COBRA
COBRA (Consolidated Omnibus Budget Reconciliation Act) is a law that helps employees keep their health insurance after leaving a job. When people see COBRA mentioned in HR roles, it refers to managing this continuation of health benefits. HR professionals need to understand COBRA because they're responsible for explaining these options to departing employees and handling the paperwork. Think of it as a temporary health insurance bridge that helps people maintain coverage between jobs. It's similar to other benefit continuation programs, but COBRA is specifically for health insurance in the United States.
Examples in Resumes
Managed COBRA administration for 500+ employees annually
Streamlined COBRA notification process reducing processing time by 50%
Created comprehensive COBRA compliance documentation and training materials
Typical job title: "COBRA Administrators"
Also try searching for:
Where to Find COBRA Administrators
Professional Organizations
Online Resources
Job Boards
Example Interview Questions
Senior Level Questions
Q: How would you handle a complex COBRA situation involving multiple qualifying events?
Expected Answer: A senior administrator should explain how they would identify different qualifying events, manage timeline extensions, and ensure proper notification and documentation for each event while maintaining compliance.
Q: What strategies have you implemented to improve COBRA administration efficiency?
Expected Answer: Should discuss experience with streamlining processes, implementing tracking systems, creating standardized procedures, and training staff on COBRA requirements.
Mid Level Questions
Q: What are the key timelines for COBRA notifications and payments?
Expected Answer: Should know the 60-day election period, 45-day initial premium payment window, and 30-day grace period for ongoing payments, plus employer notification requirements.
Q: How do you ensure COBRA compliance in your organization?
Expected Answer: Should explain tracking systems, documentation procedures, notification processes, and how they stay updated on regulation changes.
Junior Level Questions
Q: What is a qualifying event for COBRA?
Expected Answer: Should list basic qualifying events like termination, reduction in hours, divorce, and death, and understand how these trigger COBRA eligibility.
Q: What information must be included in COBRA notices?
Expected Answer: Should know basic requirements like coverage options, costs, deadlines, and contact information for the plan administrator.
Experience Level Indicators
Junior (0-2 years)
- Basic COBRA notification process
- Understanding of qualifying events
- Documentation management
- Basic benefits administration
Mid (2-5 years)
- Complete COBRA process management
- Compliance monitoring
- Benefits systems expertise
- Staff training on COBRA procedures
Senior (5+ years)
- Strategic benefits planning
- Complex case management
- Process improvement
- Department oversight
Red Flags to Watch For
- Unfamiliarity with basic COBRA timelines and deadlines
- Lack of attention to detail in compliance documentation
- No experience with benefits administration software
- Poor understanding of healthcare regulations
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