Manager of Benefits and Leave of Absence

Proliance Surgeons•Seattle, WA

4d•$110,373 - $198,671•Remote

About The Position

The Manager of Benefits and Leave of Absence operationalizes Proliance Surgeons’ benefits and leave programs, ensuring compliance and a strong teammate experience. The role oversees day-to-day health and welfare benefits, retirement education and operations, PTO, and leave administration, including vendor management, plan design, administration, and resolution of complex cases. It uses data and analytics to guide decisions and improve program effectiveness. As a member of the HR leadership team, the Manager partners with the Vice President of Human Resources, the Chief People Officer, executive leadership, and cross-functional leaders to align benefits and leave strategies with recruitment, retention, engagement, workforce planning, and total rewards objectives. The role is the organization’s subject matter expert and consultative partner on complex compliance matters, and coaches and mentors HR team members. The position reports directly to the Vice President of Human Resources, with Associate Business Partner team members reporting to it. The position is remote during an initial six-month contract period, with potential conversion to a permanent position based on business needs and individual performance. During the contract period, applicants may reside in Washington, Florida, North Carolina, Arizona, Idaho, Ohio, Oregon, Tennessee, Texas, or Rhode Island. If converted to a permanent position, the applicant must live in or relocate to Washington State.

Requirements

Bachelor’s degree in Human Resources or a related field, or commensurate progressive HR experience in lieu of a formal degree.
Five to seven years of progressive human resources and benefits experience.
Experience using HRIS platforms such as Dayforce, Workday, or comparable systems.
Progressive HR experience focused on benefits, leave of absence, and organizational effectiveness.
Strong knowledge of benefits and leave regulations, including HIPAA, FMLA, ADA, and state-specific leave laws.
Advanced proficiency with HRIS and benefits administration systems and the ability to use data for reporting, trend analysis, and decision-making.
Strong Microsoft Office skills, particularly advanced Excel analytics, modeling, and reporting, as well as PowerPoint, Word, and Outlook.
Demonstrated leadership, coaching, and mentoring skills.
Ability to manage competing priorities, exercise judgment, and deliver results autonomously in a fast-paced, growth-oriented environment.
Strong project management, change management, process improvement, and problem-solving capabilities.
Strong analytical skills, including the ability to turn complex data into actionable insights and identify trends, risks, and opportunities.
Strong communication and presentation skills for conveying information to executives, managers, and clinical teams.
High integrity, discretion, and judgment when handling sensitive and confidential information.
Service-oriented approach that balances compliance, scalability, and operational efficiency.
Interpersonal effectiveness, professionalism, and ability to collaborate with diverse stakeholders, including clinicians, executives, and staff.
Ability to resolve conflicts, facilitate resolution, delegate effectively, and develop others.
Knowledge of the healthcare industry and the impact of the healthcare landscape on benefits strategy, leave management, workforce planning, and organizational performance.
Flexibility and adaptability in navigating ambiguity, shifting priorities, and evolving business needs.
Ability to maintain objectivity and professionalism in complex or sensitive situations.
Commitment to championing diversity.

Nice To Haves

SHRM-SCP or SPHR certification.
Experience with Dayforce.

Responsibilities

Partner with the Vice President of Human Resources and executive leadership to design and execute a benefits and leave strategy aligned with organizational goals, workforce needs, and the healthcare landscape.
Lead the strategy, design, administration, and continuous improvement of health, welfare, retirement, wellness, PTO, and leave programs, balancing compliance, cost-effectiveness, and teammate experience.
Serve as the subject matter expert on complex benefits and leave issues and resolve escalated, sensitive, and high-risk cases.
Oversee benefits and leave vendors, including carriers, brokers, and third-party administrators; manage performance, contract negotiations, and service delivery.
Oversee medical, dental, vision, life, disability, AD&D, PTO, and voluntary health and welfare benefits.
Develop holistic wellness solutions, improve self-insured plan performance, and increase participation in employee assistance programs.
Lead open enrollment for multiple entities.
Create retirement education programs, particularly regarding profit sharing and employer match, and oversee eligibility and audits for 401(k) match and profit-sharing programs.
Partner with Finance on benefit-program audits and reconciliations, including HSA/FSA, annual 401(k) audits, and biweekly payroll audits.
File Form 5500s and other regulatory plan filings.
Partner with HRIS vendors, Payroll, and Finance to ensure accurate benefits and leave administration, reporting, integrations, and audits; implement system enhancements that improve efficiency and data integrity.
Lead benefits and leave compliance efforts, including adherence to ERISA, COBRA, HIPAA, FMLA, ADA, and applicable state and local regulations.
Analyze benefits and leave data, trends, and utilization to inform strategy, manage costs, and identify program enhancements and risks.
Develop and deliver communications that improve teammate understanding, engagement, and utilization of benefits and leave programs.
Partner with Talent, HR Business Partners, and leadership to support recruitment, retention, and the teammate experience through benefits and leave programs.
Lead process improvement and change management initiatives, including system implementations, policy updates, best-practice adoption, AI adoption, and task automation.
Develop, implement, and maintain benefits, PTO, and leave policies and procedures.
Train HR team members, field managers, and leaders on benefits and leave policies, compliance, and best practices.
Support total rewards initiatives, including benefits benchmarking, open-enrollment strategy, and integration with compensation programs.
Monitor industry trends, legislative changes, and emerging best practices and recommend program enhancements.
Coach and mentor direct reports and HR teammates.