HR Generalist/Benefits Boonton, NJ

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HR Generalist /Benefits

Summary:

Responsibilities in all areas of Human Resources with an emphasis in the benefits area. Responsible for the research, analysis, evaluation, and administration of various employee benefit plans, in the US and Canada, such as life, health, FSA, dental, and disability insurance, car plans, commercial insurance and 401K plans by performing the following duties. Responsible for HIPAA processes.

Provide support to all other Human Resource/Administration activities. Administers various human resources plans and procedures for all company personnel; assists in development and implementation of personnel policies and procedures; prepares and maintains employee handbook and policies and procedures manual.

Duties:

  • Evaluates and compares existing employee benefits with those of other employers by analyzing other plans, surveys, and other sources of information and develops specific recommendations for review by management.
  • Responsible for the administration of the company’s benefit plans: Responds to benefits inquires and reviews and resolves claims issues; Handles open enrollment process and benefit plan transfers; Reviews and interprets plan documents for compliance; Assists in preparing materials and in presenting benefit plan information and changes to employees; Primary liaison with employees regarding the benefit plans;
  • Handles all government reporting and compliance testing for benefits.
  • Manages our HIPAA process and conducts necessary audits of the company and responsible for implementation of corrective actions.
  • Maintains vendor contact to investigate discrepancies and provide information in non-routine situations.
  • Responsible for the automobile plans and Company Car Program including insurance and rental car plans.
  • Responsible for leave of absence administration and tracking.
  • Maintains knowledge of all applicable state and federal laws and regulations and ensure compliance with each.
  • Assists in evaluation of reports, decisions, and results of department in relation to established goals.
  • Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.
  • Responsible for the 401K plans.
  • Participates in developing department goals, objectives, and systems.
  • Provides vendors appropriate documentation for life, pension, and disability and workers’ compensation benefits claims.
  • Responsible for effective EAP program.
  • Conducts new employee orientation.
  • Responsible for onboarding, life event and accrual processes in UltiPro in conjunction with the HRIS specialist.

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Vice President, Health Systems Sales, Bergen County

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POSITION TITLE:               Vice President, Health Systems                DEPARTMENT:  Sales

EMPLOYMENT STATUS:  Full-time

POSITION REPORTS TO: Vice President of Sales

POSITION SUPERVISED BY:           Vice President of Sales

POSITIONS SUPERVISED:              None at this Time

 

POSITION PURPOSE

The Vice President of Health Systems position is responsible for development, execution, and communication of Corporate Account Strategic Plan for assigned GPOs, IDNs, and key customers (i.e. Corporate Accounts).  Account responsibilities will be driven by strategic consideration as it relates to strategic GPO importance, revenue and member compliance vs.  Participation.  This person will focus on developing new business opportunities, employing innovative contracting strategies and value propositions aimed at leveraging improved quality, improved patient satisfaction and reduced costs to obtain system-wide agreements.

BASIC DUTIES

DEVELOP & IMPLEMENT CORPORATE ACCOUNTS’ STRATEGIC PLAN: (50%)

  1. Responsible for achieving sales, profits and growth targets of Corporate Accounts (CA).
  2. Identify and evaluate new business opportunities in the Corporate Accounts and turn them into mutual business improvements (utilization, standardization).

CLIENT ENGAGEMENT:  (25%)

  1. Build long term and effective relationships at high hierarchy levels.
  2. Determine a vision and strategic direction for the organization’s relationship with the selected Corporate Accounts.

REPORTING & ANALYSIS: (25%)

  1. Determine quarterly performance of CA: actual sales vs. targeted performance.
  2. Assist in new product positioning, pricing strategies, and marketing strategies.

 

PERFORMANCE MEASUREMENTS

  1. Meet or exceed assigned Corporate Account targets for profitable sales volume.
  2. Meet or exceed $20M in Operating Income in CY15.
  3. Setting and implementing strategies, providing clear direction to the Sales Team as to what needs to be executed; developing and implementing best practices at the Corporate Account level.
  4. Utilizing analytic tools to measure performance of Corporate Accounts; identify trends, business opportunities and process improvement.

