Benefits Manager

Job Description

Benefits Manager

Position Type:   

Full Time

Exempt

Hybrid Flexible (work in the office for 3 days, as needed, on a flexible schedule, typically on Mondays, Tuesdays and Thursdays)

Location:         Los Angeles

Residency Requirements: 

Washington D.C.: For all positions based in the Washington, D.C. office, residency within Washington D.C., Maryland or Virginia and within a reasonable commutable distance to the assigned office is required depending on the firm's discretion and the nature of the role.

Los Angeles and San Francisco Offices: For all positions based in the Los Angeles and San Francisco offices, residency within the state of California and within a reasonable commutable distance to the assigned office is required depending on the firm's discretion and the nature of the role.

Salary Range:         $165,000.00 - $180,000.00 annually *

*The salary range is the one that Munger, Tolles & Olson LLP reasonably expects to pay for this position.  The salary range does not guarantee, obligate, nor set expectations of an applicant’s wage in the event of hire.  The posted range is only one component of Munger, Tolles & Olson LLP’s Total Rewards package.

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The Benefits Manager is responsible for leading the administration, strategy and day-to-day operation of the firm's employee benefits and leave management programs. This role is ideal for a seasoned HR professional with deep expertise in benefits administration and regulatory compliance. The Benefits Manager will oversee benefits renewals, vendor relationships, reporting, employee communications, and team operations to ensure the effective delivery of benefits programs and services.

Working closely with HR leadership, the Benefits Manager evaluates program effectiveness, develops recommendations for program improvements, and manages relationships with benefit vendors and service providers. This role serves as the primary resource for benefits administration and operations while ensuring benefits programs remain compliant, competitive, and responsive to employee needs.

The Benefits Manager directly supervises the Senior Benefits Analyst and Benefits Coordinator and is responsible for establishing team priorities, supporting employee service delivery, and ensuring the consistent administration of benefits programs.

Job Functions & Responsibilities

Benefits & Leave Administration

• Oversee the administration of all employee benefit programs, including medical, dental, vision, disability, life insurance, retirement, leave, wellness, and other benefit offerings.
• Actively participate in benefit plan design decisions including plan structures, coverage tiers, employer/employee contributions, eligibility rules, and program enhancements.
• Evaluate employee utilization, feedback, and market benchmarks to recommend improvements to benefit offerings.
• Document and maintain Standard Operating Procedures (SOPs) and ensure SOPs are updated on a regular basis.
• Own the employee leave experience and internal oversight of the end-to-end lifecycle of all employee leaves including PDL, FMLA, CFRA, SDI/PFL-related leaves.
• Partner with the HRIS and Payroll team with the transfer of data to support services, premiums and plan administration.
• Support the administration, governance, and compliance of MTO’s retirement programs, including oversight of the 401(k) plan, partnership with Principal and external advisors, chairing retirement committee activities, and ensuring adherence to fiduciary and regulatory requirements.
• Coordinate closely with Payroll to ensure accurate pay and deductions, and alignment with leave status and vendor data, as applicable.
• Ensure benefits programs are administered accurately, efficiently, and in accordance with firm policies.
• Support employee understanding of benefit programs through communication and education efforts.

Vendor Management & Renewals

• Lead the annual benefits renewal process and develops recommendations regarding plan design, vendor selection, and renewal strategies for review with HR leadership.
• Manage relationships with brokers, consultants, insurance carriers, third-party administrators, and other benefit service providers.
• Lead vendor performance reviews and monitors service levels, plan effectiveness, and overall vendor performance.
• Evaluate market offerings and emerging solutions, making recommendations regarding vendors, plan enhancements, and program improvements.
• Negotiate and manages vendor contracts, service agreements, and renewal discussions as appropriate.
• Resolve vendor issues and escalate to Associate, Director of Human Resources for complex cases.

Financial Management & Reporting

• Prepare benefits budgets, forecasts, utilization reports, and financial analyses for review with HR leadership.
• Monitor benefit plan costs, participation trends, and utilization patterns.
• Review billing, reconciliations, and financial reporting activities.
• Develop recommendations related to program effectiveness, cost management, and service improvements.
• Utilize benefits data and reporting to support operational and business decisions.

Compliance & Operational Effectiveness

• Lead year-end Affordable Care Act (ACA) administration, including 1095-C preparation, filings, and required employee/state communications.
• Monitor benefits compliance with applicable federal, state, and local regulations (e.g., ERISA, ACA, HIPAA, COBRA), and manage required filings and audits.
• Oversee Summary of Benefits Disclosure (SBD) compliance, ensuring benefit materials accurately reflect current plan designs and are updated and available to participants in a timely manner.
• Support benefits governance activities, including ERISA calendar items, required filings and notices, and nondiscrimination testing.
• Maintain oversight of benefits policies, procedures, and operational controls.
• Identify compliance or operational risks and develops recommendations to address them.
• Support process improvement efforts that enhance efficiency, consistency, and service quality.

