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Cobra Manager Jobs in Indiana (NOW HIRING)

Cabinetworks

HR Manager

Culver, IN

$95K - $120K/yr

As the HR Manager in Manufacturing at Cabinetworks Group, you play a vital role in supporting the ... COBRA, and EEOC. * Proficient computer skills required, including Microsoft Office Suite.

Cabinetworks Group

HR Manager

Culver, IN · On-site

As the HR Manager in Manufacturing at Cabinetworks Group, you play a vital role in supporting the ... COBRA, and EEOC. * Proficient computer skills required, including Microsoft Office Suite.

White Lodging Careers

Total Rewards Manager

Merrillville, IN · On-site

$78K - $105K/yr

Maintain compliance calendars covering ACA, ERISA, and COBRA requirements - and help monitor pay ... Help manage job matching, compensation survey submissions, and the compensation database - ensuring ...

Beacon Health System

Supv Benefits

Granger, IN

Managing the day-to-day operations of the Beacon Retirement Plans. * Processing all invoices ... COBRA, tuition reimbursement, employee discounts and other applicable employee benefits.

Beacon Health System

Supv Benefits

Granger, IN · On-site

Managing the day-to-day operations of the Beacon Retirement Plans. * Processing all invoices ... COBRA, tuition reimbursement, employee discounts and other applicable employee benefits.

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Cobra Manager information

What is the difference between Cobra Manager vs Safety Coordinator?

AspectCobra ManagerSafety Coordinator
CertificationsOSHA, OSHA 30/500, First Aid/CPROSHA, OSHA 30, First Aid/CPR
Work EnvironmentConstruction sites, industrial facilitiesOffice, industrial, construction sites
Employer & IndustryManufacturing, construction, energyConstruction, manufacturing, corporate
Primary FocusManaging OSHA compliance, safety policiesImplementing safety programs, training

The Cobra Manager primarily oversees OSHA compliance and safety policies on-site, while the Safety Coordinator focuses on implementing safety programs and training employees. Both roles require similar certifications and work in related environments, but the Cobra Manager has a broader managerial responsibility for safety compliance, whereas the Safety Coordinator emphasizes safety education and risk mitigation.

What are the key skills and qualifications needed to thrive as a cobra manager?

To thrive as a COBRA Manager, you need expertise in employee benefits administration, comprehensive knowledge of COBRA regulations, and experience with compliance procedures, often supported by a bachelor's degree in human resources or a related field. Familiarity with benefits administration software, HRIS systems, and relevant certifications like CEBS (Certified Employee Benefit Specialist) or SHRM-CP is typically expected. Strong attention to detail, problem-solving skills, and effective interpersonal communication enable successful interactions with employees and regulatory agencies. These skills ensure accurate compliance, minimize legal risks, and support a smooth benefits continuation process for organizations and their employees.

What are some common challenges faced by a cobra manager, and how can they be addressed?

COBRA Managers often encounter challenges such as staying current with regulatory updates, managing large volumes of data, and ensuring timely communications with beneficiaries. To address these, it's important to establish robust processes for tracking deadlines, leverage benefits administration software, and participate in ongoing training or professional development. Collaboration with HR, legal, and payroll teams is also key to ensuring compliance and preventing costly errors.

What is a cobra manager?

Cobra Managers are professionals responsible for overseeing the administration and compliance of COBRA (Consolidated Omnibus Budget Reconciliation Act) benefits within an organization. They ensure that eligible employees and their dependents are properly notified of their rights to continue health insurance coverage after certain qualifying events, such as job loss or reduction in work hours. Cobra Managers also handle enrollments, process payments, and maintain records to ensure compliance with federal regulations. Their role is essential in helping both employers and employees navigate the complexities of COBRA laws and avoid costly penalties.
What are the most commonly searched types of Cobra jobs in Indiana? The most popular types of Cobra jobs in Indiana are:
What are popular job titles related to Cobra Manager jobs in Indiana? For Cobra Manager jobs in Indiana, the most frequently searched job titles are:
What job categories do people searching Cobra Manager jobs in Indiana look for? The top searched job categories for Cobra Manager jobs in Indiana are:
What cities in Indiana are hiring for Cobra Manager jobs? Cities in Indiana with the most Cobra Manager job openings:
Cobra Manager jobs near you
Infographic showing various Cobra Manager job openings in Indiana as of June 2026, with employment types broken down into 100% Full Time. Highlights an 82% In-person, and 18% Remote job distribution.

Compensation & Benefits Manager

InPwr Inc

Indianapolis, IN

$76K - $102K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 6 days ago

Job description

InPwr, Inc. is looking for a Compensation & Benefits Managerto join our dynamic team!


We are an award-winning electrical design-build firm headquartered in Indianapolis, IN, with offices in Denver, CO, Los Angeles, CA, and Naples, FL. Named a 2019, 2022, 2023, 2024 and 2026 Top Places to Work, we believe in building it better, focus on complex opportunities, and taking the electrical design to the next level, with licenses in over forty states and projects across the nation.