QUALIFICATIONS

EDUCATION/CERTIFICATION:     Bachelor’s Degree or equivalent experience

REQUIRED KNOWLEDGE:               Proficiency in Microsoft Office Suite, and Advanced Excel skills

Knowledge of the medical industry, IDN’s, RPC’s, distribution and GPO’s required.

EXPERIENCE REQUIRED:                Minimum of 7 years of experience working with IDN’s, distribution and key accounts.

Minimum of 10 years of successful sales management experience with proven leadership skills and documented success.

SKILLS/ABILITIES:             •              Comprehensive knowledge and experience of healthcare systems and distribution channels, and the sale of multiple product categories into the healthcare system.

  • Demonstrated ability to close large Health System contracts. Strong negotiation, presentation & collaboration skills in addition to those skills required to manage a cross functional team.
  • Must be results oriented, convey a sense of urgency and able to press for closure and timely accomplishment of objectives.
  • A customer focused individual; able to understand customer needs and develop and implement creative solutions to maximize growth and new business development.
  • Must have the ability to manage, lead, guide and motivate sales teams using a defined selling process that is multi-level and high value in nature to deliver exponential growth in revenue and profits.
  • Ability to work with mathematical problems relating to sales volumes, RFP’s and pricing proposals.
  • Ability to solve practical problems.

 

WORKING CONDITIONS

Heavy Travel Required  Significant travel is required for this role (50-75%)

May meet with customers in a healthcare setting

Forward Resumes to: jobs@jobsbl.com

Tips for Loving Your Job

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Bob Larson, CPC
Bob Larson, CPC

Feature Story

RECHARGE YOUR BATTERIES AND LOVE YOUR JOB

Burnout is one of the biggest problems in the workplace, especially for older workers, and is a major reason many people retire earlier than they projected, according to an article in AARP The Magazine. But for people in their mid-to-late 50s and into their 60s, these are generally peak earning years, so staying on the job allows for continued retirement-account contributions and a delay in filing for Social Security benefits to qualify for a higher payout.

That said, with more people wanting—or needing—to work well past their 50s, generating new enthusiasm on the job is critical, the article pointed out.

“We are rewriting the map of life,” said Marc Freedman, the CEO of Encore.org, a nonprofit organization that’s building a movement to tap the skills and experience of those in midlife and beyond. “In the past, if you were 56 or 57, it might be only a year or two before you were ready to slip into early retirement. Now you’re thinking about another 10- or 15-year working career. That changes the entire equation.”

Here from the article, adapted from the AARP book, Love Your Job: The New Rules of Career Happiness, are eight tips to help older workers reengage.

Seek Out New Duties — If you’re constantly doing the same set of tasks each day, the monotony alone can drag you down. Step things up. Scrutinize your current position to pinpoint a new responsibility you can add that will refresh your focus, and maybe even scare you a bit. Ask to be assigned a signature project you’ve always wanted to launch, or volunteer for a new role. At this stage, it’s easy to coast, but this is the time to try something different.

Get up to Speed — It’s easy to become complacent about staying current with the trends in your field. Set up a Google Alert to notify you when your employer is in the news or when a competitor is making waves or beginning a new venture. Follow industry thought-leader blogs, join relevant groups on Linked In, and participate in the discussion.

Connect with your coworkers — Subtle changes in your behavior each day can have a huge impact. For example, practice listening to coworkers and celebrate their successes. It’ll make you feel good and build esprit de corps. Reach out to new colleagues, or those you don’t know well, to grab lunch and learn about what they do and their backgrounds. Stop by someone’s office to talk about something unrelated to work. Instead of emailing a reply, have a face-to-face chat.

 Fine-tune your relationship with a difficult boss — Lots of people quit their bosses, not their jobs. No matter how impossible your supervisor is, keep your side of the street clean. If your unhappiness with him or her affects your productivity, this will come back to bite you, not your boss. Most supervisors do want you to succeed; this reflects on their performance, too. You might just need to gently show your boss, by demonstrating that you’re engaged in your job, how you can help each other.

