The Sr. Manager, Benefits, drives program execution and contributes to the strategy, design, administration, compliance, financial management, and employee experience for Fremont Bank's benefits, wellness, leave, disability, retirement, and workers' compensation programs. This role owns the annual planning and renewal cycle, ensures effective program implementation, and maintains competitive, compliant, and cost-effective offerings that support employee well-being and business objectives. As a key benefits subject matter expert, the Sr. Manager provides recommendations and insights on program performance, costs, regulatory requirements, and employee impact, while collaborating with cross-functional stakeholders to deliver high-quality programs and services.

Founded in 1964, Fremont Bank is one of the oldest independently owned banks in the Bay Area and has been consistently recognized as a Top Workplace for the past 15 consecutive years. Our foundation is built on relationships — with our clients, our associates, and our communities.

We offer:

• A people-first culture grounded in inclusion and excellence
• Deep community involvement and local reinvestment
• A mission-driven workplace where values and performance go hand in hand

• Full-Service Banking with comprehensive financial solutions, advanced technology, and exceptional service
• No-Compromise Approach — we help clients get to "yes"
• Core Values:
  • Go above and beyond for clients
  • Foster a supportive and empowering environment for associates
  • Deeply invest in the well-being of our local community

Strategy and Plan Design

• Evaluate benefits plan design, cost share structures, eligibility, employee contributions, and program offerings; analyze financial and employee impacts and recommend enhancements aligned with workforce and business objectives.
• Analyze workforce demographics, utilization, market trends, employee feedback, and regulatory changes to identify gaps and recommend priorities.
• Prepare annual strategy recommendations and decision materials for executive leadership and applicable benefit or retirement plan committees.
• Build, manage, and monitor comprehensive benefits budget including but not limited to forecast of program expenses and analysis of cost drivers and trends.

Annual Renewal and Plan Execution

• Lead the annual renewal and enrollment process, including project planning, vendor coordination, implementation activities, and communications.
• Lead vendor evaluations, RFPs, contract negotiations, and implementation activities in partnership with internal stakeholders.
• Ensure successful execution of annual enrollment activities, including quality reviews, issue resolution, and post-enrollment reconciliation.
• Manage broker, consultant, carrier, and vendor relationships throughout renewal, marketing, negotiation, and implementation processes.
• Translate approved program changes into operational requirements and oversee system configuration, testing, payroll deductions, eligibility rules, communications, and go-live readiness.

Benefits Administration and Employee Service

• Oversee the administration of health and welfare, retirement, voluntary, and related benefit programs, including but not limited to eligibility, enrollments, qualifying life events, beneficiary changes, coverage terminations, and continuation coverage.
• Ensure benefit deductions, contributions, funding files, vendor invoices, and carrier payments are processed accurately and reconciled timely.
• Maintain effective service channels for employees and managers. Resolve complex coverage, claims, eligibility, leave, and vendor issues while protecting employee privacy and applying plan terms consistently.
• Maintain plan documentation, administrative procedures, employee materials, and required program records.
• Oversee benefit-related systems, integrations, data feeds, and testing activities to ensure operational accuracy and effective controls.
• Develop and deliver employee communications that improve understanding, engagement, and utilization of benefit programs.

Leave of Absence and Workers’ Compensation Management

• Administer leave, disability, accommodation, return-to-work, and workers' compensation programs and related vendor relationships.
• Administer workers' compensation program, including timely injury intake and reporting, required forms, claim setup, employee and manager guidance, and coordination with the carrier or third-party administrator.
• Lead return-to-work and transitional duty efforts in coordination with employees, managers, medical providers, leave administrators, and the accommodations process.
• Partner with Employee Relations and Legal on the interactive process and reasonable accommodations under applicable disability and employment laws, while maintaining required medical confidentiality.
• Monitor claim activity, loss trends, vendor performance, premium drivers, and program effectiveness; recommend actions to manage risk, control costs, and improve outcomes.
• Analyze claim patterns and partner with Facilities, Risk, Legal, and business leaders on practical prevention measures and required injury and safety reporting.
• Monitor service levels, claim trends, employee experience, compliance requirements, and vendor performance; implement corrective actions as needed.
• Analyze program outcomes and recommend opportunities to improve compliance, employee support, operational effectiveness, and risk management.
• Coordinate and support required filings, disclosures, notices, reporting, and audits to ensure compliance with employee leave of absence, and workers' compensation process.

