American Renal Associates, a national provider of quality dialysis services, is experiencing rapid growth and we are searching for the right individuals to help continue our superb performance. We are currently accepting applications for the following position in our Corporate Headquarters, located at the modern and convenient Cummings Center inBeverly, MA:
Leave Administration Coordinator
Under moderate supervision, the Leave Administration Coordinator supports the Leave Administration team in the day-to-day management of all Leave of Absence/FMLA/ADA cases for staff members in an assigned region(s). Occasionally, the Leave Administration Coordinator may assist in other areas of the HR function on a project basis.
Key Responsibilities
The Leave Administration Coordinator will provide support in the following areas:
General Duties:
Acts as a member of the internal HR service organization, focused on providing excellent customer service to our staff.
Responds to inquiries requiring a broad understand of policies, procedures and relevant employment law. Ensures inquiries are addressed and resolved timely and appropriately.
Maintains records, reports, and logs pertaining to the relevant processes. Ensures all documents are filed appropriately.
Resolves complex problems in a thorough and timely manner; uses discretion and judgement appropriately and escalates situations to appropriate party when necessary.
Creates basic internal processes and monitors efficiency. Initiates changes and updates to manuals/procedures for responsible areas.
Composes and edits internal correspondence to staff.
Generates periodic and ad hoc reports using HRIS and timekeeping systems.
Assists with various research and/or special projects as requested.
Performs other tasks and duties as assigned.
Leave of Absence Administration :
Serves as first point of contact for leave of absence inquiries. Conveys complex information and takes steps to ensure understanding of LOA and ADA policies and requirements. Provides necessary relevant documents.
Responsible for active, full-cycle management of all open leave of absence and ADA cases including administrative aspects and advising managers and staff on procedures and regulations. Determines staff member FMLA eligibility and advises on course of action if not eligible. Applies solid understanding of state and Federal laws when managing cases.
Maintains and updates several online databases, and HR reporting systems, ensuring accuracy and data integrity.
Coordinates with the Benefits department on benefit eligibility for staff members during lifecycle of LOA.
Drafts LOA letters and communications, selecting appropriate template for type of leave and/or specific state information. Utilizes Leave Case Management software as applicable.
Drafts, maintains, and distributes documents, complex spreadsheets, generation/creation of reports and forms.
Maintains ongoing communication with field offices on matters related to Leave of Absence management.
Coordinates with Payroll department to advise on matters related to pay for staff members on leave.
Provides information to 3rd party Short-Term Disability (STD) carrier to verify eligibility. Monitors STD claims management.
Applies solid understanding of state and Federal laws when managing cases.
Under guidance from Leave Administration Supervisor or Manager, handles accommodation requests under the Americans with Disabilities Act (ADA).
Communicates with other departments regarding employment data while maintaining appropriate levels of confidentiality.
Qualifications and Experience
Bachelor's degree in related field required, professional certification a plus.
1-3 years of HR experience required. Equivalent combination of education and experience will be considered.
Familiarity with Leave of Absence regulations and processes strongly preferred.
Requires strong understanding of state and Federal laws. Requires understanding of how work impacts Benefits, Payroll and Employee Relations functions.
Ability to work with and maintain sensitive and confidential information required.
Excellent customer service skills, ability to actively contribute as a team player and superior attention to detail required.
Ability to work in a fast-paced environment while maintaining high standards of accuracy required.
Flexibility and ability to prioritize while alternating between tasks.
Adaptability and willingness to consistently learn new skills.
Proficiency in Microsoft Office Suite required.
Experience with HRIS systems preferred.
This is a Full-Time position. Days and hours of work are Monday through Friday, 8:00 a.m. to 4:30 p.m. Hours of work may vary according to business needs. Occasional travel may be required (up to 10% of the time).
Why Choose American Renal Associates:
American Renal Associates (ARA) is one of the largest dialysis services providers in the United States. We provide high quality patient care to patients suffering from the most advanced stage of chronic kidney disease, known as End Stage Renal Disease (ESRD). We continue to expand our network of dialysis centers and improve more lives each year. Apply to become part of a team who is focused on quality patient care!
What we offer:
Competitive salaries
Excellent health benefits, company paid life and disability, tuition reimbursement, life assistance programs, pet insurance, 401(k) and much more! (eligibility for programs is based on classification)
Generous paid time off that recognizes your most recent, direct dialysis experience (for part time and full-time staff members working 20 hours or more per week)
ARA is an Equal Opportunity Employer - We value diversity in our workplace.
DFWP/ EOE: All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability or protected veteran status. All inquiries will be held in strict confidence.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