Find joy around the edges — Many companies provide the opportunity to do volunteer work right within the organization. Find a volunteer gig that can help build relationships with coworkers (even your boss) and forge bonds across departments that you might never have had otherwise. Get involved with a mentoring program. Participate in employee activities. Join or organize a company team sport. Or create a walking, biking or running group.

 Clean up your office — When people feel sapped of energy, often they’re not clearing out as they go. Their in-box is overflowing, their desk is a disaster, and their file drawers are bursting. De-cluttering is liberating and empowering. You’re saying, “This is valuable; this is not.” It’s a physical way to be involved in making decisions about your life and what you want to do with it.

 Be happy in your work — A recent Gallup poll found that the more that employees use their strengths at work and are engaged in their jobs, the happier and more enthusiastic they are. You’ll discover that your enthusiasm will not only trickle down to the quality of your work but that people will want to have what you have. You’ll be the one they seek to have on their team. To quote Maya Angelou, “If you don’t like something, change it. If you can’t change it, change your attitude.”

 Upgrade your skills — This is especially true with new technology. Learn what computer programs your employer values, and take a class or a refresher course at your community college, or participate in a workplace workshop or training program. That hands-on approach can open doors to a promotion or lateral move. But more than that, it can ramp up your enthusiasm for your job and push it in new directions. Boredom is often at the root of unhappiness at work. If you persistently add worth to what you bring to the job, chances are your boss will notice and reward you for it, and that can do wonders for your attitude.

NEWS FROM BERMAN LARSON KANE

Labor Day is the celebration of the American worker and this September we are starting with the lowest unemployment numbers in 7 years.

We at Berman Larson Kane continue to see a steady increase in hiring, however wages remain flat.  Pockets of skilled hiring continue in media, technology, pharma and technical scientific.  Our projects for the fall are positive, but concerns remain with the stock market and the effects of unfavorable global growth numbers.

Bob Larson, CPC is looking forward to the fall convention schedule and learning from talking with attendees across the nation.

Cash Management Specialist/ Paramus, NJ

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Treasury Management Specialist/ Cash Management

Location: Paramus, New Jersey

Summary: Coordinates the implementation of cash management services for the Bank to generate new deposits and fee income. Processes remote deposit capture application for commercial clients and prepares customer application file for Risk Assessment Review. Serves as the operations liaison to customers, to facilitate a thorough service and delivery process. Travels to clients’ sites for setup; installation of software and application training. Cross sells all Bank products and services while working with the client. Provides ongoing support and monitors customer activity. Tracks upgrade requirements, user manual and customer communication.

Requirements:

  • BS in Business or Accounting preferred
  • Minimum of 3 years of experience with Remote Deposit Capture
  • Relevant knowledge of Banking Operation, as well as, Bank products and services
  • Proficiency with banking systems; wire transfers, online banking/products, as well as, MS Office software
  • Experience in a sales oriented, customer service position
  • Excellent verbal and written communication skills, and the ability to present information to all levels of management
  • Ability to travel to customer location; valid Driver’s License

Forward resumes to jobs@jobsbl.com

 

Project Lead, Boonton, NJ

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Project Lead / Full Benefit Package
Summary:
The Project Lead is responsible for executing key deliverables, including tracking key project milestones, product life cycle, facilitating product development teams and creating and managing project
plans.

Duties & Responsibilities:
• Responsible for overall planning, coordination, resource management and status reporting for all project activities.
• Establishes and implements project management processes and methodologies for product development activities and facility expansion. Includes project planning, resource planning, project scheduling and leading teams to accomplish project goals.
• Ensure projects are delivered on time, within budget, to high quality standards to meet compliance guidelines.
• Responsible for budget management, metrics reporting and meeting facilitation.
• Promote common understanding of project timelines, milestones and reporting in order to align project stakeholders and team members.
• Lead project team to ensure project milestones are achieved to include routine monitoring of project outcomes, resources and budgets.
• Manages risks, issues and project change control (scope, schedule, cost and quality).
• Provide leadership to evaluate and resolve barriers to team/project progress.
• Resolve internal and external team conflict to ensure adherence to project schedule.
• Serves as a project management mentor.

