Human Resources Leave and Occupational Specialist

Sunroad Auto•San Diego, CA

About The Position

The Human Resources Leave and Occupational Health Specialist is responsible for administering and ensuring compliance with the company’s leave, accommodation, workers’ compensation, and benefit programs, and for helping design dealership pay plans. The role requires independent judgment in interpreting federal, state, and local laws, making eligibility and accommodation determinations, advising managers and leaders on significant matters, and recommending policy and program changes. The specialist manages employee leave and accommodation requests from initial notice through return to work, including eligibility reviews, medical certifications, interactive accommodation processes, return-to-work coordination, recordkeeping, and policy recommendations. The role also manages workers’ compensation claims, serves as the company’s liaison with insurers and care providers, maintains OSHA injury and illness records, conducts site visits, investigates safety concerns, and recommends ways to reduce workplace injuries and claim costs. The position has no direct reports, though it may provide guidance and training to less experienced HR staff. It is based in an office setting, typically within the HR or payroll department, and requires travel to dealership locations and site visits. The position requires frequent computer and desk work and the ability to lift up to 15 pounds.

Requirements

At least 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.
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 multitask and manage time effectively.
Proficiency in Microsoft Office Suite or similar software.
Ability to lift up to 15 pounds.
Ability to perform all 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 designating leave, reviewing medical certifications, handling intermittent and reduced-schedule leave, and resolving complex or conflicting requests.
Lead the interactive process for accommodation requests, assess proposed accommodations and 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; counsel managers on compliant handling of leave-related situations.
Oversee return-to-work processes, including coordinating work restrictions and modified duty.
Draft and recommend revisions to leave and accommodation policies to maintain compliance with changing legal requirements.
Maintain complete, accurate, and confidential records of leave and accommodation requests.
Manage workers’ compensation matters and serve as the company’s primary liaison with insurance carriers, claims adjusters, and healthcare providers.
Evaluate, select, and recommend outside providers for cost-effective care and claims administration.
Record work-related injuries and illnesses; prepare OSHA 300, 300A, and 301 reports; and keep required postings and records current at all locations.
Conduct site visits to investigate safety and health issues arising from claims, identify root causes, determine corrective actions and training needs, and communicate findings and recommendations to managers.
Analyze workers’ compensation claim trends and recommend measures to reduce injury frequency and cost.
Provide guidance and training to less experienced HR staff as needed.
Help design pay plans for the dealerships.