• Accurately perform day-to-day transactional and administrative processes in support of the assigned HR Shared Services team. • Responsible for timely completion of fulfillment activities and customer inquiries. • Responsible for customer focused ongoing communication with current and former employees related to service requests and case management resolution. • Perform scheduled audits related regulatory compliance and policy provisions specific to assigned HR Shared team initiatives and programs. • Complete projects and studies as needed, utilizing professional judgment and professional knowledge. • Regularly assess services and process and proactively identify areas of opportunity for improvement. • Maintain detailed process/procedure documentation and update, as needed. • Meet customer commitments on-time. • Ensure KPI customer satisfaction levels remain high from both internal staff and external customers. • Participate as a team member in the requirements, design, and testing of new systems, enhancements to existing systems, and production support. • Identify and escalate issues to HR systems support teams for analysis and resolution.

About Navia Benefit Solutions: We’re a people first benefit administrator that relies on a fast-growing team of creative thinkers, problem-solvers, and go-getters to bring our participant and client experience to the next level. Our mission? To create better lives and provide a simple and amazing benefits experience. If you love providing excellent service, innovating the way benefits are administered, and being part of an inclusive workplace community, you’ll fit right in. About the Role: The HR Administrator plays a critical role in driving operational excellence across the employee lifecycle. This position owns the integrity of HR data and systems, ensures full regulatory compliance, and serves as a trusted partner to employees and managers navigating benefits, leave, and performance processes. By delivering accurate, timely reporting and proactively identifying process gaps, the HR Administrator enables the broader HR team to focus on strategic priorities while maintaining a seamless employee experience. HR Data Administration - Process and reconcile all Navia Benefit HRA claims on a weekly basis, ensuring accurate and timely reimbursements for employees - Administer and monitor HIPAA compliance and new hire training programs within POWER DMS and HRIS platforms, ensuring 100% completion rates - Deploy and track state-mandated training programs across all applicable jurisdictions, maintaining up-to-date compliance records - Serve as a reliable resource for employee data inquiries, delivering accurate and timely responses to support employee relations and cross-functional HR initiatives. - Maintain data integrity by managing employee address updates and cascading changes across all relevant HR and payroll systems. Leave of Absence Administration - Own end-to-end administration of FMLA and all leave of absence programs, maintaining meticulous tracking of leave status, eligibility, and required documentation to protect both employees and the organization. - Orchestrate seamless return-to-work transitions by proactively coordinating with managers and IT to restore system access, confirm role alignment, and set employees up for success from day one back. - Triage and resolve leave-related service tickets with urgency, ensuring all return-to-work actions are completed accurately and within established SLAs. - Conduct weekly FMLA/LOA audits to identify discrepancies, flag at-risk cases, and ensure continuous compliance with federal and state regulations. HR Compliance and Auditing - Execute monthly HRIS audits of employee promotions and compensation changes, identifying and resolving data discrepancies to safeguard payroll accuracy and process compliance. - Support SSAE/SOC audit cycles by preparing documentation, coordinating evidence collection, and ensuring HR controls meet audit standards. - Perform scheduled audits of leave of absence records and documentation, proactively surfacing compliance gaps and recommending corrective actions to meet both company policy and regulatory requirements. Operational HR Support - Act as a dependable operational backbone for the HR team, upholding record accuracy, reinforcing compliance standards, and ensuring consistent execution of HR processes across the organization. - Provides weekly Activity Reports to Navia Security Team - Provides weekly Termination Report to support team - Provides monthly Activity reports to support team - Conducts Contractor Quarterly Audits - Partner with Payroll to review and correct timecard discrepancies, acting as a critical check to protect payroll accuracy before processing deadlines. - Track and document timecard issues through to resolution, collaborating closely with the Payroll team to drive accountability and prevent recurring errors. - Process employment verification requests promptly and accurately, representing the organization with professionalism to external parties. - Partner with the HR Manager to administer full-cycle benefits programs, supporting open enrollment, eligibility changes, and employee inquiries with accuracy and care. - Conduct monthly reconciliation of medical enrollment data against HRIS records, resolving discrepancies to ensure benefit accuracy and cost control. - Reconcile monthly medical carrier invoices against enrollment data, flagging billing errors and coordinating corrections to protect the organization from overpayment. - Perform quarterly Guardian billing reconciliation, ensuring voluntary benefit invoices align with enrollment records and resolving discrepancies in a timely manner. - Support the annual performance management cycle by coordinating system setup, communications, and tracking to ensure on-time completion across all business units. - Contribute to HR team initiatives and special projects, bringing a solutions-oriented mindset and operational rigor to drive successful outcomes. What We’re Looking For: Education & Experience - Bachelor's degree in Human Resources, Business Administration, or a related field; or equivalent work experience - 2+ years of HR administrative or HR operations experience - Experience with HRIS platforms (e.g., Paylocity, Namely, ADP, or similar) - Experience with FMLA/LOA administration preferred Knowledge & Compliance - Working knowledge of FMLA, ADA, and applicable state leave laws - Familiarity with HIPAA compliance requirements - Understanding of benefits administration processes, including medical and voluntary benefits - Exposure to SSAE/SOC audit processes a plus Skills: - High attention to detail with a strong commitment to data accuracy - Ability to manage multiple