at J&J Worldwide Services in Chicago, Illinois, United States
Job Description
Description
General Summary
As a member of the HR department, the HR Leave Administrator performs administrative duties related to FMLA, Company Medical Leave, Workers Compensation, Unemployment, and other human resources issues.
Essential Duties and Responsibilities
+ Communicates with employees regarding their needs for leave and/or modified work schedules. Ensures that employees are aware of their responsibilities and of any documentation and notice required to qualify for and to take leave.
+ Handles the FMLA leave administration process from the employees initial notice of the need for leave to the return to work. This includes gathering and completing all required paperwork, determining leave eligibility, designating leave as FMLA-qualifying, requesting medical certification as needed, and accounting for intermittent and reduced schedule leave use.
+ Maintains reasonable communication with employees on leave to facilitate smooth and timely return to work; relays communication between employees and their managers during leave within reason.
+ Advises managers and employees on the interaction of leave laws with paid time off, workers compensation, and short-term and long-term disability benefits.
+ Oversees the return-to-work process for employees returning from extended FMLA, workers compensation, or other leave(s).
+ Facilitates other leave requests, which may include accommodation requests under the ADA.
+ Administers other company time-off programs as assigned in accordance with internal policy and applicable laws.
+ Maintains complete and accurate records of leave and accommodation requests in accordance with specified legal requirements and documentation of best practices.
+ Preserves confidentiality of employee medical documentation and files.
+ Maintains knowledge of all applicable leave and accommodation laws including the FMLA, ADA, and state and local laws.
+ Reviews and processes unemployment insurance claims and documents. Interviews managers to gather facts on claims being investigated.
+ Perform HR Reporting.
+ Provide exceptional customer service to J&J internal and external customers.
+ Other duties as assigned.
Knowledge, Experience and Skill Requirements
+ Bachelor’s Degree in Human Resources or Business Administration is preferred.
+ Minimum of three (3) years experience working with one or more absence tracking tools.
+ Minimum of two (2) years experience working in a Human Resources position or an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job.
+ Knowledge of all applicable leave and accommodation laws including the FMLA, ADA, and state and local laws.
+ Excellent verbal and written communication skills.
+ Strong organizational skills.
+ Experience working in a diverse, multi-location environment is preferred.
Physical, Environmental and Sensory Requirements
+ Work environment is a typical office setting.
+ Physical demands include intermittent sitting, standing, and walking, and occasional bending reaching and lifting.
+ Limited exposure to elements such as heat, cold, noise, dust, dirt, chemicals, etc. but generally not to the point of being disagreeable.
This job description is subject to change by the employer as the needs of the employer and requirements of the job change.
We maintain a drug-free workplace and perform pre-employment substance abuse testing.
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 © consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35©