Education/Experience:
• BA/BS Degree required, with at least two years of project management experience in leading project teams.
• Certification in Project Management is preferred.

Skills:
• Must have proficiency with MS Project.
• Candidate must possess excellent team building, training and facilitation skills.
• Must have the ability to communicate ideas clearly and concisely to management.
• Must be able to prioritize and balance multiple projects and priorities.

Forward Resumes to:  jobs@jobsbl.com

Contract Recruiter Coordinator Bergen County N.J.

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Sales Recruiter Coordinator Contract

Location Bergen  County  NJ

We have a need for a Sales Recruiter Coordinator  –  Assignment 4-6 Months

This will be a great interim assignment for someone in transition who would be willing to work on site at one of our Bergen County clients.

You will be responsible for high volume opening of requisitions, ushering candidates & managers through our hiring process from job openings/postings to final offers.

Corporate experience preferred but will strongly consider agency side recruiter.

ATS System,  screening and interviewing in sales field.

Pay rate is 26-29 / hour with overtime rate of time & half.

If interested forward resume to jobs@jobsbl.com

Administrative Assistance Bergen County NJ

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Administrative Assistant (direct hire position)

Looking for a job were you can make a impact….an opportunity that welcomes your input? a small employer were your work would be really valued? Have the below skills…..

  • Calendar maintenance, appointment setting
  • Extensive Scheduling Travel experience
  • Proposal Writing / PowerPoint skills
  • Creating and updating spreadsheets for file management.
  • Preparing, editing, and proofreading contracts.
  • Maintaining confidential files, correspondence, contracts and electronic data.
  • Forward resumes to Larson@jobsbl.com

Sales Compensation Manager/Analyst , Montvale NJ

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Description:

Sales Compensation Manager

This is a new position that will be responsible for all Compensation programs and will work closely with Finance and Sales Management to define and develop sales compensation and incentive plans that meet the strategic objectives of the company.

Job Duties:
• Works with Finance and Sales Management to ensure that target/quotas are set appropriately and are in-line with overall business objectives.
Provide reporting and analysis as requested.
• Conduct market research on incentive-based pay positions and provide feedback to Division Heads on competitiveness and internal equity of plans.
• Work closely with the Commissions Department (Finance) to ensure accurate payments of all plans.
• Establish policies and procedures for approvals of plan changes, quota changes, special programs, minimum income requests and employees on leave.
• Develop and communicate annual presentation materials for new and/or updated incentive plans to sales management and executives.
• Assist in mergers and acquisitions to assimilate commission plans for newly acquired companies.
• Serve as the main point of contact for questions and interpretations of all plans.
• Maintain a central repository of all plans.
• Manage issues that are raised by plan participants which may require escalation to senior management.
• Monitor plan effectiveness and communicate this feedback to sales management and executives on a quarterly basis.

• Qualifications & Requirements:
• 5+ years of direct relevant experience.
Visible, exciting work supporting the sales of cutting edge technology and workflow solutions.

Client is Proud to be an Equal Opportunity Employer M/F/V/D Committed to Affirmative Action.

• Bachelor’s Degree or equivalent skills and experience.
• 3+ years of experience with a commission pay system, Callidus experience a plus
• Expert proficiency in Microsoft Office Suite (Excel, Word, PowerPoint)
• Excellent communication skills, both written and verbal, to all levels in the organization
Proficient in project management
• Ability to work independently in a fast paced and dynamic environment
• Ability to compile and analyze data
• Ability to run ad-hoc reports

• Excellent salary, commissions, bonuses and expense allowance.
• Outstanding benefits package (including medical, dental, life insurance)
• 401(k) plan with matching company contribution
• Excellent holiday/vacation plans.
• Tuition reimbursement.
• Employee Referral Bonus Program.
• Ongoing training opportunities.

