Key skills
CommunicationCollaboration
About this role
The HR operations team, endeavors to continuously build and deliver a seamless and positive employee experience across the whole employee lifecycle. We are dedicated to leading with care and have empathy in mind. We strive to develop efficient and simple people processes, systems, policies, and programs. We aspire to ensure employees feel heard and that they are given the appropriate resources and support needed to be effective and efficient during their careers.
As a Leave of Absence Specialist, you will be supporting various employee benefits, including but not limited to Leave of Absence (LOA), healthcare benefits, and 401(k) retirement plan. The ideal candidate should have strong experience and knowledge in leave management, benefits operation and applicable compliance requirements per different types of plans, along with benefits vendor management and system optimization experience.
Responsibilities:
LOA Data Collection & Governance
- Manage routine leave of absence management workflow with high quality.
- Ensure data accuracy per payroll cycle; monitor data quality over time and troubleshoot data discrepancies (e.g., mismatches between leave requests and payroll deductions) with cross-functional teams.
- Ensure data completeness and consistency through regular data cleaning (e.g., resolving duplicate entries, standardizing leave types, validating date formats) and establishing data governance rules (e.g., defining LOA data metrics, updating data dictionaries).
Pay Audit & Leave Pay Calculation
- Perform pay audits for employees on leave, including validation of paid leave, unpaid leave, salary continuation, benefit deductions, offsets, and corrections.
- Coordinate with payroll to confirm accurate and timely pay processing for employees on leave.
- Identify payroll discrepancies related to LOA and work with payroll, vendors, and internal teams to resolve issues promptly.
- Maintain clear documentation of pay calculations, audit findings, adjustments, and follow-up actions.
LOA Data Analysis & Trend Identification
- Conduct descriptive, diagnostic, and predictive analysis on LOA data:
- Descriptive: Track key LOA metrics (e.g., total LOA cases per quarter, average leave duration by type, department-wise leave rate, approval/rejection rate).
- Diagnostic: Investigate anomalies (e.g., sudden spikes in medical leave in a specific team, unusually long unpaid leave) and identify root causes (e.g., workplace stress, seasonal illnesses, policy gaps).
- Predictive: Forecast future leave demand (e.g., peak parental leave periods, Q4 sick leave trends) to support workforce planning.
Reporting & Visualization
- Develop regular (weekly/monthly/quarterly) LOA reports and dashboards for stakeholders (HR leaders, department managers, executives).
- Translate complex data insights into clear, actionable recommendations.
- Present analysis results in meetings (e.g., quarterly HR reviews) and tailor communication to non-technical audiences.
Cross-Functional Collaboration
- Partner with payroll teams to ensure LOA data integrates with payroll processes (e.g., accurate calculation of paid leave wages, deduction for unpaid leave).
- Work with cross functional stakeholders and support LOA related workflow e.g. offboarding, reasonable accommodation etc.
- Liaise with tech teams to enhance HRIS functionality for LOA data tracking (e.g., adding custom fields for leave reason codes, automating leave request workflows).
As a Leave of Absence Specialist, you will be supporting various employee benefits, including but not limited to Leave of Absence (LOA), healthcare benefits, and 401(k) retirement plan. The ideal candidate should have strong experience and knowledge in leave management, benefits operation and applicable compliance requirements per different types of plans, along with benefits vendor management and system optimization experience.
Responsibilities:
LOA Data Collection & Governance
- Manage routine leave of absence management workflow with high quality.
- Ensure data accuracy per payroll cycle; monitor data quality over time and troubleshoot data discrepancies (e.g., mismatches between leave requests and payroll deductions) with cross-functional teams.
- Ensure data completeness and consistency through regular data cleaning (e.g., resolving duplicate entries, standardizing leave types, validating date formats) and establishing data governance rules (e.g., defining LOA data metrics, updating data dictionaries).
Pay Audit & Leave Pay Calculation
- Perform pay audits for employees on leave, including validation of paid leave, unpaid leave, salary continuation, benefit deductions, offsets, and corrections.
- Coordinate with payroll to confirm accurate and timely pay processing for employees on leave.
- Identify payroll discrepancies related to LOA and work with payroll, vendors, and internal teams to resolve issues promptly.
- Maintain clear documentation of pay calculations, audit findings, adjustments, and follow-up actions.
LOA Data Analysis & Trend Identification
- Conduct descriptive, diagnostic, and predictive analysis on LOA data:
- Descriptive: Track key LOA metrics (e.g., total LOA cases per quarter, average leave duration by type, department-wise leave rate, approval/rejection rate).
- Diagnostic: Investigate anomalies (e.g., sudden spikes in medical leave in a specific team, unusually long unpaid leave) and identify root causes (e.g., workplace stress, seasonal illnesses, policy gaps).
- Predictive: Forecast future leave demand (e.g., peak parental leave periods, Q4 sick leave trends) to support workforce planning.
Reporting & Visualization
- Develop regular (weekly/monthly/quarterly) LOA reports and dashboards for stakeholders (HR leaders, department managers, executives).
- Translate complex data insights into clear, actionable recommendations.
- Present analysis results in meetings (e.g., quarterly HR reviews) and tailor communication to non-technical audiences.
Cross-Functional Collaboration
- Partner with payroll teams to ensure LOA data integrates with payroll processes (e.g., accurate calculation of paid leave wages, deduction for unpaid leave).
- Work with cross functional stakeholders and support LOA related workflow e.g. offboarding, reasonable accommodation etc.
- Liaise with tech teams to enhance HRIS functionality for LOA data tracking (e.g., adding custom fields for leave reason codes, automating leave request workflows).