Weee! is the largest and fastest-growing ethnic e‑grocery in the United States, operating in one of the largest underserved categories in retail with affordable access to exciting ethnic food. By partnering with local suppliers, redesigning the value chain and leveraging social buying, Weee! is reshaping the grocery business entirely. You can read more about us on Business Insider, Reuters and TechCrunch.
Weee! is headquartered in Fremont, CA, and is currently available coast to coast with exceptional growth (5x YoY) across geographies, categories and ethnicities. We have raised $800M+ in funding to date from leading investors including Softbank Vision Funds, DST, Blackstone, Tiger Global, Lightspeed Ventures, Goodwater Capital, XVC and iFly. The opportunity now is to join a rocketship as we prepare for the next stage of growth, and an eventual public listing.
This role is onsite 5 days a week in Fremont, CA
About The Role
The Senior Benefits Specialist owns the administration, analysis, and communication of employee benefits programs. This role partners closely with HR, Payroll, Business Leaders, and external brokers to ensure benefits remain compliant, competitive, well‑communicated, and operationally sound.
Responsibilities:
Serve as designated front‑line point HR member for employee questions regarding policies, practices and programs as well as employee questions regarding payroll and benefits.
Serve as the primary point of contact for employee benefits inquiries, providing timely and accurate support
Administer employee benefits programs including medical, dental, vision, life, disability, Weee points, 401(k), retirement, and voluntary plans
Manage benefits enrollments, life event changes, and terminations with accuracy and compliance
Partner with benefits brokers on annual renewals, including data preparation, plan reviews, and implementation support
Analyze benefits metrics, utilization, and cost trends; prepare reports and insights for HR leadership
Contribute to the evolution of the benefits roadmap by performing gap analyses against market benchmarks and identifying high‑impact areas for investment within budget constraints
Conduct research and financial modeling to provide data‑driven recommendations on funding model transitions (e.g., fully insured vs. alternative models) and design initiatives to enhance employee wellness and engagement
Manage relationships with benefits brokers, carriers, and vendors to ensure effective service delivery and issue resolution
Oversee benefits invoices, audits, and HRIS coding to ensure accuracy
Maintain benefits data, reporting dashboards, and key metrics using Excel and HRIS tools
Ensure compliance with ERISA, HIPAA, ACA, COBRA, ADA, and applicable federal, state, and local regulations
Lead leave of absence administration in accordance with federal and state requirements, including FMLA and state‑specific programs
Create and maintain SOPs and training materials for leave of absence processes and workplace accommodations
Manage workplace accommodations in compliance with ADA and related regulations
Develop clear employee communications, presentations, and benefit flyers to support education and employee experience
Collaborate with HRBPs, Payroll, and People Team COEs to execute benefits and compliance initiatives effectively
Qualifications
Bachelor’s degree in Business, Human Resources, or a related field
Required:
3+ years of hands‑on benefits administration experience
Preferred:
5+ years of progressive benefits experience
Strong Excel skills, including benefits reporting, analysis, and metrics tracking
ADP Workforce Now experience or similar HCM platforms
Excellent written and verbal communication skills, including employee‑facing communications and flyer creation
Strong analytical, organizational, and problem‑solving skills
Ability to work independently, manage multiple priorities, and thrive in a fast‑paced environment
Solid knowledge of federal, state, and local employment and deep understanding of applicable leave laws and benefit regulations
Comprehensive health insurance package, including medical, dental, and vision. PPO/HMO packages
401k, 4% company match
Equity and Bonus
Vacation, sick and holiday time off
Monthly mobile stipend
Monthly Weee! Points credits
Compensation Range
The US base salary range for this full‑time position is $100,500-118,500
This role may be eligible to discretionary bonus, incentives and benefits
Our salary ranges are determined by role, level, and location
The range displayed on each job posting reflects the minimum and maximum base salary for new hires for the position across all US locations. Within the range, individual pay is determined by multiple factors like job‑related skills, experience and work locations. Your recruiter can share more about the specific salary range during the hiring process.
Please note that the compensation details listed in US role postings reflect the base salary only, and do not include any variable compensation elements.
Weee! is an equal opportunity employer welcoming all qualified applicants regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status or any other basis prohibited by law. Discrimination or harassment of any kind is not tolerated at Weee!. If you need to inquire about an accommodation or need assistance with completing the application, please email us at applicantaccommodation@sayweee.com.
Interested in building your career at Weee! Inc? Get future opportunities sent straight to your email.
Voluntary Self‑Identification For government reporting purposes, we ask candidates to respond to the below self‑identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.
As set forth in Weee! Inc’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.
If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:
A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability.
A "recently separated veteran" means any veteran during the three‑year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
An "armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Voluntary Self‑Identification of Disability Form CC‑305, Page 1 of 1, OMB Control Number 1250‑0005, Expires 04/30/2026.
Why are you being asked to complete this form?
We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.
Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.
How do you know if you have a disability?
A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability.
Disabilities include, but are not limited to:
Alcohol or other substance use disorder (not currently using drugs illegally)
Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
Blind or low vision
Cancer (past or present)
Cardiovascular or heart disease
Celiac disease
Cerebral palsy
Deaf or serious difficulty hearing
Diabetes
Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
Epilepsy or other seizure disorder
Gastrointestinal disorders, for example, Crohn’s Disease, irritable bowel syndrome
Intellectual or developmental disability
Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
Missing limbs or partially missing limbs
Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
Neurodivergence, for example, attention‑deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
Partial or complete paralysis (any cause)
Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
Short stature (dwarfism)
Traumatic brain injury
Public Burden Statement: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.
