as experienced and still experiencing may be pushing the limits of the platform/tool. Shally expects positive change as a result of this growth and encouraged me to “keep the faith”. I am always open to change but as Gavin stated early on in this discussion, it’s lack of communication from Linkedin regarding these changes which is so frustrating. RBC experienced some changes over the last 24 hours; those changes and the effects were posted/communicated on the main page. RBC is just one slouch sitting around on “vacation”;) c’mon LI.…
oad". I took a three-week vacation with my family last year and did a four-state tour. I made three placements while I was out of town. I like my bank account to have lots of zeros behind it too!
Work/ Life balance means that I can go see my 89-year old mother in the nursing home for an hour or two in the afternoon. But in the evening, I conduct phone interviews and search resumes in the Internet at 2:00 a.m.
I think that many people think they work too much. (Mostly those born after 1980…) They want that four-day week. They think they're being cheated by "the man". God forbid they’re asked to come in on a Saturday to finish a project or presentation. I tell my candidates (most of them Accounting/ Finance) “don’t take this job if you don’t want to work. You’ll be expected to be productive at this company.”
Paul, you make a very good point that I totally agree with. The busier you are at work, the happier you are at home. The fatter my bank account gets, the more cool vacations we can take and the more toys we can buy.
And Jason, I guess since I'm over forty, I would be considered part of the "older generation". Don't scoff too much, because one morning you'll wake up (and it will be a rude awakening, my dear...) and the bag boy at the grocery store will call you "sir" and the new grads will look at you as that "an older gentleman..." And BTW, it’s not just the Gen-Y’ers that are technically savvy.
T recruiting many moons ago, I worked with mainly county and state reqs-- I had the same mindset as many of you that an offer was an offer-- preparing the candidate to start, etc. Ultimately, I found that it isn't up to just one or two hiring managers to make these decisions-- the position(s) need a multitude of signatures, from multitudes of departments, to approve the go-ahead for the particular project, subsequently, the position. Usually, it turned out to be an overly zealous HM who's giving the green light, thinking he/she is above the "bureaucratic red tape" and can push it through quickly. Sorry fella or missy-- WRONG!! I've seen people start, then let go after a week, just because an i wasn't dotted, t crossed, or an egomaniacal supervisor wasn't informed in the correct protocol, etc. Gov't employees are immersed in layer after layer of an "approval process", that the stars would have to allign correctly to requisition a box of pencils for the office, let alone a Project Manager position. And vacations??? Forget it-- you're not hearing back from the client for 2-6 months.
In those traumatic few experiences, I've developed a technique that works EXTREMELY well when initially communicating the realities of any position to a candidate--- THERE ARE NO GUARANTEES!!! Even with a start date-- THERE ARE NO GUARENTEES!! This is a Gov't job, you understand that, correct? If you're offered another position in the interim, Take it by all means!!-- because this is the GOVERNMENT!! And please understand also, that I can't be fielding 10 calls a day asking "Have you heard from the client?". I will call you when I hear something-- But there are NO guarantees!!! Most of them laugh and completely understand, and aren't calling 24 hrs a day.
As a matter of fact-- I have a Network Project Manager candidates folder on my desk right now, as we speak, position is with the School District, run by the County, all paperwork completed, candidate given a start date, everything ready to go, ya' think????????
Reports To: Director, Human Capital
Location: Reston, VA
This position administers employee health, welfare and retirement plans company-wide. Benefit programs include: 401 (k) Retirement Plan, medical/dental, income protection, short-term disability, long-term disability, workers' compensation, leave of absence, Flexible Spending (Section 125), etc. Works closely with the insurance broker. Acts as liaison between employees and insurance providers, resolves benefit related problems and ensures effective utilization of plans and positive employee relations. Ensures plans are administered in accordance with federal and state regulations and plan provisions are followed. Reviews and analyzes all benefit invoices, resolves discrepancies and assure invoices are accurate. Responsible for all aspects of the HRIS, including employee and benefit information. Provides policy and procedure information to employees. Acts autonomously as part of the Human Capital team.
ESSENTIAL DUTIES AND RESPONSIBILITES:
• Oversee and manage company’s employee benefit programs – responsibilities include working closely with the company’s insurance broker and other providers to identify resources available to employees, make recommendations on additional employee benefits and services.
• Manage fiscal elements relating to the employee benefit programs, including processing of monthly benefits related bills and billing changes due to status changes. Independently resolve discrepancies with providers.
• Administer and maintain employee benefit programs for all employees, including group health, dental, voluntary supplemental programs, COBRA, LTD, STD, vacation, sick time, FMLA and 401K.
• Utilizing independent judgment, researches and applies federal and state regulations, and company policies and procedures to each individual application for FMLA, STD and LTD. Accurately communicate this information to employees and managers.
• Effectively and accurately communicate benefits information and company policies and processes to employees
• Responsible for communication and support for employees regarding their benefits.
• Create various reports related to vacation and other benefits.
• Manage annual open enrollment for benefits
• Maintain and provide suggestions for improving the HR Information System, including organization of information and reporting of information to management, benefits databases, etc.
• Act as liaison and resource for payroll and ensure accurate transmission of salary and other data between Human Capital and payroll
• 4 year college degree in business, psychology, human resource management, communications, or other relevant field.
• 2-4 years experience in Benefits Coordinator role strongly preferred.
• Must have the ability to prioritize and multi-task autonomously in an extremely fast-paced environment.
• Ability to interact with peers in a team-oriented operating structure
• Ability to exercise independent judgment in interpreting and applying federal and state regulations and company policies and procedures.
• Experience dealing with major insurance carriers and employee benefits brokers preferred.
• Excellent communication skills, both written and verbal.
• Experience managing the open enrollment process.
• Experience maintaining and managing an HRIS. Experience with HR Perspective and ADP is strongly preferred.
• Proficiency in MS Office.
• Knowledge of H1B Visa and U.S. immigration processes and common issues is a plus.
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