Wellness and Employee Wellbeing

• Partner with leadership to implement a wellness and well-being strategy that addresses physical health, emotional health, financial well-being, caregiving support, preventive care, and access to the employee assistance program.
• Analyze employee feedback, utilization trends, vendor reporting, and program outcomes to identify opportunities and recommend enhancements.
• Coordinate wellness initiatives, campaigns, events, incentives, and employee communications across the organization.
• Monitor participation, utilization, and employee experience metrics to evaluate program effectiveness and inform future recommendations.
• Manage relationships with wellness vendors and ensure program delivery aligns with organizational objectives and budget expectations.

Compliance, Risk Governance, and Vendor Management

• Ensure compliance with applicable federal, state, and local benefits, retirement, leave, disability, privacy, and workers' compensation laws and regulations.
• Coordinate required filings, disclosures, notices, reporting, testing, audits, and corrective actions associated with employee benefit programs. This includes, but is not limited to, nondiscrimination testing, Form 5500 filings, Affordable Care Act reporting, audits, and corrective actions.
• Support benefit and retirement plan governance activities, including committee administration, fiduciary documentation, meeting materials, and regulatory requirements.
• Maintain audit-ready records and effective controls related to eligibility, contributions, payments, plan changes, vendor management, privacy, and data security.
• Manage relationships with brokers, consultants, carriers, third-party administrators, and other benefit vendors to ensure service quality, compliance, cost effectiveness, and a positive employee experience.
• Partner with Legal, Risk, Information Security, Privacy, and Procurement to address compliance obligations, third-party risk management, and data protection requirements.
• Monitor vendor performance, contractual obligations, service level agreements, and issue resolution.

Leadership and Partnership

• Lead, coach, and develop benefits team, fostering a culture of accountability, continuous improvement, and exceptional service.
• Establish and maintain effective processes, controls, documentation, cross-training, and succession planning to support operational excellence.
• Serve as a trusted advisor to leaders, managers, and employees on benefits programs, policy interpretation, and complex employee matters.
• Lead change management and communication efforts related to program enhancements, vendor transitions, policy updates, and annual enrollment activities.
• Perform other duties consistent with the role's purpose and business needs.

• Bachelor's degree in Human Resources, Business, Finance, or a related field, or equivalent experience.
• 8+ years of progressive experience in benefits, total rewards, or HR.
• 3+ years of leadership experience managing employees, vendors, projects, or cross-functional initiatives.
• CEBS, CBP, SHRM-SCP, SPHR, or similar certifications are a plus.
• Experience administering health and welfare, retirement, leave, disability, accommodation, workers' compensation, and wellness programs in California.
• Experience managing benefit budgets, renewals, annual enrollment, vendor implementations, and program operations.
• Experience with benefits administration systems, HRIS platforms, payroll integrations, reporting, and data management.
• Experience supporting audits, regulatory reporting, and governance activities.
• Experience in banking, financial services, or another regulated industry preferred.

Physical Requirements

The physical requirements described below are representative of those that must be met to successfully perform the essential functions of this position, with or without reasonable accommodation.

• Ability to remain in a stationary position for extended periods (e.g., sitting or standing).
• Frequent use of a computer and other office equipment.
• Ability to communicate effectively with colleagues and customers.
• Occasionally move or lift items up to 10 pounds.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the position.

• Team Players who go above and beyond to support their colleagues
• Action-Oriented professionals who challenge the status quo and seek improvement
• Purpose-Driven individuals who understand and champion the bank’s community impact

Health & Wellness

• Medical, dental, and vision insurance
• Flexible Spending Accounts (FSA, Dependent Care, Health Savings)

Financial & Retirement

• Employee Stock Ownership Plan (ESOP)
• 401(k) with employer match
• Performance-based bonuses or incentives

Work-Life & Perks

• Paid holidays, vacation, and sick time
• Free personal checking and savings accounts
• Home loan rate discounts
• Tuition reimbursement and professional development resources
• On-site gym and discounted health club memberships
• Employee Assistance Program (EAP)

Fremont Bank is proud to be an Equal Opportunity Employer. We are committed to creating an inclusive environment for all employees, regardless of race, color, religion, sex, gender identity, sexual orientation, national origin, age, disability, veteran status, or any other protected classification.

The hiring salary range is based on factors such as experience, skills, education, and internal equity. Compensation decisions are made in consideration of these factors and in alignment with Fremont Bank’s compensation philosophy.

The Employee Stock Ownership Plan (ESOP) is a way for Fremont Bank to contribute to the financial well-being of associates by making a contribution to their retirement account. In addition, the ESOP provides associates an opportunity to share in the growth and prosperity of Fremont Bank.

Fremont Bank does not accept unsolicited resumes from search firms or agencies without a signed service agreement. Unsolicited resumes will be considered the property of Fremont Bank, and no fees will be paid.