Leave of Absence Specialist

Cadence is the clinical AI company automating the treatment of chronic disease. Its Clinical Intelligence takes on the routine, high-volume work of chronic care - monitoring patients, surfacing risks, and coordinating action - so clinicians can focus on the decisions that require them. Grounded in partnerships with more than 20 leading health systems, deep EMR integrations, dedicated medical group, and experience serving a population of more than 100,000 patients, the system learns from real-world care delivery, improving as it scales.

Cadence has been recognized by TIME as one of the Top 100 Health Tech Companies and by Linked In as a Top Startup (#4, 2025).

We're hiring a Leave of Absence Specialist to run the day-to-day operations of our leave program across Cadence Health and Cadence Solutions. On the People Success team, you'll support frontline managers and exempt and non-exempt employees with clear guidance, timely follow-up, and accurate case administration. You'll manage a high-volume, multi-state leave caseload, with a particular focus on our non-exempt and clinical workforce, partnering closely with managers, Payroll, and Benefits to coordinate intermittent absences, pay impacts, and return-to-work transitions.

This is a hands-on, operational role for someone who knows FMLA, ADA, and state leave requirements well. You'll own leave-related employee tickets in our ticketing system and HRIS, and coordinate with leave and disability vendors. You'll work with Payroll, Benefits, and People partners to keep cases moving from intake through return to work, resolving routine questions under established policy and escalating matters that need a leadership or accommodation decision.

• Own day-to-day leave case administration from intake through closure, including eligibility review with the leave administrator, documentation follow-up, status tracking, extensions, and return to work. Coordinate vendor determinations and elevate decisions outside delegated authority.
• Coordinate FMLA, state and local leave, military leave (USERRA), and company leave programs with vendors and internal partners, following each party's assigned responsibilities.
• Track continuous, intermittent, and reduced-schedule leave, and ensure time records, pay codes, and payroll inputs are accurate for exempt and non-exempt employees.
• Coordinate overlapping leave programs, PTO, salary continuation, disability benefits, state paid leave, and benefit deductions with vendors, Payroll, and Benefits to resolve gaps or discrepancies before processing deadlines.
• Coordinate return-to-work dates and documentation, and route restrictions, extension requests, and leave exhaustion to People Success leadership for timely review.

• Own leave and assigned accommodation tickets from intake through resolution, including triage, responses, case notes, and closure within service standards.
• Explain leave steps, documentation, vendor responsibilities, and pay and benefits impacts in plain, empathetic language, including for frontline and shift-based staff. Send proactive updates so employees always know what happens next.
• Guide frontline managers on leave dates, intermittent absences, scheduling coordination, and return-to-work steps.
• Resolve routine questions independently, and escape complex issues with a concise summary of the case, actions taken, and the decision or support needed.

• Serve as the internal operational contact for third-party leave administrators and disability carriers, acting as the liaison between vendors and employees on FMLA and state leave approvals.
• Monitor vendor cases and deliverables, including determinations, notices, and certifications. Track pending actions and elevate delays through established channels.
• Maintain accurate leave dates, case status, employee records, and approved payroll inputs across leave administration platforms and the HRIS; reconcile discrepancies between vendor and internal records.
• Support vendor and HRIS transitions by validating active cases, tracking open handoffs, and communicating new procedures to employees and managers.

• Support the ADA and PWFA interactive process by coordinating intake, employee communications, permissible documentation requests, stakeholder follow up, and case tracking under established procedures.
• Coordinate approved accommodations with managers and track…