Forward Resumes to jobs@jobsbl.com

 

Regulatory Associate, Ramsey NJ

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Regulatory Associate

Essential Function:

Responsible for reviewing and approving product labels and claims for accuracy and regulatory compliance on cosmetic, drug, and surface disinfectant products.  Contribute to the registration of new products as well as the maintenance of regulatory compliance for approved products during the post-marketing phase. Will assist in preparing quality regulatory submissions in compliance with FDA (510K, NDA, ANDA or 505b2), Health Canada (NHP or DIN) or EPA.  Must have strong verbal and writing skills and can work independently and pays attention to details. 

Scope:

The Regulatory Associate will work in cross-functional teams and support Regulatory Strategies in meetings. 

Position responsibilities:

  • Review and research regulatory requirements for cosmetics, OTC, Drugs and EPA products.
  • Review and approve product labels (based on approved claims)
  • General understanding of FDA, EPA and Canadian product labeling regulations
  • General understanding of FDA, EPA, Health Canada and ICH regulations
  • Assist in writing 510K, NDA, ANDA, and 505b2 submissions to the FDA
  • Assist in writing regulatory submissions to Health Canada and EU.
  • Review technical documents for accuracy and regulatory compliance.
  • Interface with R&D, analytical, purchasing, marketing and sales on regulatory questions and issues.
  • Must be able to follow direction and be accountable for work that they are assigned.
  • Assist in preparing regulatory documents and presentations for internal meetings
  • Perform literature reviews and searches to support regulatory activities
  • Maintain Regulatory databases
  • All other duties as assigned.

 

Minimum Requirements:

Equivalent Education Level Requirements:

Minimum BS degree in a relevant scientific discipline for pharmaceutical industry; preferably in chemistry, biology, pharmacy or equivalent.

Experience Required:

  • 6 months to 1 year of drug development and pharmaceutical experience in Cosmetics, Drugs, and Medical devices
  • Working knowledge of FDA regulations is required. An understanding of foreign (EU, Health Canada and ICH) regulations is a plus.
  • Experience in labeling review and approval for Cosmetics, Drugs and Medical devices is preferred.
  • Experience in writing and editing technical documents to support regulatory submissions is a plus.
  • Experience in 510K, NDA, ANDA and 505b2 submissions to the FDA is a plus.
  • Strong verbal and writing skills are required.
  • Ability to following SOP and document accordingly required.
  • Ability to multi-task and prioritize workload required.
  • Must have a team attitude.

Knowledge Required:

Proficient in Microsoft Office applications, data collection (review and analyze information) and general analysis tools.

 forward resumes to jobs@jobsbl.com

 

SETTING RECORD STRAIGHT ON SWITCHING JOBS

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Bob Larson, CPC
Bob Larson, CPC

BERMAN LARSON KANE

Career Report

August 2015

 

Feature Story

 

SETTING RECORD STRAIGHT ON SWITCHING JOBS

With job seekers appearing to now hold more power than employers, the best advice that was true about switching jobs is necessarily gospel anymore, according to an article from the Harvard Business Review’s HBR.org/Blog.

Indeed, as more positions become available and fewer look for work, especially as Baby Boomers retire, many experts describe the current labor market as “candidate-driven.” So does this mean when switching jobs the job seeker is in the driver’s seat? Not necessarily so. But it does, in fact, mean you may no longer be able to rely on “age-old” guidance in your job search.

That said, the publication asked readers (and its own editors) what advice they hear most often about how to switch jobs and then talked with two experts to get their perspectives on whether long-held advice holds up in practice and against recent research and job trends. Here from the article are excerpts with insights on the topic:

  1. “Never tell your boss that you’re looking for another position.”