priorities and meet recurring deadlines in a fast-paced environment - Strong organizational and time management skills - Effective written and verbal communication skills - Ability to handle sensitive and confidential employee information with discretion - Collaborative team player with a proactive, solutions-oriented approach Work Environment: Candidates within 30 miles of one of our four office locations may be asked to come into the office for a hybrid schedule depending on the role. Eligible candidates will reside in one of the following states: AZ, CA, CO, FL, GA, IL, IN, KS, MA, ME, MI, MN, MO, MT, NC, ND, NE, NJ, NV, NY, OH, OR, PA, SD, TN, TX, UT, AND WA Why Join Navia? - Impact: Play a pivotal role in supporting employers and employees nationwide. - Growth: Advance your skills with a team committed to excellence and innovation. - Culture: Join a company that values collaboration, innovation, and customer-first solutions. Perks and Benefits: - Competitive Salary Range: $55,000-$60,000 - Generous health benefits - Company sponsored wellness benefits - Complimentary Life Insurance and Long-Term Disability Insurance - Paid time off - 6 Paid Holidays & 2 Paid Floating Holidays - Work from home and hybrid schedules available! Ready to Join Us? Take the first step toward your new career in creating better lives —apply now! For any questions or to check on your application, reach out to HR@naviabenefits.comPlease visit our career page and apply directly: www.naviabenefits.com/workatnavia Not all positions allow for remote work, but those that do will only be available in the following states: AZ, CO, FL, GA, IL, IN, KS, MI, MN, MO, MT, NC, ND, NE, NJ, NV, NY, OH, PA, SD, TN, TX, UT.

About Children’s Minnesota Children’s Minnesota is one of the largest pediatric health systems in the United States and the only health system in Minnesota to provide care exclusively to children, from before birth through young adulthood. An independent and not-for-profit system since 1924, Children’s Minnesota is one system serving kids throughout the Upper Midwest at two free-standing hospitals, nine primary care clinics, multiple specialty clinics and seven rehabilitation sites. As The Kids Experts™ in our region, Children’s Minnesota is regularly ranked by U.S. News & World Report as a top children’s hospital. Find us on Facebook @childrensminnesota or on Twitter and Instagram @childrensmn. Please visit childrensMN.org. Children’s Minnesota is proud to be recognized by Modern Healthcare as one of 2023’s Top Diversity Leaders. The national honor recognizes the top diverse healthcare executives and organizations influencing public policy, care delivery, and promoting diversity, equity and inclusion in their organizations and the industry. Department Overview The Human Resources department at Children's partners with the employees and the managerial staff to provide services such as recruitment and staffing, employee services (benefit, compensation, retirement, and payroll processing), labor relations, and organizational development. Position Summary Provides organization-aligned human resources (HR) leadership and expertise in partnership with division and functional department leaders to support the vision, mission, values, and goals of Children's Minnesota. The HRBP acts as a strategic advisor to business leaders, translating HR strategy into actionable plans, driving talent management, and fostering organizational culture to achieve business objectives. Key responsibilities include providing expert guidance on employee relations, performance management, and compensation; spearheading initiatives for workforce planning, succession, and organizational design; and leveraging data to inform decisions and drive organizational changes and improvement. *Bachelor's degree or equivalent experience required. *Advanced degree in human resources, industrial relations or law preferred. *Minimum 8-10 years progressively responsible HR experience with labor and/or human resources management/generalist experience required. *3 years management experience preferred. *Advanced skills in leadership and strategy development and the ability to consult effectively with stakeholders. *Demonstrated business acumen; planning and project management skills. *Strong HR knowledge across all disciplines including recruiting, compensation, benefits, employment law, learning and development and employee relations. *Proven ability to manage and resolve complex employee relations issues. *Effectively uses metrics and data in people strategy decisions. *Strong Communication & Interpersonal Skills: Ability to build relationships and influence stakeholders at all levels of the organization. *Analytical & Problem-Solving Skills: Capacity to diagnose complex issues, analyze data, and develop effective, lasting solutions. *Strategic Thinking: Ability to see the big picture and translate business needs into comprehensive people plans. *Project Management: Proficiency in managing and executing various HR projects and initiatives. *Coaching & Mentorship: Skills to provide candid feedback and develop leadership capabilities. Physical Demands Please click here to view the Physical Demands The posted salary represents a market competitive range based on salary survey benchmark data for similar roles in the local or national market. Annual salaries displayed are based on full-time employment (40 standard hrs per week). Annual salaries for part-time positions will be prorated based on the employee’s scheduled weekly hours in relation to the full-time standard. When determining individual pay rates, we carefully consider a wide range of factors including but not limited to market indicators for the specific role, the skills, education, training, credentials and experience of the candidate, internal equity and organizational needs. In addition to your salary, this position may be eligible for medical, dental, vision, retirement, and other fringe benefits. Positions that require night, weekend or on-call work may be eligible for shift differentials or premium pay. All job offers are contingent upon successful completion of an occupational health assessment, drug screen, background investigation, and compliance with the U.S. Government Form I-9, Employment Eligibility Verification. Children’s Minnesota is proud to be an equal opportunity employer whose staff is representative of its community and considers qualified applicants for open positions without regard to race, color, creed, sex, religion, national origin, sexual orientation, genetic information, gender identity or expression, age, veteran status, disability, pregnancy, citizenship status, or any other characteristic protected under applicable federal, state, or local law.

