Leave of Absence Specialist; Temporary

The Leave of Absence Specialist serves as Alliance Animal Health's primary internal resource for coordinating employee leaves of absence and workplace accommodations across a complex, multi-state organization. The Specialist owns internal leave case coordination from initiation through return to work, partnering closely with teammates, practice leadership, HR Partners, Payroll, Benefits, and Alliance's third-party leave administrator to provide a consistent and supportive teammate experience.

This role monitors leave activity and key case milestones, maintains accurate internal records, coordinates required follow-up, and helps ensure teammates and leaders understand leave processes and next steps. The Leave of Absence Specialist also supports workplace accommodation processes by coordinating documentation, facilitating communication, and tracking requests through resolution while partnering with HR on matters requiring review or determination.

Success in this role requires strong organization and follow-through, sound judgment, excellent communication skills, attention to detail, and working knowledge of federal, state, and local leave and accommodation requirements.

• Serve as the primary internal point of contact for teammates, practice leadership, and HR partners regarding leave of absence processes, case status, and next steps.
• Guide teammates and leaders through the process for initiating leave requests with Alliance's third party leave administrator.
• Own internal leave case coordination from initiation through return to work or case closure, ensuring required actions and follow-up are completed timely.
• Coordinate with the third party leave administrator regarding leave status, outstanding documentation, extensions, anticipated return to work dates, and other case related activity.
• Monitor active and pending leave cases and maintain accurate internal tracking of leave dates, case status, anticipated return to work dates, and outstanding actions.
• Proactively follow up with teammates, practice leadership, HR partners, and the third-party leave administrator when information or action is outstanding.
• Communicate relevant leave status updates and next steps to internal stakeholders while maintaining appropriate confidentiality of employee medical information.
• Coordinate return to work activities, including tracking required documentation, confirming return dates, and communicating identified work restrictions to appropriate stakeholders.
• Identify and elevate complex, sensitive, high-risk, or unusual situations to Benefits or HR leadership as appropriate.

• Support the workplace accommodation interactive process by coordinating documentation, tracking requests, facilitating communication, and ensuring timely follow-up.
• Serve as a point of contact for teammates regarding the accommodation process, required documentation, and next steps.
• Escalate accommodation requests requiring assessment, determination, or additional review to the appropriate HR Partner.

• Maintain working knowledge of federal, state, and local leave and accommodation requirements, including FMLA, ADA, PWFA, applicable state and local leave programs, and Alliance leave policies.
• Stay informed of changes to leave and accommodation requirements and assist with updates to internal procedures, resources, communications, and tracking processes as needed.
• Support consistent administration of leave processes across Alliance practices while recognizing jurisdiction-specific requirements.
• Partner with Benefits and HR leadership to identify situations requiring additional compliance review or guidance.

• Coordinate with Payroll regarding benefit deductions, premium arrears, employee status changes, and other pay or benefit matters arising during a leave of absence.
• Identify and assist with resolving discrepancies among third-party administrator records, HRIS information, payroll records, benefits information, and employee status.
• Ensure appropriate internal stakeholders receive timely information regarding leave changes that may impact employee pay, benefits, or employment status.
• Review third-party administrator case activity for completeness and alignment with internal records and follow up on discrepancies or outstanding items.
• Escalate vendor service concerns, delayed activity, or recurring case issues to Benefits leadership as appropriate.

• Build…