Human Resources Leave and Occupational Specialist

Sunroad Automotive•San Diego, CA

2d•$74,000 - $78,000•Hybrid

About The Position

The Human Resources Specialist – Leave, Occupational Health and Benefits is responsible for the administration and compliance of the Company's leave, accommodation, workers' compensation, and benefit programs, and for helping design pay plans for the dealerships. The role exercises independent judgment in interpreting federal, state, and local law (FMLA, CFRA, ADA, FEHA, workers' compensation, benefits and wage-and-hour requirements), making eligibility and accommodation determinations, advising managers and leaders on matters of significance to the business, and recommending policy and program changes.

Requirements

2 years of Human Resources experience, preferably in leave, benefits, or workers' compensation administration.
Working knowledge of federal, state, and local requirements governing employee leave, accommodation, workers' compensation, and benefits.
Knowledge of labor and employment law, with the ability to interpret and apply it independently.
Experience with HRIS systems and/or HR databases.
Proven ability to build relationships and advise 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 multi-task and manage time effectively.
Proficiency in Microsoft Office Suite or similar software.
Ability to lift up to 15 pounds.
Ability to perform all essential functions of the job, with or without reasonable accommodation.

Nice To Haves

SHRM-CP, PHR, or CEBS certification (preferred, not required).
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 with 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 and determine employee eligibility for FMLA, CFRA, ADA/FEHA accommodations, state and local leaves, and short- and long-term disability, applying the relevant laws to each individual circumstance.
Manage the full leave lifecycle from initial notice through return to work: designate leave, review medical certifications, determine the appropriate handling of intermittent and reduced-schedule leave, and resolve complex or conflicting requests.
Lead the interactive process for accommodation requests, assess the reasonableness of proposed accommodations and any undue hardship, and recommend a course of action to leadership.
Advise managers and employees on how leave laws interact with paid time off, workers' compensation, and disability benefits, and counsel managers on legally compliant handling of leave-related situations.
Oversee return-to-work processes for employees returning from FMLA/CFRA, workers' compensation, or other leave, including coordinating work restrictions and modified duty.
Draft and recommend revisions to leave and accommodation policies to ensure compliance with changing federal, state, and local requirements.
Maintain complete, accurate, and confidential records of leave and accommodation requests in accordance with legal requirements.
Manage the workers' compensation process for employees injured at work, serving as the Company's primary liaison with the insurance carrier, claims adjusters, and healthcare providers.
Evaluate, select, and recommend outside providers to ensure cost-effective and reliable care and claims administration.
Record work-related injuries and illnesses, prepare OSHA 300, 300A, and 301 reports, and ensure required postings and recordkeeping are current at all locations.
Conduct site visits to investigate safety and health issues arising from claims, identify root causes, determine needed corrective action and training, and communicate findings and recommendations to managers.
Analyze claim trends and recommend measures to reduce injury frequency and cost.