philanthropy. 

About You

You are a strategic and forward-thinking HR leader with a deep commitment to fostering inclusive, high-performing workplace cultures. With over seven years of progressive experience in human resources, you bring expertise in benefits, compliance, workforce analytics, and employee engagement. You thrive in environments where data-driven insights inform decision-making, and you are passionate about aligning HR strategies with organizational goals. Your strong communication skills and collaborative spirit enable you to partner effectively with leadership and staff alike, ensuring that HR initiatives are both impactful and equitable.

You are energized by complexity and motivated by purpose. Whether managing HR operations, leading cross-functional projects, or supporting staff development, you approach your work with integrity, precision, and a continuous improvement mindset. You are adept at navigating legal and regulatory frameworks, and you take pride in developing policies and programs that support employee well-being and organizational resilience. Above all, you are committed to creating a workplace where all individuals feel valued, respected, and empowered to contribute their best.

Job Summary

The Human Resource Business Partner for Benefits and Wellness is responsible for overseeing, managing, and administering key departmental activities, including benefits, benefits compliance, employee communications and engagement, special projects, and research. The HRBP serves as a strategic partner to the VPHR in the implementation and execution of initiatives and programs that support the foundation’s staff, business plan and strategic direction.

Key Responsibilities

Payroll:

• Serves as backup for payroll, intermittently running payroll as needed. 

Benefits:

• Design and manage competitive benefits programs that attract and retain top talent while supporting staff well-being (e.g., health insurance, retirement plans, wellness programs, leave).
• Researches, analyzes, evaluates, and administers all benefits and wellness programs including vendor relationships and invoice management. 
• Verifies monthly invoicing for all benefit plans and reconciles associated budget.
• Evaluate cost-effectiveness and employee satisfaction with benefit offerings.
• Partner with external vendors to execute the full scope of the role (e.g., insurance providers, retirement plan administrators).
• Manage end-to-end open enrollment processes and benefits communications.
• Address and resolve benefits-related employee concerns.
• Analyze benefits data to support strategic planning and decision-making.
• Monitor trends in salaries and benefits to adjust policies accordingly.
• Develop, maintain, and communicate compensation and benefits policies and budget.
• Forecast costs for plan changes and new benefit offerings.
• Ensure cost-efficiency while maintaining competitiveness and fairness.
• Organizes and conducts open enrollment programs for employees.
• Prepares and distributes updates to employees on any benefit changes.
• Ensures enrollments are processed timely and accurately.
• Coordinates Workers’ Compensation, FMLA, STD/LTD, HIPAA and COBRA programs.
• Responsible for all leave management in conjunction with third-party administrator. Works closely with employees and their managers to ensure a smooth process.
• Processes unemployment claims and reports.

Compliance:

• Maintain documentation and reporting in line with reporting deadlines, audit, and legal standards.
• Ensure compliance with compensation/benefits-related regulations (e.g., ERISA, ACA, etc.).
• Maintain legal and regulatory compliance by developing policies, managing risk, and overseeing required reporting and audits.
• Maintain sensitive information with the highest level of confidentiality and professionalism.
• Prepare reports for senior leadership, auditors, and regulatory bodies.
• Ensures compliance with vendor agreements.
• Manages surveys and management reports as requested.

Wellness:

• Designs and delivers organization-wide wellness plan, incorporating all aspects of employee health and wellness including engagement, financial, and overall workplace well-being. 
• Partners with leadership, insurance providers, and external vendors to expand offerings such as mental health resources, EAP enhancements, and wellness programs.
• Partners with employee engagement committees to align activities to health and wellness as relevant.  
• Partners with external vendors to deploy initiatives related to health and wellness activities and engagement.
• Maintains a robust health and wellness resource page within the organization’s HR Hub, ensuring easy on-demand access to content including EAP information, crisis lines, and educational content.
• Manages quarterly health and wellness campaigns and challenges. 

Other:

• Provides day to day generalist support and guidance to a client group.
• Deliver actionable workforce insights by leveraging data analytics to inform dashboards/reports.
• Administer HR systems related to the benefits management process (e.g., HRIS, benefits platforms).
• Lead continuous improvement projects that enhance processes, systems, and user experience.

General Competencies

• Judgment
• Communication
• Teamwork & Collaboration
•  Adaptability
• Problem-Solving

Requirements

• Bachelor’s or Master’s degree in Human Resources or a related field.
• Minimum 2 years retirement plan management experience. 
• Minimum of 5 years of progressively responsible experience in benefits management.
• Minimum of seven years of progressively responsible experience in human resources, including strategic-level responsibilities.
• Working knowledge of employment laws, benefits regulations, compliance requirements, ERISA.
• Demonstrated ability to manage multiple projects simultaneously while meeting deadlines and adapting to shifting priorities.
• Strong communication skills, with the ability to present information clearly and effectively to diverse audiences.
• Experience with workforce analytics, predictive modeling, or data-driven HR decision-making.
• Experience developing and delivering customized communications for staff at all levels.
• Proficiency in Microsoft Word, Excel, PowerPoint, and collaboration tools such as MS Teams and Zoom.
• Proficiency with HRIS platforms including payroll, benefits, retirement, and reporting systems.
• Preferred Qualifications
• Certified Plan Sponsor Professional certification.
• SHRM certified professional. 
• Hands-on continuous improvement project management leadership experience. 

Work Environment

• The role is primarily office-based, involving frequent interaction with executives, staff, and external partners.
• Occasional extended hours to meet deadlines or support special events.
• Occasional travel may be required for meetings, events, or conferences.