Benefits administrator with 6 years running health and welfare and retirement plans for healthcare employers. Administers benefits for 3,400 employees in Workday and recovered $96k in carrier overbilling in 2025 through monthly invoice reconciliation. Answers employee questions clearly and keeps COBRA, ACA and leave processes on schedule.
Experience
Benefits Administrator, Canyon Ridge Regional Medical Center (Albuquerque, NM)
Jan 2022 – Present
Administer medical, dental, vision, life, disability and 403(b) plans for 3,400 employees in Workday
Ran 2025 open enrollment with 97% of elections completed on time, leading 12 employee information sessions
Reconcile $2.8M in monthly carrier invoices, recovering $96k in 2025 premiums billed for terminated members
Coordinate COBRA and FMLA leave with the TPA and prepare ACA 1095-C data and Form 5500 support for auditors
HR and Benefits Coordinator, Sandia Peak Payroll Services (Albuquerque, NM)
Mar 2020 – Dec 2021
Processed enrollments and fixed carrier EDI file errors for 25 client companies
Answered about 40 employee benefits questions a week by phone and email
Education
BBA in Human Resource Management, Rio Abajo State University (Aug 2016 – Dec 2019)
Skills
Benefits: health and welfare plans, 403(b), open enrollment, leave of absence, carrier EDI feeds
A strong Benefits Administrator resume shows the people programs and processes you ran, and how they improved hiring, retention or efficiency. Put your most relevant recent role first and make every bullet show a result, not a duty.
Sections, in order
Summary
Experience
Skills
Education
Length: One page for most candidates; move to two only if every line is relevant.
Summary: Write two or three lines: your role, your strongest skills, and one result that proves them.
Skills to feature
Talent acquisition
Employee relations
HRIS (Workday, BambooHR)
Compensation and benefits
Performance management
Onboarding
Employment law compliance
Process improvement
People analytics
Change management
Example bullet points
Rebuilt the engineering hiring loop, cutting time to hire from 52 to 31 days across 80 hires
Launched a structured onboarding program that raised 90-day retention from 82% to 95%
Moved payroll and benefits to Workday for 600 employees with zero missed pay cycles
Tips from recruiters
Show the size of the population you supported (headcount, locations, countries).
Name certifications such as SHRM-CP or CIPD near the top if the role asks for them.
Describe sensitive work by outcome and scope, never by individual cases.
Recommended templates
Classic (ATS-friendly): Jake's-style LaTeX classic: small caps and hairline rules
Modern (ATS-friendly): Clean single column with accent headings and rules
Executive (ATS-friendly): Centered executive layout with serif headings
Benefits Administrator resume FAQ
What should a Benefits Administrator resume include?
A Benefits Administrator resume should show the people programs and processes you ran, and how they improved hiring, retention or efficiency. Use these sections in this order: Summary, Experience, Skills and Education. Put your most relevant recent role first and make every bullet show a result, not a duty.
What is the best resume template for a Benefits Administrator?
Classic, Modern and Executive work well for Benefits Administrator roles. They are single-column with standard headings, so applicant tracking systems (ATS) parse them reliably.
How long should a Benefits Administrator resume be?
One page for most candidates; move to two only if every line is relevant.
Which skills should a Benefits Administrator put on a resume?
Prioritize the skills named in the job posting. Common ones for Benefits Administrator roles are Talent acquisition, Employee relations, HRIS (Workday, BambooHR), Compensation and benefits, Performance management and Onboarding.
How do I write strong Benefits Administrator resume bullet points?
Start with an action verb, say what you did, and end with a measurable result such as time to hire, offer acceptance rate and retention. For example: "Rebuilt the engineering hiring loop, cutting time to hire from 52 to 31 days across 80 hires."