It may seem logical that you want to have a job in hand before you reveal you’re leaving. After all, you don’t want your boss to be mad at you or stop investing in you. But things have changed. Not only is there less risk in letting your manager know you’re looking than there used to be, but there may be upsides too, said Claudio Fernández-Aráoz, a senior advisor at executive search firm Egon Zender. Foremost among them, your boss may want to figure out how to keep you.

And if employees are intent on leaving, companies are making more effort to be sure people leave on good terms. They recognize that former employees are out there on social media, and they don’t want to “risk being disparaged on Glassdoor, Yelp, Facebook, or Twitter.” said John Sullivan, an HR expert and professor of management at San Francisco State University. Many companies now also have programs that keep the door open in case employees want to return.

  1. “Stay at a job for at least a year or two — moving around too much looks bad on a resume.”

“This is a popular piece of conventional wisdom,” said Sullivan, and it’s simply not true anymore. First of all, it’s not always realistic. “There are many times when you really need to leave your job without anything else,” said Fernández-Aráoz. For example, you may need to relocate because of your spouse’s job or quit to take care of a family member.

Second, short stints no longer hurt a resume. Sullivan said that employers have become more accepting of brief periods of employment. As many as 32% of employers expect ‘job-jumping.’ “It’s become part of life,” he added. In fact, people are most likely to leave their jobs after their first, second, or third work anniversaries, with Millennials especially prone to short stays at jobs. Sullivan’s research shows that 70% quit their jobs within two years. So the advice to stick it out at a job for the sake of your resume is just no longer valid.

Gaps in job history aren’t the sticking points they once were either, said Sullivan. You just have to show that your time off wasn’t a waste of time. Employers just want to know that you made use of the time either to gain a new skill, have a life-changing experience, or learn something new. Still, said Fernández-Aráoz, you should avoid jumping around if you can, not because of any potential damage to your future job prospects, but because of the emotional drain.

  1. “Don’t quit your job before allowing your current employer to make a counter offer.”

If you’re a valuable employee, Sullivan said that smart companies will try to convince you to stay. “If you’re on their priority list, it would be considered ‘regrettable turnover’ for them and they’ll do what they can to keep you.” Counteroffers, in fact, have become much more common, especially in industries where there’s talent scarcity, Fernández-Aráoz pointed out.

But be careful, he warned: “In my three decades of experience, I’m genuinely convinced that most counteroffers are bad for all parties.” He gives two reasons: First, there was a reason you started to look for another job and that’s unlikely to change despite your employer’s promises. Second, you’ve made a commitment to the new company and you should honor it. But, on the other hand, he added, you should analyze both alternatives and make a sound decision based on the unique situation you are in. Which opportunity will give you what you want in the future?

  1. “Never make a lateral move — a new job is your only chance of making a big leap in title and compensation.”

“That’s so last year,” said Sullivan. “Yes, the old model was that you were Assistant VP, then VP, then Senior VP. But that’s GM in the 1980s, not today’s organizations.” He said given how flat companies are today, there’s often nowhere to go in your current job or in another one. Focus instead on finding interesting work rather than worrying about lateral moves. Fernández-Aráoz agreed: “If you are going for title and compensation, think again!” More money and a better title rarely are what make you happy, he said. Instead, look for autonomy, mastery, and purpose.

  1. “You should always be looking for your next job.”

You want to be happy, not constantly searching, said Fernández-Aráoz. When you have found a job you love, looking for your next one is unnecessary. But, even if you’ve found a role that keeps you happy, you should still be learning and growing, added Sullivan. He points out that this doesn’t have to be a new role with a new company, but can be a different role or challenge in your existing job.

NEWS FROM BERMAN LARSON KANE:

July continued with a steady increase in contract hiring across several disciplines.  “It is our pleasure here at BLK to assist our clients with interim staffing augmenting skill and talent gaps” , comment Bob Larson, CPC  president BLK.

As the job creation numbers continue to improve and unemployment continues to decrease we are very optimistic about hiring projects over the last 4 months of the year.  We continue to experience an increase in talent shortages across various disciplines.