Sr. Benefits and Compensation Specialist

About LiDestri Foods

LiDestri Foods has grown from our roots as a pasta sauce and salsa manufacturer to become an R&D engine, formulating and producing innovative food products for our national and retailer brand partners. A family-run company based in Rochester, NY, LiDestri employs over 1,000 people across three U.S. locations. We have decades-long partnerships with some of the most respected consumer packaged goods (CPG) companies and the most highly inventive retailer brands. 

Excellent Pay and Benefits:

• Great career-pathing
• Professional development, including unlimited online training courses
• Health insurance with premium contributions
• Dental, vision, HSA
• 100% company paid life insurance and long-term disability
• 401k – with employer match
• Paid time off to include- vacation, sick pay, wellness time off, and 10 holidays
• Company bonuses
• And many more….

POSITION SUMMARY: 

The Sr. Benefits & Compensation Specialist is responsible for the administration, compliance, and continuous improvement of the Company's compensation, benefits, leave of absence/accommodations, and performance management programs. This role serves as the organization's subject matter expert for leave administration and employee accommodations while partnering with HR, Payroll, Finance, managers, and external vendors to deliver compliant, efficient, and employee-centered HR programs.

The position provides analytical support for compensation planning, job evaluations, market benchmarking, regulatory reporting, HR compliance, and performance management initiatives. This individual also plays a key role in driving process improvements, ensuring data integrity, supporting audits, and maintaining compliance with applicable federal, state, and local employment laws.

DUTIES & RESPONSIBILITIES: 

Leave of Absence & Accommodations

• Serve as the subject matter expert on NYS leave of absence programs, including Workers’ Compensation, Family & Medical Leave, Paid Family Leave, Short-Term Disability (statutory & supplemental), Long-Term Disability, ADA leave, and workplace accommodations.
• Administer leave programs from initiation through return to work, ensuring compliance with applicable federal and state regulations.
• Monitor employee leave status, communicate updates to HR and management, resolve escalated issues with carriers, and ensure accurate benefit premium collection for employees on leave.
• Develop, maintain, and update leave administration procedures, forms, letter templates, and employee handbook content.
• Train, coach, and mentor HR Team on leave policies, regulatory requirements, and standard operating procedures.
• Facilitate weekly leave management meetings with HR Team.
• Participate in weekly Environmental, Health, & Safety meetings to review workplace injuries, workers’ compensation claims, and return-to-work activities.

Compensation Administration

• Support the Company’s pay-for-performance philosophy through the administration of compensation programs.
• Conduct market pricing, benchmarking, internal equity analysis, and compensation studies to support annual salary planning and organizational competitiveness.
• Evaluate positions for appropriate salary grade assignment, exemption status (FLSA), and organizational alignment.
• Develop compensation recommendations based on market data, internal equity, and business needed.
• Maintain job descriptions, compensation documentation, salary structures, and related records.
• Participate in compensation and benefit surveys to monitor external market trends and recommend program enhancements.

Performance Management

• Administer all performance management cycles, including 90-day new hire reviews, anniversary date evaluations, common date annual performance reviews, corrective actions, and ad hoc evaluations.
• Configure and maintain performance management cycles and workflows within the HRIS
• Coordinate communication of merit awards/salary changes to HR Team, Payroll and management.
• Monitor completion rates and provide regular progress reporting to HR Team.

Benefits Administration

• Support annual Open Enrollment activities, including system configuration, employee communications, educational presentations, enrollment processing, and employee assistance.
• Process benefit enrollments, qualifying life events (QLEs), Qualified Medical Support Orders (QMSOs), Evidence of Insurability (EOIs), proof of dependent relationships, and related transactions.
• Monitor Medicare eligibility and dependent aging notifications including ommunication of benefit options to affected employees.
• Reconcile benefit vendor invoices with HRIS enrollment data to ensure accuracy and timely payment. Includes reconciliation of COBRA invoices and receipts.
• Responsible for monthly ACA reporting, resolution of issues, and year-end reconciliation.
• Generate monthly benefits cost reporting for Finance.

HRIS, Payroll, & Compliance

• Maintain and audit data integrity within HRIS and ensure accurate benefits, compensation, and performance information.
• Audit weekly payroll changes and serve as primary backup payroll processor when needed.
• Prepare and submit EEO-1 and CA Pay Data annual reports.
• Maintain electronic labor law postings, handbook acknowledgements, compliance notices, and policy distributions within the HRIS.
• Provide documentation and reporting support for customer, regulatory, and third-party audits, including SMETA and other compliance reviews as required.

HR Operations & Continuous Improvement

• Identify opportunities to improve HR processes, systems, reporting, and operational efficiency.
• Develop reports, Dashboards, and analytics to support HR decision-making.
• Collaborate across HR and other business functions to support strategic initiatives and organizational objectives.
• Participate in special projects and other duties, as assigned.
• Follow all Company safety, food safety, quality, and regulatory requirements.

REQUIRED EDUCATION, SKILLS & EXPERIENCE:

• Bachelor’s degree in Human Resources, Organizational Development, or Business Administration or a related field preferred; equivalent combination of education and experience will be considered.
• Minimum four (4) years professional level Compensation, Benefits & Leave Admin experience required.
• Professional HR designation desired (PHR, SHRM-CP, CEBS, CCP).
• Comprehensive knowledge of federal and state employment laws related to leave administration, benefits, compensation, ADA accommodations, FLSA, ACA, COBRA, and HR compliance.
• Solid understanding of job evaluation methodologies and market survey tools.
• High proficiency in HRIS platforms including experience with Payroll; ADP experience preferred.
• Excellent verbal, written, and presentation, and interpersonal communications skills.
• Advanced Microsoft Excel skills, including data analysis, reporting, and spreadsheet modeling.
• Strong analytical skills with experience interpreting compensation and HR data.
• Ability to learn quickly; understand and communicate the Company's organizational structure, culture, positions, policies and procedures.
• Attention to detail, organized and thorough with a desire for continuous process improvement.
• Strong team player with a proactive and collaborative approach to problem solving.
• Ability to maintain strict confidentiality and handle highly sensitive information.

WORKING CONDITIONS: 

• Regularly required to sit, use hands
• Occasionally need to lift and/or move up to 10 pounds, with a potential of up to 25 pounds
• Sedentary office environment
• Occasional exposure to manufacturing plant floor requiring the use of personal protective equipment (ear plugs, safety glasses, bump cap, skid-resistant leather shoes, etc.)
• Must follow Good Manufacturing Practice (hair net, no jewelry, no fake nails or eyelashes, no food/drink, gum, etc. in manufacturing Plant)

DISCLAIMER: The duties listed above are intended only as illustrations of the various types of work that may be performed and is not an inclusive summary of job duties and responsibilities. The omission of specific statements of duties or responsibilities does not exclude them from the position. This job description does not constitute an employment agreement between the employer and the employee and is subject to change by the Company as the needs of the Company and requirements of the job change.