Analyst-Retirement Benefits

POSITION OVERVIEW:
Under limited supervision, conduct analyses and interpret program rules and policies so that benefit programs are administered effectively and in accordance with the organization's reward strategy.

ESSENTIAL JOB DUTIES/RESPONSIBILITIES:

Study design, and implement the organization's benefit programs, retirement and pension plans, income continuance, holidays, and vacations so employees receive the appropriate benefits for their position.

Apply employee benefit policy related knowledge and skill sets to determine current benefit trends and compare with legislated requirements and programs.

May perform oversight/compliance review processes.

Develop and maintain framework of standard operating procedures to ensure effectiveness of internal and external administration.

Comply with all applicable laws/regulations, as well as company policies/procedures.

Perform other duties as assigned

Disclaimer: This job description is general in nature and is not designed to contain or to be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the job.

QUALIFICATIONS:

• Bachelor's degree/equivalent in business, finance or a related field
• Two (2) years experience in retirement plan administration or related field.
• Knowledge/experience leading compliance/process reviews, including the identification and resolution of potential risks.
• Experience with reporting and analytical tools.
• Strong problem solving, project management, human relations and communication skills.

JOB CONDITIONS:

• None

Preferred Qualifications:

Pay Transparency:

Pay:

Additional Details:

FedEx Freight is an Equal Opportunity Employer, including disabled and veterans.

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• Pay Transparency

If you have a disability and you need assistance in order to apply for a position with FedEx Freight, please call 800-888-8252 or e-mail at ADAAssistance@freight.fedex.com.

FedEx Freight will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.