HR Leave Administration Manager

HR Leave Administration Manager Washington DC

Job

Under the general direction of the Director of Benefits, and following prescribed department, office and firm procedures, the HR Leave Administration Manager is responsible for the administration and maintenance of the firm’s U.S. leave of absence programs, policies, and procedures, as well as related federal and state employment statutes; advising and providing assistance to office Human Resources on matters related to leave administration.

The HR Leave Administration Manager is expected to serve as a positive role model and mentor, and to perform all responsibilities with a commitment to providing superior service to the firm’s attorneys, advisors and staff, efficient and effective departmental operations, and an atmosphere of teamwork and continuous improvement. The HR Leave Administration Manager is expected to perform all responsibilities with a commitment to providing superior service to the firm’s attorneys, advisors and staff, and maintaining an atmosphere of teamwork and continuous improvement.

Above all, the HR Leave Administration Manager must fulfill the needs of the firm in a manner which is consistent with the Firm’s Core Values.

• Oversee and administer all U.S. employee leave programs, including FMLA, short/long-term disability, parental leave, Workers’ Compensation, and other statutory or firm-sponsored leaves, ensuring compliance with firm policy and all federal, state and local leave regulations.
• Advise and provide guidance to employees and managers regarding leaves of absence, leave entitlements, policies, available benefit resources and procedures. Monitor leave balances and communicate updates to employees, managers and practice group leaders.
• Oversee relationship management with Unum, the firm’s third party medical disability and FMLA administrator.
• Directly manage the HR Policy and Leave Specialist, overseeing day-to-day work, prioritizing workload, setting expectations, delivering performance evaluation and feedback, supporting professional growth, and mentoring.
• Research and ensure regulatory compliance with federal, state and local laws and statutes, update Human Resources related policies as necessary and disseminate updates to office Human Resources.
• Assist in the recommendation and development of new and/or revised firm human resources policies, procedures, projects and initiatives related to leaves.
• Interpret ADA, FMLA, and other federal, state, and local statutory employment regulations and provide guidance on their application in the workplace to office Human Resources, people managers and employees.
• Provide guidance to Human Resources department, people managers and employees on application of employee leave policies and procedures; assist in resolving complex issues that may involve research, setting precedent, multiple departments, etc.
• Manage leave of absence benefit communications, campaigns and resources, including identifying educational opportunities for firm personnel regarding related leave benefits.
• Along with Human Resources Policy and Leave Specialist, serve as a primary resource for office Human Resources queries and issues related to the firm’s time and absence leave application.
• Serve as backup to Human Resources Policy and Leave Specialist for oversight of records set-up, tracking and maintenance.
• Serve as backup to Human Resources Policy Leave Specialist for daily Workday leave entries and updates.
• Liaison with Workers’ compensation carrier on matters related to escalated workers’ compensation claims.

• Organize and lead, as appropriate, status meetings with the Director of Benefits, as well as with benefit vendors regarding open cases and or current projects or initiatives.
• Remain current in industry trends in Human Resources and the legal profession.
• Ensure expertise in technology relevant to the position; strive for proactive use of the most current technology to further internal customer service, and efficiency.
• Provide leave of absence data and trends for third-party surveys as needed.

• Knowl…