About the Role

Our client is seeking a Benefits Leave Specialist to manage leave of absence, accommodations, and workers’ compensation programs. This role ensures compliance with federal and state laws while supporting employee well-being and delivering exceptional service. MUST have multi-state experience and have completed LOA from soup to nuts.

Key Responsibilities

• Administer all types of leave (FMLA, ADA, parental, military, disability) in compliance with laws and policies.

• Serve as the primary contact for employees, managers, HR, and external providers regarding leave and accommodations.

• Manage ADA-related accommodation requests and maintain documentation.

• Oversee workers’ compensation claims and coordinate with insurance carriers and internal teams.

• Ensure policies remain compliant with current regulations and conduct audits as needed.

• Support process improvements and contribute to HR operations initiatives.

Qualifications

• College degree preferred.

• 5+ years of experience in benefits administration, with a focus on leave and accommodations.

• CEBS certification preferred.

• Strong knowledge of FMLA, ADA, OSHA, and workers’ compensation.

• Proficiency in Microsoft Excel and HR systems.

• Excellent communication, discretion, and collaboration skills.

Comprehensive benefits are provided including medical, dental, vision, 401K with match, etc…

Equal Opportunity Employer/Veterans/Disabled

To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to https://www-uat.lhh.com/us/en/candidate-privacy

The Company will consider qualified applicants with arrest and conviction records in accordance with federal, state, and local laws and/or security clearance requirements, including, as applicable:

• The California Fair Chance Act
• Los Angeles City Fair Chance Ordinance
• Los Angeles County Fair Chance Ordinance for Employers
• San Francisco Fair Chance Ordinance

Massachusetts Candidates Only: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.