MD-Benefits

Responsible for the design, execution, and governance of employee benefits programs. Ensures that benefits offerings are competitive, cost-effective, and aligned with organizational goals and employee needs. Lead multiple teams and collaborate with internal stakeholders and external partners to deliver high-impact benefits solutions across the organization.

ESSENTIAL JOB DUTIES/RESPONSIBILITIES:

• Lead the development and implementation of comprehensive benefits strategies, including health and welfare, retirement, and other ancillary programs.
• Ensure benefits programs support talent attraction, retention, and employee well-being.
• Monitor regulatory changes and emerging trends to inform program design.
• Oversee administration of core benefits programs including medical, dental, vision, prescription drugs, life insurance, disability, retirement, and job-related perquisites.
• Ensure compliance with legal and regulatory requirements across all benefit offerings.
• Partner with Finance and Legal to manage plan funding, governance, and risk.
• Conduct regular benchmarking and cost analysis to ensure competitiveness and fiscal responsibility.
• Evaluate coverage options and recommend changes to optimize value and employee experience.
• Lead participation in industry surveys and benefit studies.
• Develop and deliver clear, engaging communications to employees and leaders regarding benefit plans, features, and options.
• Provide strategic consultation to HR Business Partners and senior leaders on benefits-related matters.
• Manage relationships with insurance carriers, brokers, consultants, and other external partners.
• Lead vendor selection, contract negotiation, and performance management.
• Ensure service delivery meets organizational standards and employee expectations.
• Comply with all applicable laws/regulations, as well as company policies/procedures.
• Perform other duties as assigned.

Minimum education

• Bachelor's degree Human Resources, Business, Finance, or related field; Master's degree preferred.

Minimum experience

• Ten (10) years of progressive experience in benefits, human resources, finance, insurance, compliance, risk management or delivering comprehensive employee programs, with at least 3 years in a leadership role.

Knowledge, skills and abilities

• Deep knowledge of benefits regulations, plan design, and market trends.
• Strong analytical, communication, and leadership skills.
• Proven ability to lead cross-functional teams and influence senior stakeholders.

JOB CONDITIONS:

• Some travel required.

Preferred Qualifications:

Pay Transparency: Posting Date: 09/22/25. Will remain posted 60 days (unless filled/canceled sooner). Current FedEx employees apply at enterprisecareers.fedex.com. Others apply at careers.fedex.com.

Pay:

Additional Details: This job can be domiciled at any FXF location.

Pay Transparency:

Pay Range: $135,000.00 - $270,000.00 per year Colorado Pay Ranges: Springfield $135,000 - $270,000; Colorado Springs, Grand Junction $135,000 - $270,000; Henderson, Mead $135,000 - $270,000; Gypsum $135,000 - $270,000 Illinois Pay Ranges: East Moline, Effingham, Kankakee, Lincoln, Quincy, Rockford $135,000 - $270,000; Aurora, Bolingbrook, Chicago Heights, Des Plaines, Elmhurst, Forest View, Joliet, Schaumburg, Summit-Argo, Zion $135,000 - $270,000 New York Pay Ranges: Plattsburgh, Buffalo, Watertown, North Chili, East Syracuse, Nichols $135,000 - $270,000; Nichols $135,000 - $270,000; Bethpage, Montgomery, West Babylon $135,000 - $270,000

FedEx Freight is an Equal Opportunity Employer, including disabled and veterans.

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• Pay Transparency

If you have a disability and you need assistance in order to apply for a position with FedEx Freight, please call 800-888-8252 or e-mail at ADAAssistance@freight.fedex.com.

FedEx Freight will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.