Human Resources Leave and Occupational Specialist

Sunroad Automotive•San Diego, CA

6d•$74,000 - $78,000•Onsite

About The Position

The Human Resources Specialist – Leave, Occupational Health and Benefits administers and ensures compliance with the company’s leave, accommodation, workers’ compensation, and benefit programs, and helps design pay plans for dealerships. The role independently interprets applicable federal, state, and local laws; makes eligibility and accommodation determinations; advises managers and leaders on significant matters; and recommends policy and program changes. The specialist manages leave and accommodation requests from initial notice through return to work, including reviewing certifications, addressing intermittent or reduced-schedule leave, leading the interactive accommodation process, and coordinating modified duties or work restrictions. The role also manages workers’ compensation claims, works with insurers and healthcare providers, maintains OSHA records, investigates workplace safety issues, and recommends measures to reduce injuries and costs. The position has no direct reports but may guide and train less experienced HR staff.

Requirements

At least 2 years of Human Resources experience; leave, benefits, or workers’ compensation administration experience is preferred.
Working knowledge of federal, state, and local requirements governing employee leave, accommodations, workers’ compensation, and benefits.
Knowledge of labor and employment law and the ability to interpret and apply it independently.
Experience with HRIS systems and/or HR databases.
Ability to build relationships and advise people at all levels of the organization.
Strong organizational, communication, analytical, and problem-solving skills.
Ability to exercise discretion and maintain confidentiality.
Excellent interpersonal and customer service skills.
Ability to multitask and manage time effectively.
Proficiency in Microsoft Office Suite or similar software.
Ability to lift up to 15 pounds and perform essential job functions with or without reasonable accommodation.

Nice To Haves

SHRM-CP, PHR, or CEBS certification.
In-depth knowledge of FMLA, CFRA, ADA/FEHA, and related state and local leave laws, including amendments and updates.
Knowledge of benefit laws, including HIPAA and Qualifying Life Events.
Experience in benefit administration and workers’ compensation claims.
Experience with HRIS and leave management software.
Familiarity with payroll systems and their integration with benefit programs.
Strong understanding of HR best practices and compliance requirements.

Responsibilities

Evaluate employee eligibility for FMLA, CFRA, ADA/FEHA accommodations, state and local leaves, and short- and long-term disability.
Manage the leave lifecycle, including designations, medical certifications, intermittent and reduced-schedule leave, and complex or conflicting requests.
Lead the interactive accommodation process, assess proposed accommodations and potential undue hardship, and recommend actions to leadership.
Advise employees and managers on interactions among leave laws, paid time off, workers’ compensation, and disability benefits.
Oversee return-to-work processes, including coordinating work restrictions and modified duty.
Draft and recommend revisions to leave and accommodation policies to maintain compliance.
Maintain accurate and confidential leave and accommodation records.
Manage workers’ compensation claims and serve as the primary liaison with insurance carriers, claims adjusters, and healthcare providers.
Evaluate, select, and recommend outside providers for care and claims administration.
Record workplace injuries and illnesses, prepare OSHA 300, 300A, and 301 reports, and maintain required postings and records.
Conduct site visits to investigate safety and health issues, identify root causes, determine corrective action and training, and communicate findings and recommendations.
Analyze workers’ compensation claim trends and recommend ways to reduce injury frequency and costs.
Provide guidance and training to less experienced HR staff as needed.