Human Resources Leave and Occupational Specialist

Human Resources Leave and Occupational Health Specialist
Exempt
Job Summary
The Human Resources Specialist – Leave, Occupational Health and Benefits is responsible for the administration and compliance of the Company's leave, accommodation, workers' compensation, and benefit programs, and for helping design pay plans for the dealerships. The role exercises independent judgment in interpreting federal, state, and local law (FMLA, CFRA, ADA, FEHA, workers' compensation, benefits and wage-and-hour requirements), making eligibility and accommodation determinations, advising managers and leaders on matters of significance to the business, and recommending policy and program changes.
Essential Functions
Leave and Accommodation Management

Evaluate and determine employee eligibility for FMLA, CFRA, ADA/FEHA accommodations, state and local leaves, and short- and long-term disability, applying the relevant laws to each individual circumstance.
Manage the full leave lifecycle from initial notice through return to work: designate leave, review medical certifications, determine the appropriate handling of intermittent and reduced-schedule leave, and resolve complex or conflicting requests.
Lead the interactive process for accommodation requests, assess the reasonableness of proposed accommodations and any undue hardship, and recommend a course of action to leadership.
Advise managers and employees on how leave laws interact with paid time off, workers' compensation, and disability benefits, and counsel managers on legally compliant handling of leave-related situations.
Oversee return-to-work processes for employees returning from FMLA/CFRA, workers' compensation, or other leave, including coordinating work restrictions and modified duty.
Draft and recommend revisions to leave and accommodation policies to ensure compliance with changing federal, state, and local requirements.
Maintain complete, accurate, and confidential records of leave and accommodation requests in accordance with legal requirements.

Workers' Compensation and Occupational Safety

Manage the workers' compensation process for employees injured at work, serving as the Company's primary liaison with the insurance carrier, claims adjusters, and healthcare providers.
Evaluate, select, and recommend outside providers to ensure cost-effective and reliable care and claims administration.
Record work-related injuries and illnesses, prepare OSHA 300, 300A, and 301 reports, and ensure required postings and recordkeeping are current at all locations.
Conduct site visits to investigate safety and health issues arising from claims, identify root causes, determine needed corrective action and training, and communicate findings and recommendations to managers.
Analyze claim trends and recommend measures to reduce injury frequency and cost.

Supervisory Responsibilities

This role has no direct reports but may provide guidance and training to less experienced HR staff.

Qualifications
Minimum Qualifications

2 years of Human Resources experience, preferably in leave, benefits, or workers' compensation administration.
Working knowledge of federal, state, and local requirements governing employee leave, accommodation, workers' compensation, and benefits.
Knowledge of labor and employment law, with the ability to interpret and apply it independently.
Experience with HRIS systems and/or HR databases.
Proven ability to build relationships and advise at all levels of the organization.
Strong organizational, communication, analytical, and problem-solving skills.
Ability to exercise discretion and maintain confidentiality.
Excellent interpersonal and customer service skills.
Ability to multi-task and manage time effectively.
Proficiency in Microsoft Office Suite or similar software.
Ability to lift up to 15 pounds.
Ability to perform all essential functions of the job, with or without reasonable accommodation.

Preferred Qualifications

SHRM-CP, PHR, or CEBS certification (preferred, not required).
In-depth knowledge of FMLA, CFRA, ADA/FEHA, and related state and local leave laws, including amendments and updates.
Knowledge of benefit laws, including HIPAA and Qualifying Life Events.
Experience in benefit administration and with workers' compensation claims.
Experience with HRIS and leave management software.
Familiarity with payroll systems and their integration with benefit programs.
Strong understanding of HR best practices and compliance requirements.

Physical Demands

Frequently stands, walks, sits, uses hands, reaches with hands and arms, talks, and hears.
Occasionally climbs or balances; stoops, kneels, crouches, squats, or crawls; and lifts up to 15 pounds.
Prolonged periods sitting at a desk and working on a computer. Site visits required.

Work Environment

Office setting, typically within the HR or payroll department, with travel to dealership locations.
Climate controlled; quiet to moderate noise level.

Employee Benefits Include:

Medical Insurance
Dental Insurance
Vision Insurance
Employer Paid Life Insurance
Employer Paid AD&D
401k (with Employer match)
Vacation Package
Tenure recognition and awards
Vehicle Purchase Discount Program
Vehicle Service Discount Program
Golf Benefits at Maderas Golf Club (subject to qualification)

If you receive an offer of employment, it will be a conditional offer contingent on the successful completion of a pre-employment drug screen and background check.
Sunroad is committed to providing reasonable accommodations to qualified individuals with disabilities to ensure equal employment opportunities and access to all programs, services, and activities. If you require accommodations to participate in the application process or to perform the essential functions of the job, please contact the HR Department to discuss your needs confidentially. We will work with you to identify appropriate accommodations based on your specific circumstances and in compliance with applicable laws.
We are an Equal Opportunity Employer (M/F/D/V) and maintain a drug-free workplace. If you receive an offer of employment, it will be a conditional offer contingent on the successful completion of a pre-employment drug screen and background check.

Sunroad is an Equal Employment opportunity and Affirmative Action Employer. We are committed to providing equal opportunity in all of our employment practices, including selection, race (including traits historically associated with race such as hair texture and protective hairstyles such as braids, locks, and twists); religion; religious creed; religious dress/grooming; color; age (40 and over); sex; sexual orientation; gender; gender identity (meaning a person’s identification as male, female, a gender different from the person’s sex at birth, or transgender); gender expression (including a person’s gender-related appearance or behavior, whether or not stereotypically associated with the person’s sex at birth); national origin; ancestry; citizenship status; uniform service member status; military or veteran status; marital status; pregnancy; childbirth; medical conditions related to pregnancy, childbirth, or breast feeding; medical condition (including cancer related or HIV/AIDS related); handicap; physical disability; mental disability; genetic characteristics; genetic information; or any other protected status in accordance with the requirements of all federal, state and local laws. Our Equal Employment Opportunity Policy applies equally to interns and volunteers.