Team Leadership & Cross-Functional Partnership

• Directly supervises the Senior Benefits Analyst and Benefits Coordinator.
• Establish team priorities, workload distribution, service expectations, and operational goals.
• Provide coaching, mentoring, performance management, and professional development.
• Develop cross-training and continuity plans to support effective team operations.
• Partner with HR Business Partners, Recruiting, HR Operations, Payroll, Finance, and other departments to support benefits-related initiatives.
• Support departmental projects and other duties as assigned.

Tools

• Workday – HRIS
• Microsoft Office – Excel, PowerPoint, Word, Outlook

Minimum Job Qualifications

• Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, or a related discipline; or equivalent combination of education and relevant experience.
• Professional certification such as CEBS, CBP,
•  SHRM-CP, SHRM-SCP, PHR, SPHR, or similar certification preferred.
• 8+ years of progressive experience in benefits administration, benefits management, total rewards, or a closely related field.
• Demonstrated experience leading and administering complex employee benefits programs, including health and welfare plans, leave programs, retirement plans, and wellness initiatives.
• Experience managing vendors, brokers, consultants, insurance carriers, and third-party administrators.
• Strong knowledge of applicable benefits laws and regulations, including ERISA, ACA, HIPAA, COBRA, FMLA/CFRA, ADA, and related compliance requirements.
• Demonstrated experience evaluating program effectiveness, analyzing utilization data, and developing recommendations to improve benefits programs and employee experience.
• Experience preparing budgets, financial analyses, forecasts, and business cases related to benefits programs.
• Proven leadership experience, including coaching, mentoring, performance management, and development of team members.
• Strong analytical and problem-solving skills with the ability to interpret complex data and make informed recommendations.
• Excellent communication, presentation, vendor management, and relationship-building skills.
• Advanced proficiency with Workday, Microsoft Excel, and other business applications used for benefits administration and reporting.
• Law firm or professional services experience preferred.

Physical Demands

Writing, typing, reading, speaking, hearing, seeing, sitting, bending, reaching, lifting up to 25 lbs

Working Conditions

Quiet office environment in a high-rise building, seated the majority of the time

Direct Reports

Yes

Competencies

• Communicates effectively: Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.
• Being resilient: Rebounding from setbacks and adversity when facing difficult situations.
• Collaborates: Building partnerships and working collaboratively with others to meet shared objectives.

•  Instills trust: Gaining the confidence and trust of others through honesty, integrity, and authenticity.

• Customer focus: Building strong customer relationships and delivering customer-centric solutions.
• Drives results: Consistently achieving results, even under tough circumstances.
• Situational adaptability: Adapting approach and demeanor in real time to match the shifting demands of different situations.

• Organizational savvy: Maneuvering comfortably through complex policy, process, and people-related organizational dynamics.
• Manages complexity: Making sense of complex, high quantity, and sometimes contradictory information to effectively solve problems.
• Action oriented: Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.

The Benefits Manager role is an amazing opportunity available on our team of professionals at Munger, Tolles & Olson, LLP! We offer competitive pay, benefits and an opportunity to make an impact in today’s world.

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About Munger, Tolles & Olson

Munger, Tolles & Olson has topped The American Lawyer’s A-List a record twelve times, and maintains the highest average A-List ranking in the history of the award.

We strive to hire only the most qualified and creative lawyers. We believe that clerkships provide valuable experience. In this regard, nearly 75% of our lawyers and over 80% of our litigators served as law clerks to federal or state judges and sixteen attorneys were clerks to U.S. Supreme Court Justices. We recruit and retain the best professional talent to support our Attorneys with a focus on service and excellence. We have a full spectrum of functional positions including Information Technology, Information Security, Accounting, Human Resources, Legal Support, and Marketing.

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MTO is an equal opportunity employer and does not discriminate in employment on the basis of race, including but not limited to hair texture and protective hairstyles (for example, braids, locks, and twists), color, ethnicity, religion, gender, gender identity or expression, pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth and breastfeeding, marital or domestic partner status, parental or family care status, national origin, ancestry, age, sexual orientation, disability or medical condition, genetic characteristic, political affiliation, military or veteran status, or any other characteristic protected by federal, state or local law.  It is the policy of Munger, Tolles & Olson LLP to prohibit discrimination, unlawful harassment (including sexual harassment), and retaliation.  This commitment prohibits such conduct by any individual involved in MTO’s operations and by anyone doing business with or on behalf of Munger, Tolles & Olson LLP.

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We are a talent-first Firm and are always looking for great people. We encourage you to apply even if the level of this position is not an exact match to your qualifications. This may not guarantee your placement into the opening; however, it is always worth exploring if there is an opportunity for the future.

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Munger, Tolles & Olson LLP (MTO) does not accept unsolicited resumes from 3rd parties or agencies.  Any unsolicited resumes and profiles received from 3rd parties or agencies will be considered property of MTO and no fees will be due or paid.  If you wish to become an approved Agency with MTO, please contact a member of the MTO Talent Acquisition Team.