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Weee! is headquartered in Fremont, CA, and is currently available coast to coast with exceptional growth (5x YoY) across geographies, categories and ethnicities. We have raised $800M+ in funding to date from leading investors including Softbank Vision Funds, DST, Blackstone, Tiger Global, Lightspeed Ventures, Goodwater Capital, XVC and iFly. The opportunity now is to join a rocketship as we prepare for the next stage of growth, and an eventual public listing.
This role is onsite 5 days a week in Fremont, CA
About The Role
The Senior Benefits Specialist owns the administration, analysis, and communication of employee benefits programs. This role partners closely with HR, Payroll, Business Leaders, and external brokers to ensure benefits remain compliant, competitive, well‑communicated, and operationally sound.
Responsibilities:
Serve as designated front‑line point HR member for employee questions regarding policies, practices and programs as well as employee questions regarding payroll and benefits.
Serve as the primary point of contact for employee benefits inquiries, providing timely and accurate support
Administer employee benefits programs including medical, dental, vision, life, disability, Weee points, 401(k), retirement, and voluntary plans
Manage benefits enrollments, life event changes, and terminations with accuracy and compliance
Partner with benefits brokers on annual renewals, including data preparation, plan reviews, and implementation support
Analyze benefits metrics, utilization, and cost trends; prepare reports and insights for HR leadership
Contribute to the evolution of the benefits roadmap by performing gap analyses against market benchmarks and identifying high‑impact areas for investment within budget constraints
Conduct research and financial modeling to provide data‑driven recommendations on funding model transitions (e.g., fully insured vs. alternative models) and design initiatives to enhance employee wellness and engagement
Manage relationships with benefits brokers, carriers, and vendors to ensure effective service delivery and issue resolution
Oversee benefits invoices, audits, and HRIS coding to ensure accuracy
Maintain benefits data, reporting dashboards, and key metrics using Excel and HRIS tools
Ensure compliance with ERISA, HIPAA, ACA, COBRA, ADA, and applicable federal, state, and local regulations
Lead leave of absence administration in accordance with federal and state requirements, including FMLA and state‑specific programs
Create and maintain SOPs and training materials for leave of absence processes and workplace accommodations
Manage workplace accommodations in compliance with ADA and related regulations
Develop clear employee communications, presentations, and benefit flyers to support education and employee experience
Collaborate with HRBPs, Payroll, and People Team COEs to execute benefits and compliance initiatives effectively
Qualifications
Bachelor’s degree in Business, Human Resources, or a related field
Required:
3+ years of hands‑on benefits administration experience
Preferred:
5+ years of progressive benefits experience
Strong Excel skills, including benefits reporting, analysis, and metrics tracking
ADP Workforce Now experience or similar HCM platforms
Excellent written and verbal communication skills, including employee‑facing communications and flyer creation
Strong analytical, organizational, and problem‑solving skills
Ability to work independently, manage multiple priorities, and thrive in a fast‑paced environment
Solid knowledge of federal, state, and local employment and deep understanding of applicable leave laws and benefit regulations
Comprehensive health insurance package, including medical, dental, and vision. PPO/HMO packages
401k, 4% company match
Equity and Bonus
Vacation, sick and holiday time off
Monthly mobile stipend
Monthly Weee! Points credits
Compensation Range
The US base salary range for this full‑time position is $100,500-118,500
This role may be eligible to discretionary bonus, incentives and benefits
Our salary ranges are determined by role, level, and location
The range displayed on each job posting reflects the minimum and maximum base salary for new hires for the position across all US locations. Within the range, individual pay is determined by multiple factors like job‑related skills, experience and work locations. Your recruiter can share more about the specific salary range during the hiring process.
Please note that the compensation details listed in US role postings reflect the base salary only, and do not include any variable compensation elements.
Weee! is an equal opportunity employer welcoming all qualified applicants regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status or any other basis prohibited by law. Discrimination or harassment of any kind is not tolerated at Weee!. If you need to inquire about an accommodation or need assistance with completing the application, please email us at applicantaccommodation@sayweee.com.
Interested in building your career at Weee! Inc? Get future opportunities sent straight to your email.
Voluntary Self‑Identification For government reporting purposes, we ask candidates to respond to the below self‑identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.
As set forth in Weee! Inc’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.
If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:
A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability.
A "recently separated veteran" means any veteran during the three‑year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
An "armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Voluntary Self‑Identification of Disability Form CC‑305, Page 1 of 1, OMB Control Number 1250‑0005, Expires 04/30/2026.
Why are you being asked to complete this form?
We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.
Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.
How do you know if you have a disability?
A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability.
Disabilities include, but are not limited to:
Alcohol or other substance use disorder (not currently using drugs illegally)
Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
Blind or low vision
Cancer (past or present)
Cardiovascular or heart disease
Celiac disease
Cerebral palsy
Deaf or serious difficulty hearing
Diabetes
Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
Epilepsy or other seizure disorder
Gastrointestinal disorders, for example, Crohn’s Disease, irritable bowel syndrome
Intellectual or developmental disability
Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
Missing limbs or partially missing limbs
Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
Neurodivergence, for example, attention‑deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
Partial or complete paralysis (any cause)
Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
Short stature (dwarfism)
Traumatic brain injury
Public Burden Statement: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.
#J-18808-Ljbffr