Manager, Leave Administration, Retirement, and Wellness Programs - Remote

📋 Description

• • Lead and manage the comprehensive administration of all employee leave programs, ensuring seamless and compliant operations across diverse jurisdictions. This includes overseeing FMLA, ADA accommodations, state-specific paid leaves, disability claims, military leave coordination, and workers' compensation integration, maintaining strict adherence to all relevant federal and state regulations.
• • Drive the efficient management of high-volume leave processes, consistently meeting and exceeding established Service Level Agreements (SLAs) and turnaround times. Proactively address and resolve escalated leave inquiries with fairness, speed, and a high degree of professionalism.
• • Act as the primary point of escalation for complex, high-risk, and sensitive leave and accommodation cases, providing expert guidance and resolution to ensure equitable outcomes and mitigate organizational risk.
• • Serve as a pivotal Subject Matter Expert (SME) and strategic leader for the company's wellness initiatives. This involves providing creative direction, robust project management, and overseeing the design, implementation, and ongoing administration of an integrated wellness strategy aimed at significantly enhancing employee well-being and fostering deep, meaningful engagement across the organization.
• • Provide diligent oversight of the company's 401(k) retirement plan, ensuring unwavering regulatory compliance. This includes coordinating and preparing comprehensive materials for retirement plan committee meetings, facilitating audits, and managing day-to-day administrative activities in close collaboration with external plan advisors and service providers.
• • Guarantee full compliance with all applicable federal and state regulations governing benefits and leave programs, including but not limited to FMLA, ADA, ERISA, HIPAA, and all related reporting and documentation requirements. Stay abreast of any legislative changes that may impact these programs.
• • Effectively manage and oversee third-party administrators and vendors who provide critical support for leave, disability, retirement, wellness, and employee assistance programs. Ensure vendor performance aligns with contractual obligations and organizational standards.
• • Take ownership of the administration of other key financial benefit programs, such as the Workplace Giving/Match program, tuition reimbursement initiatives, and financial education and advisory services, promoting employee financial literacy and support.
• • Foster strong cross-functional partnerships with HR Business Partners, Employee Relations, Payroll, and HR Technology teams to swiftly and effectively resolve any issues or discrepancies related to leave administration or other programs managed by the team.
• • Spearhead the communication strategy for leave, financial well-being, and wellness programs. Collaborate closely with HR Communications to develop and execute clear, timely, and engaging employee education campaigns across all communication channels, ensuring maximum awareness and utilization of available resources.
• • Provide essential project management support for critical annual processes and vendor implementations. This includes facilitating provider renewals, managing Request for Proposals (RFPs) in partnership with Procurement, Finance, Legal departments, and external consultants, ensuring optimal vendor selection and contract negotiation.
• • Continuously measure and analyze the performance of benefit plans and programs. Generate comprehensive reports, key metrics, and strategic insights to inform leadership decision-making and drive program improvements.
• • Lead, manage, and mentor the leave administration and wellness staff, guiding them in the daily execution of their tasks and fostering a high level of morale, productivity, and professional development. Cultivate an environment that encourages continuous learning and improvement in benefit administration competencies.
• • Undertake and manage other critical benefits or total rewards projects as assigned, contributing to the overall strategic objectives of the HR department and the organization.