HR Specialist, Leave of Absence Case Management - Employee & Labor Relation - Full Time 8 Hour Days (Exempt) (Non-Union)

The HR Specialist – LOA Case Management is responsible for the administration of the leave process including documentation determining eligibility and accounting for intermittent and reduced-schedule leave. Communicates with employees regarding their needs and available solutions. Ensures employees are educated with respect to their responsibilities, documentation and notification requirements in order to be placed on a leave of absence, and the employee's leave rights in compliance with State, Federal and University policy. The HR Specialist Leave of Absence will engage in activities which serve the employee and the University with respect to leave administration, employee engagement and risk management. This position will advise employees and management of policies and best practices with respect to employee leaves of absence, return to work and workplace accommodation(s) as required. The HR Specialist Leave of Absence will facilitate the smooth transitioning of employees back into the workforce, in collaboration with the Talent Acquisition Team. In collaboration with Operational Managers and other stakeholders, the HR Specialist Leave of Absence will be responsible for reviewing requested accommodations and the employee's regular job assignment to facilitate the employee's safe transition back to work in an efficient and effective manner. The HR Specialist Leave of Absence is knowledgeable and ensures compliance with both state and federal regulations regarding workplace health and safety.

Essential Duties:

• Works as part of a service delivery team providing first-rate support to employees, as well as partnering with HR Business Partners, supervisors, and various other stakeholders.
• Independently interpreting and administering leave programs and policies in accordance with the applicable federal and state employment laws (FMLA, ADA, Pregnancy Discrimination Act, etc) as well as the collective bargaining agreements.
• Responsible for maintaining accurate records of employees returning to the workplace after a Leave of Absence
• Responsible for reviewing the work duties with or without restrictions, identify a job and ensure the employee who is returning to work from a leave can re-acclimatize to their working environment, duties, and responsibilities in the most efficient and effective way possible.
• The HR Specialist Leave of Absence will look out for the interest of the employee and for the best interest of the organization.
• Responsible for providing effective and responsive communication with employees, leaders, and bargaining unit representatives to ensure collaborative relationships.
• Maintain complete and accurate records of leave requests and supporting documentation when requesting a leave for FMLA, ADA, Pregnancy, etc.
• Remain flexible and plan accordingly for each case, as the situation and needs of the employee can differ from case to case.
• Responsible for understanding that a return-to-work plan for one employee can end up being much different than a plan for another employee.
• Develop, grow, and maintain new and ongoing partnerships using a variety of communication strategies.
• Analyzing and resolving problem situations and takes or recommends appropriate action in collaboration with supervisor.
• Keep current with Workers’ Compensation, FMLA, CFRA, ADA best practices and regulations and ensure compliance with all Federal, State, or local requirements.
• Responsible for case managing and maintaining accurate documentation (IP). Specifically, if the employee exhausts leave under the FMLA Act and cannot return to work, the next step is to replace the position.
• Responsible for case managing and maintaining accurate documentation for reasonable accommodation. Specifically, if the employee exhausts leave under the FMLA Act, has been granted all requests for extensions with no clear path towards returning to work with or without accommodation, the next step is to medically separate from the institution as indefinite leave is not a reasonable accommodation.
• Properly responds to all inquiries and requests for information in a courteous and timely manner
• Performs other duties as assigned

Required Qualifications:

• Req High School or equivalent

• Req 2 years Experience in workers’ compensation, disability, FMLA, CFRA, employee safety, Human Resources or performing complex administrative work involving management of projects

• Req Strong writing and computer skills
• Req Understanding of Ergonomics
• Req Requires critical thinking skills and organization in prioritizing a workload of multiple tasks.
• Req Able to function independently with minimum supervision and as a member of a team.
• Req Excellent analytical, problem-solving, planning and evaluation skills.
• Req Strong verbal and written communication skills, capable of communicating with all levels of employee-administrative to staff.
• Req Excellent problem-solving skills
• Req Strong interpersonal, influence and negotiation skills.
• Req Demonstrate excellent customer service behavior.
• Req Knowledge of federal and state disability laws, specifically ADAAA, FMLA/CFRA, PDL; experience with CA leaves.

Preferred Qualifications:

• Pref Bachelor’s Degree Degree in Human Resources Management, Business Administration, or related field

• Pref 2 years Work experience with programs that reduce lost workdays
• Pref 2 years Work experience with the Interactive and Return to Work Process
• Pref A understanding of medical conditions and terminology
• Pref Knowledge of impact of medical conditions on work functioning, job task analysis and worksite accommodations

Required Licenses/Certifications:

• Req Fire Life Safety Training (LA City) If no card upon hire, one must be obtained within 30 days of hire and maintained by renewal before expiration date. (Required within LA City only)

The annual base salary range for this position is $60,320.00 - $94,020.00. When extending an offer of employment, the University of Southern California considers factors such as (but not limited to) the scope and responsibilities of the position, the candidate’s work experience, education/training, key skills, internal peer equity, federal, state, and local laws, contractual stipulations, grant funding, as well as external market and organizational considerations.