About Children’s Minnesota Children’s Minnesota is one of the largest pediatric health systems in the United States and the only health system in Minnesota to provide care exclusively to children, from before birth through young adulthood. An independent and not-for-profit system since 1924, Children’s Minnesota is one system serving kids throughout the Upper Midwest at two free-standing hospitals, nine primary care clinics, multiple specialty clinics and seven rehabilitation sites. As The Kids Experts™ in our region, Children’s Minnesota is regularly ranked by U.S. News & World Report as a top children’s hospital. Find us on Facebook @childrensminnesota or on Twitter and Instagram @childrensmn. Please visit childrensMN.org. Children’s Minnesota is proud to be recognized by Modern Healthcare as one of 2023’s Top Diversity Leaders. The national honor recognizes the top diverse healthcare executives and organizations influencing public policy, care delivery, and promoting diversity, equity and inclusion in their organizations and the industry. Department Overview The Human Resources department at Children's partners with the employees and the managerial staff to provide services such as recruitment and staffing, employee services (benefit, compensation, retirement, and payroll processing), labor relations, and organizational development. Position Summary Provides organization-aligned human resources (HR) leadership and expertise in partnership with division and functional department leaders to support the vision, mission, values, and goals of Children's Minnesota. The HRBP acts as a strategic advisor to business leaders, translating HR strategy into actionable plans, driving talent management, and fostering organizational culture to achieve business objectives. Key responsibilities include providing expert guidance on employee relations, performance management, and compensation; spearheading initiatives for workforce planning, succession, and organizational design; and leveraging data to inform decisions and drive organizational changes and improvement. *Bachelor's degree or equivalent experience required. *Advanced degree in human resources, industrial relations or law preferred. *Minimum 8-10 years progressively responsible HR experience with labor and/or human resources management/generalist experience required. *3 years management experience preferred. *Advanced skills in leadership and strategy development and the ability to consult effectively with stakeholders. *Demonstrated business acumen; planning and project management skills. *Strong HR knowledge across all disciplines including recruiting, compensation, benefits, employment law, learning and development and employee relations. *Proven ability to manage and resolve complex employee relations issues. *Effectively uses metrics and data in people strategy decisions. *Strong Communication & Interpersonal Skills: Ability to build relationships and influence stakeholders at all levels of the organization. *Analytical & Problem-Solving Skills: Capacity to diagnose complex issues, analyze data, and develop effective, lasting solutions. *Strategic Thinking: Ability to see the big picture and translate business needs into comprehensive people plans. *Project Management: Proficiency in managing and executing various HR projects and initiatives. *Coaching & Mentorship: Skills to provide candid feedback and develop leadership capabilities. Physical Demands Please click here to view the Physical Demands The posted salary represents a market competitive range based on salary survey benchmark data for similar roles in the local or national market. Annual salaries displayed are based on full-time employment (40 standard hrs per week). Annual salaries for part-time positions will be prorated based on the employee’s scheduled weekly hours in relation to the full-time standard. When determining individual pay rates, we carefully consider a wide range of factors including but not limited to market indicators for the specific role, the skills, education, training, credentials and experience of the candidate, internal equity and organizational needs. In addition to your salary, this position may be eligible for medical, dental, vision, retirement, and other fringe benefits. Positions that require night, weekend or on-call work may be eligible for shift differentials or premium pay. All job offers are contingent upon successful completion of an occupational health assessment, drug screen, background investigation, and compliance with the U.S. Government Form I-9, Employment Eligibility Verification. Children’s Minnesota is proud to be an equal opportunity employer whose staff is representative of its community and considers qualified applicants for open positions without regard to race, color, creed, sex, religion, national origin, sexual orientation, genetic information, gender identity or expression, age, veteran status, disability, pregnancy, citizenship status, or any other characteristic protected under applicable federal, state, or local law.