Alfred Street Baptist Church is undertaking a full HRIS and ATS platform migration from ADP Workforce Now and ClearCompany to UKG Ready, with a planned go-live of August/September 2026. Concurrent with the HRIS migration, ASBC is also transitioning to a new 401(k) plan provider, with the goal of aligning the changeover with the UKG go-live. This adds a third major benefits workstream — provider selection, plan transition, blackout period management, and employee education — to an already compressed timeline.

This contractor engagement is designed to maintain operational continuity across core HR functions — with particular emphasis on benefits administration, open enrollment planning, and 401(k) transition support — while the internal team focuses on the technology transition. The contractor will serve as a seasoned operational resource, not a project-based consultant, embedded in the day-to-day work of the HR department for the duration of the migration.

Benefits Administration, Open Enrollment & 401(k) Transition

Ongoing Benefits Operations (April – October)

• Serve as the primary point of contact for employee benefits questions, claims escalations, and enrollment changes during the migration period.
• Process qualifying life events, new hire enrollments, and termination-related benefits actions in ADP (pre-go-live) and support transition to UKG (post-go-live).
• Manage relationships with benefits vendors and third-party administrators, including coordinating issue resolution for employees.
• Audit and reconcile monthly benefit invoices in partnership with the HR Coordinator.
• Administer leave programs (FMLA, STD, LTD, workers' compensation), ensuring legal timelines and documentation requirements are met throughout the transition.

Open Enrollment Planning & Execution (July – October)

• Partner with the HR Director and HR Manager to develop the open enrollment strategy, timeline, and communications plan for the 2027 plan year.
• Coordinate with benefits brokers on plan renewals, rate negotiations, and plan design changes.
• Build and test benefits plan configurations in UKG Ready in collaboration with the HR Manager and implementation team.
• Lead or support open enrollment information sessions for staff.
• Process enrollment elections, validate data accuracy, and reconcile post-enrollment reports.

401(k) Plan Transition — Implementation, Training & Communication (June – October)

Note: The HR Director leads the 401(k) provider selection process. The contractor's role begins once the provider decision is made, focusing on implementation execution, employee communication, and training that would otherwise fall to the HR Manager.

• Serve as the operational point of contact with the outgoing and incoming recordkeepers during the transition, coordinating data transfer, account mapping, and enrollment setup on behalf of the HR Manager.
• Coordinate the blackout period — develop the employee communication plan, ensure required notices (advance blackout notice per ERISA §101(i)) are distributed within regulatory timelines, and manage employee questions during the blackout window.
• Partner with the incoming provider to configure 401(k) enrollment, contribution elections, and loan/hardship processes within UKG Ready, ensuring seamless payroll integration at go-live.
• Develop employee education materials for the new plan — comparison guides, enrollment instructions, FAQ documents, and investment option summaries — and lead or support employee information sessions.
• Manage the post-transition stabilization: validate that contribution deductions flow correctly from UKG to the new recordkeeper, resolve enrollment discrepancies, and confirm loan repayment continuity.

Employee Relations & Lifecycle Support

• Serve as a Tier 2 escalation resource for employee relations matters the HR Coordinator cannot resolve independently, investigating and recommending resolutions in accordance with ASBC policies.
• Process complex employee lifecycle transactions (FMLA determinations, ADA accommodation requests, involuntary separations) that require experienced judgment.
• Support the HR Manager on any active performance improvement plans, ensuring documentation and follow-up timelines are maintained during her migration workload.

Payroll Coordination

• Serve as a backup resource for bi-weekly payroll coordination with Finance, ensuring pay-impacting changes (new hires, terminations, status changes, benefit deductions) are processed accurately and on time in ADP during the transition period.
• Support parallel payroll testing during UKG go-live to validate accuracy.

Recruiting Process Support (as needed)

• Provide backup support for the recruiting process during peak migration periods — not as a primary recruiter, but available to assist the HR Generalist with logistics such as scheduling interviews, coordinating candidate communications, or maintaining job postings if the Generalist's bandwidth is constrained by ATS configuration work.

Staff Training & Change Management Support

• Support the HR Generalist in developing and delivering training materials for staff on the new UKG platform, particularly benefits self-service and open enrollment navigation.
• Serve as an additional resource for employee questions during the first 30–60 days post-go-live when inquiry volume will be highest.

Required:

• 7+ years of progressive HR experience with deep benefits administration expertise, including open enrollment management, leave administration, vendor coordination, and retirement plan transitions.
• Direct experience executing a 401(k) provider changeover — specifically the implementation side: recordkeeper coordination, blackout period compliance, employee communication and training, and payroll integration. Provider selection experience is not required.
• Hands-on experience with ADP Workforce Now (critical for the first four months of the engagement while ADP is still the system of record).
• Strong knowledge of federal and state employment law, with particular depth in FMLA, ADA, COBRA, ACA, and ERISA compliance.
• Experience supporting organizations through HRIS transitions — the contractor should be comfortable operating in a dual-system environment and not thrown by process ambiguity during the switchover.
• Ability to work independently with minimal ramp-up time; this is a "hit the ground running" engagement.

Strongly Preferred:

• Experience with UKG Ready (benefits module, retirement plan integrations, employee self-service, open enrollment configuration).
• Familiarity with 401(k) plan administration, ERISA compliance, and Form 5500 reporting.
• Prior experience in nonprofit or faith-based organizations.
• Leave management specialization (FMLA, STD/LTD, workers' compensation).
• Comfort with employee relations investigations and documentation.

Work Arrangement:

• Hybrid, with on-site availability at ASBC (Alexandria, VA) as needed for open enrollment sessions, staff training, and go-live support.
• Core availability during ASBC business hours with flexibility for open enrollment events.

How to Apply

Submit a resume and cover letter through our online application system.

Alfred Street Baptist Church is an Equal Opportunity Employer. We are committed to creating a diverse, equitable, and inclusive workplace. Applicants needing reasonable accommodation in the hiring process may contact careers@alfredstreet.org. Employment offers are contingent upon a background check.