We InPwr people through personal commitment, relentless dedication, and driving results together. Come Join our Team!


SUMMARY
The Compensation & Benefits Manager is responsible for the design, development, implementation, administration, and continuous improvement of InPwr's Total Rewards strategy. This position serves as the subject matter expert for compensation, benefits, job architecture, incentive compensation, sales commissions, executive and long-term incentive plans, and all company-sponsored health and welfare benefit programs.


This role partners closely with executive leadership, Finance, Payroll, Talent Acquisition, and people leaders to ensure compensation and benefit programs attract, retain, and motivate top talent while supporting the Company's growth strategy and maintaining market competitiveness and regulatory compliance.


KEY LEADERSHIP RESPONSIBILITIES
Compensation Strategy & Administration
Design, administer, and continuously improve the Company's overall compensation philosophy and programs.
Develop and maintain market-competitive salary structures, pay grades, and compensation ranges.
Conduct market pricing using multiple salary survey sources.
Lead annual compensation planning, including merit increases, promotional increases, market adjustments, and compensation budgeting.
Partner with Finance on annual labor cost forecasting and compensation modeling.
Analyze internal pay equity and external market competitiveness.
Ensure compliance with applicable pay regulations.
Prepare executive compensation recommendations and analyses.


Job Architecture
Maintain enterprise-wide job architecture - including job families, functions, career levels, career ladders, job profiles, position descriptions, and standardized job titles.
Establish compensation bands tied to organizational levels.
Evaluate new positions and organizational changes.
Maintain governance over position creation and classification.
Partner with Talent Acquisition and HR leadership to ensure consistent application.


Variable Pay & Incentive Programs
Design and administer annual incentive, management incentive, short-term incentive (STI), long-term incentive (LTI), executive incentive, project bonus, recognition, spot bonus, and retention bonus programs.
Establish program rules, financial models, performance calculations, award administration, executive reporting, and program effectiveness analysis.


Sales Compensation
Own sales commission plan design, administration, audits, documentation, and annual updates in partnership with leadership.
Benefits Administration
Oversee all company-sponsored employee benefit programs including medical, dental, vision, prescription, life, disability, FSA, HSA, EAP, wellness, voluntary benefits, retirement, and PTO or leave programs.
Manage open enrollment, vendor relationships, employee communications, eligibility, compliance, and issue resolution.


Financial Management
Partner with the CHRO to manage annual benefit and compensation budgets, vendor negotiations, renewal analysis, forecasting, financial reporting, utilization analysis, and cost containment initiatives.


Compliance & Governance
Ensure compliance with ERISA, ACA, COBRA, HIPAA, FMLA, IRS, DOL, Equal Pay Act, FLSA, state wage laws, and pay transparency requirements.
Assist in internal and external audits as needed.


HR Systems & Analytics
Partner with HR, Payroll, and Finance to outline the technology roadmap including HRIS and payroll system(s). Participate in implementation and maintenance of systems.
Ensure accurate administration and reporting.
Partner with the Automation Team to develop dashboards covering compensation, benefits, labor costs, pay equity, and executive reporting.


Leadership & Collaboration
Partner with executive leadership, HR Ops, Finance, Payroll, Talent Acquisition, managers, and external vendors as the Company's Total Rewards expert.


Other job duties as assigned as based on the changing needs of the business.


TECHNOLOGY & TOOLS
Microsoft Office
SharePoint
Spectrum & Viewpoint
ERP optimization, business intelligence, dashboard reporting, automation, AI-enabled processes, and scalable systems supporting continued growth.


QUALIFICATIONS & COMPETENCIES
Bachelor's degree required; Master's preferred.
CCP, CEBS, SHRM-SCP, and/or SPHR.
5+ years progressive compensation and benefits experience.
Experience with compensation design, benefits administration, job architecture, incentive programs, and preferably sales compensation and executive compensation.
Financial modeling, advanced Excel, HRIS, analytics, project management, communication, confidentiality, and executive influence.
Construction, engineering, manufacturing, or project-based industry experience preferred.
ERP optimization or implementation experience; familiarity with Spectrum or comparable construction platforms is a plus.
Experience evaluating acquisitions, leading diligence, or integrating acquired businesses is preferred but not required.
PHYSICAL REQUIREMENTS

Regular use of computers and handheld devices.
In-office and hybrid work availability
Travel as required.


Benefits:

  • Medical, Dental, Vision and Life Insurance 100% company paid for employees
  • Paid vacation & holidays
  • 401(k) company match
  • 30-day paid sabbatical every 5 years of employment
  • Stable employment with a growing company



InPwr Inc is not currently hiring individuals for this position who now or in the future require sponsorship for employment visa status. Our hiring process includes drug & alcohol screening, E-verify, driving record, and background check. InPwr Inc. is an Equal Opportunity Employer and a Drug-Free Workplace Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.


Visit us at www.inpwrinc.com to apply online!

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