HR Strategy Design Consultant V, Benefits Data
Read straight from Kaiser Permanente's careers page, verified 3d ago.Seekless can tailor your résumé to it.
Seekless can write your résumé for this posting first.
Before you apply
SalaryNo pay range posted
LocationOakland, CA, US; Denver, Colorado, United States; Atlanta, Georgia, United States; Pasadena, California, United States; Hyattsville, Maryland, United States; Renton, Washington, United States
Typefull-time
SenioritySenior
Company size10,000+ people
PostedOct 28, 2026 · 1w ago
Verified live3d ago
At a glanceSummarised by Seekless from the posting.
Partners with Third Party Administrator vendor partners to resolve significant escalated issues
Collaborates with department and internal business units to ensure alignment with goals
Identifies potential risks of portfolio and identifying action plans
Creates communication plans and communications
Educates sponsors, stakeholders, and executive leadership on program requirements
Maintains accurate records in benefits system
Facilitates open enrollment process
Addresses employee requests and concerns in a timely manner
Prepares weekly updates and reports as required
Practices self-leadership and promotes learning in others by building relationships with cross-functional stakeholders
Communicating information and providing advice to drive projects forward
Influencing team members within assigned unit
Listening and responding to, seeking, and addressing performance feedback
Adapting to competing demands and new responsibilities
Providing feedback to others, including upward feedback to leadership and mentoring junior team members
Creating and executing plans to capitalize on strengths and develop weaknesses
Adapting to and learning from change, difficulties, and feedback
Conducts or oversees business-specific projects by applying deep expertise in subject area
Promoting adherence to all procedures and policies
Developing work plans to meet business priorities and deadlines
Determining and carrying out processes and methodologies
Coordinating and delegating resources to accomplish organizational goals
Partnering internally and externally to make effective business decisions
Solving complex problems
Escalating issues or risks as appropriate
Monitoring progress and results
Recognizing and capitalizing on improvement opportunities
Evaluating recommendations made by others
Stays abreast of internal and external perspectives, data trends, HR laws and regulations, and best practices
Engages with HR and business stakeholders to provide insight, input, and influence on current and future HR and business needs
Manages simple or portions of complex projects/programs including assisting with design and developing project plans
Polling data and conducting complex analysis
Creating and facilitating presentations to HR and business leadership
Maintaining performance against SLAs and other key performance indicators
Designs, develops, and executes HR practices, programs, and initiatives by developing and implementing tools, systems, and programs
Ensuring the coordinated and timely execution of activities and ensuring buy-in across assigned HR functions, project teams, and business partners
Identifying and raising gaps in execution or communication
Creating and deploying contingency plans to resolve implementation issues as appropriate
Monitoring and measuring performance against plans and business objectives
Recommending modification to design and implementation strategies as appropriate
About the role
This position supports Benefits Strategy and Governance through analysis, review, and implementation support across Kaiser Permanente-s health and retirement benefit programs. The role analyzes complex benefits, financial, and operational data to identify trends, evaluate program performance and costs, and assess impacts across represented and non-represented employee populations. The position develops insights and analyses to support benefit decisions, including labor and enterprise benefit initiatives, and supports benefit design, costing, administration, and implementation in partnership with internal stakeholders, consultants, and vendors.
Job Summary:
Executes benefits portfolios by partnering with Third Party Administrator vendor partners to resolve significant escalated issues; collaborating with department and internal business units to ensure alignment with goals; identifying potential risks of portfolio and identifying action plans; creating communication plans and communications; educating sponsors, stakeholders, and executive leadership on program requirements; maintaining accurate records in benefits system; facilitating open enrollment process; addressing employee requests and concerns in a timely manner; and preparing weekly updates and reports as required.
Essential Responsibilities:
•
Practices self-leadership and promotes learning in others by building relationships with cross-functional stakeholders; communicating information and providing advice to drive projects forward; influencing team members within assigned unit; listening and responding to, seeking, and addressing performance feedback; adapting to competing demands and new responsibilities; providing feedback to others, including upward feedback to leadership and mentoring junior team members; creating and executing plans to capitalize on strengths and develop weaknesses; and adapting to and learning from change, difficulties, and feedback.
•
Conducts or oversees business-specific projects by applying deep expertise in subject area; promoting adherence to all procedures and policies; developing work plans to meet business priorities and deadlines; determining and carrying out processes and methodologies; coordinating and delegating resources to accomplish organizational goals; partnering internally and externally to make effective business decisions; solving complex problems; escalating issues or risks as appropriate; monitoring progress and results; recognizing and capitalizing on improvement opportunities; and evaluating recommendations made by others.
•
Implements the strategic direction for the business in support of designated functional HR area by staying abreast of internal and external perspectives, data trends, HR laws and regulations, and best practices; engaging with HR and business stakeholders to provide insight, input, and influence on current and future HR and business needs; managing simple or portions of complex projects/programs including assisting with design and developing project plans; polling data and conducting complex analysis; creating and facilitating presentations to HR and business leadership; and maintaining performance against SLAs and other key performance indicators.
•
Designs, develops, and executes HR practices, programs, and initiatives by developing and implementing tools, systems, and programs; ensuring the coordinated and timely execution of activities and ensuring buy-in across assigned HR functions, project teams, and business partners; identifying and raising gaps in execution or communication; creating and deploying contingency plans to resolve implementation issues as appropriate; monitoring and measuring performance against plans and business objectives; and recommending modification to design and implementation strategies as appropriate.