Manager of Benefits and Leave of Absence

Proliance Surgeons•Seattle, WA

4d•Remote

About The Position

The Manager of Benefits and Leave of Absence operationalizes the organization’s 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-of-absence functions, including vendor management, plan design, administration, and complex case resolution. It uses data and analytics to inform decisions and optimize program effectiveness. As a member of the HR leadership team, the Manager partners with the Vice President of Human Resources, Chief People Officer, executive leadership, and cross-functional leaders to align benefits and leave strategies with talent objectives. The role serves as a subject matter expert and consultative partner on complex compliance matters and organizational initiatives, and coaches and mentors HR team members. It reports directly to the Vice President of Human Resources, with Associate Business Partner team members reporting to it. This is a remote position scheduled for 1.0 FTE, Monday through Friday. It begins as a six-month contract, with the possibility of conversion to a permanent position based on business needs and individual performance. During the contract period, applicants may reside in WA, FL, NC, AZ, ID, OH, OR, TN, TX, or RI. If converted to a permanent position, the applicant must live in or relocate to Washington State. A bachelor’s degree in Human Resources or a related field is required, though commensurate years of progressive HR experience may be considered in lieu of a formal degree. The role requires at least five to seven years of progressive human resources and benefits experience, as well as demonstrated experience using HRIS platforms such as Dayforce, Workday, or comparable systems. SHRM-SCP or SPHR is preferred.

Requirements

Bachelor’s degree in Human Resources or a related field, or commensurate years of progressive HR experience in lieu of a formal degree.
Five to seven years of progressive human resources and benefits experience.
Demonstrated experience navigating and using HRIS platforms such as Dayforce, Workday, or comparable systems.
Knowledge of benefits and leave compliance requirements, including HIPAA, FMLA, ADA, and state-specific leave laws.
Advanced proficiency with HRIS and benefits administration systems and ability to use data for reporting, trend analysis, and decision-making.
Strong understanding of Microsoft Office, particularly advanced Excel analytics, modeling, and reporting; PowerPoint, Word, and Outlook.
Ability to thrive in a fast-paced, growth-oriented environment where speed, agility, and efficiency are priorities.
Ability to empower, develop, coach, and mentor teammates; delegate effectively and lead high-performing teams.
High emotional intelligence and ability to resolve conflict and facilitate resolution on key issues.
Integrity, discretion, and sound judgment in handling sensitive and confidential information.
Service-oriented approach that balances compliance, scalability, and operational efficiency.
Strategic thinking and ability to translate complex data into actionable insights while remaining a hands-on leader and subject matter expert.
Knowledge of the healthcare landscape and how benefits and leave programs affect workforce planning, the employee lifecycle, and organizational performance.
Strong interpersonal skills, professionalism, and collaboration across stakeholder groups, including clinicians, executives, and staff.
Strong organization, attention to detail, accuracy, follow-through, prioritization, and delegation skills.
Demonstrated success leading change management, process improvements, best-practice adoption, and system enhancements.
Project management skills.
Ability to manage competing priorities, exercise judgment, and drive results autonomously.
Analytical, resourceful problem-solving skills, including the ability to identify trends, risks, and opportunities and recommend solutions.
Flexibility and adaptability in ambiguity, shifting priorities, and evolving business needs.
Objectivity and professionalism in complex or sensitive situations.
Strong communication and presentation skills for conveying information to executives, managers, and clinical teams.

Nice To Haves

SHRM-SCP or SPHR certification.
Dayforce experience is preferred.

Responsibilities

Partner with the Vice President of Human Resources and executive leadership to design and execute benefits and leave strategies 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 to improve member health and self-insured plan performance, and increase participation in EAP programs.
Drive open enrollment for multiple entities, including Proliance, joint ventures, and future clients.
Create and implement retirement education programs, particularly regarding profit sharing and matching; oversee eligibility and audits for 401(k) matching and profit-sharing programs.
Partner with Finance on benefits audits and reconciliations, including HSA/FSA, annual 401(k), and bi-weekly payroll audits; file Form 5500s and other regulatory plan filings.
Partner with HRIS vendors, Payroll, and Finance to ensure accurate administration, reporting, integrations, and audits; identify and implement system enhancements that improve efficiency and data integrity.
Lead compliance efforts for benefits and leave programs, 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 risk mitigation opportunities.
Design and deliver communications that improve teammate understanding, engagement, and utilization of benefits and leave programs.
Partner with Talent, HR Business Partners, and leadership to ensure programs support recruitment, retention, and teammate experience.
Lead process improvements and change management for benefits and leave programs, including system implementations, policy updates, and adoption of best practices; drive AI adoption and task automation within the benefits team.
Develop, implement, and maintain benefits, PTO, and leave policies and procedures that are consistent, clear, and aligned with organizational values.
Train HR team members, field managers, and leaders on benefits and leave policies, compliance requirements, and best practices.
Support total rewards initiatives, including benefits benchmarking, open enrollment strategy, and integration with compensation programs.
Maintain knowledge of industry trends, legislative changes, and emerging practices in benefits and leave management, and recommend enhancements.
Coach and mentor HR team members and develop direct reports and teammates.