Essential Duties and Responsibilities(other duties may be assigned):
Responsible for administrating the day-to-day operations of employee leave management (FMLA, USERRA, OFLA, WFLA), worker’s compensation and disability plans in accordance with applicable State, Federal and international law.
Coordinate communication between all stakeholders, Employees, HR, Health & Safety (if applicable) and Third-party administrator.
Recommend leave absence management system enhancement projects designed to drive process improvement and seamless integration of leave programs/administration
Track data and provide analysis and reporting of metrics regarding leave utilization.
Communicates and consults with employees and supervisors on the appropriate leave types, entitlements and available benefits in order to determine leave qualification and eligibility.
Serve as internal contact for escalated claims issues/inquiries to the point of resolution.
Collaborate with Operations, Human Resources Business Partners and management on the status of leave cases, return to work requirements.
Evaluate requests for accommodation, TMD, develop documentation and maintain files of approvals and rejections within established organizational guidelines.
Educate and engage with employees and managers to ensure established leave policies are administered correctly and in accordance with federal and state requirements for leaves of absence
Provide Leave of Absence guidance and direction to employees, HR Partners, Managers and Payroll.
Manage leave cases for corporate employees.
Selection Criteria
Knowledge, Skills and Abilities:
Strong Knowledge of FMLA, ADA, USERRA, HIPAA, and requirements of various states.
Experience maintaining leave management systems.
Excellent communication skills, both oral and written, to have the appropriate level of interaction with customers interpreting policies, procedures and technical applications in a positive fashion.
Must be highly skilled with Microsoft Office applications including Word, Excel and PowerPoint.
Proven team player with excellent customer service skills.
Must be able to manage confidential information.
Must be able to communicate in regards to sensitive situations with high degree of tact and diplomacy.
Demonstrated judgment and decision-making skills, proven to drive leave programs that are equitable and comply with state, federal and international regulations.
Expertise spearheading leave enhancement projects and operational process improvements.
Ability to juggle multiple projects and deadlines and competing priorities
Education, Experience and Certifications:
Bachelor’s degree preferable in Human Resources, or related field
3-5 years’ experience managing leaves.
Note:
*****
Our vision at Darigold is to Lead Dairy Forward – achieving that vision requires cultivating and supporting a team with varying backgrounds, experiences, and perspectives. We are committed to providing a workplace based on mutual respect where all employees feel included and can bring their best and authentic selves to work every day.
We are proud to be an Equal Opportunity Employer and Affirmative Action Employer. We welcome all qualified applicants without regard to race, color, national origin, sex, gender identity and expression, age, sexual orientation, veteran status, disability, marital status, creed, religion, genetic information, or any other characteristic protected by federal, state, or local law.
As a condition of employment applicants offered a role will be required to successfully pass our pre-employment background screen, receive a negative drug screen result & confirm eligibility to work in the U.S. We participate in E-Verify – please follow the links for details, English / Spanish & view our Right to Work Statement, English / Spanish.
Education
Required
Bachelors or better in Human Resource Administration or related field
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of 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. 41 CFR 60-1.35(c)
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