Leave of Absence Team Lead

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Title

The Leave of Absence (LOA) Team Lead serves as a non-supervisory process lead, providing advanced operational support, technical expertise, and workflow leadership for Bronson Healthcare Group’s Leave of Absence programs, including FMLA, ADA, Short-Term Disability (STD), Long-Term Disability (LTD), Paid Parental Leave (PPL), and Military Leave. This role manages a complex caseload while also functioning as the primary escalation point for long-term, high-risk, or multi-layered leave cases. The Team Lead supports LOA Analysts and the LOA Specialist by providing real-time consultation, quality review, training, and guidance to ensure accurate, compliant, and consistent leave administration. Working daily in Workday and Third-Party Administrator (TPA) systems, the role collaborates closely with Payroll, Employee Relations, HR Business Partners, HRIS, and external vendors to maintain seamless LOA operations. 

This position plays a critical role in process standardization, system testing, vendor coordination, reporting, and leadership communication, proactively identifying risks, trends, and improvement opportunities while keeping LOA leadership informed and supported. 

Key Responsibilities 

• Manage a volume of the alphabetical caseload across FMLA, ADA, STD, LTD, PPL, and Military Leave programs.  

• Perform the same core work as an HR Analyst while assuming additional responsibility for escalations, workflow oversight, and quality assurance. 

• Track and manage complex timelines involving overlapping leave types, multiple extensions, intermittent usage, and long-term leave scenarios. 

• Serve as the primary escalation point for LOA Analysts, the LOA Specialist, employees, leaders, and internal HR partners. 

• Support complex ADA cases in collaboration with the LOA Specialist, including documentation review and interactive process guidance. 

• Lead operational review of long-term disability claims, Military Leave cases, and seven-month leave reviews. 

• Prepare and review hardship analyses and provide recommendations to Employee Relations during recurring case review meetings. 

• Evaluate return-to-work readiness for extended leave and ensure compliance with policy and regulatory requirements. 

• Lead weekly LOA team huddles, providing coaching, clarification on workflows, regulatory updates, and operational guidance. 

• Conduct quality reviews of case documentation, Workday transactions, and payroll coding to ensure consistency, accuracy, and compliance. 

• Identify gaps, risks, or inefficiencies in LOA workflows and communicate actionable improvement recommendations to the Director. 

• Ensure LOA, ADA, and related policies, SOPs, and job aids are accurate, current, and easy to interpret and support and co-lead LOA process improvement initiatives and workflow standardization efforts.

• Act as the primary operational liaison with Third-Party Administrators, participating in regular meetings to review case activity, trends, escalations, and workflow alignment. 

• Coordinate resolution of vendor-related issues and support process enhancements to improve service delivery and compliance. 

•  Provide ongoing, non-supervisory coaching and on-the-job support to LOA team members. 

• Facilitate leaders, employee education, and training. 

• Assist in developing and maintaining LOA-related training materials, SOPs, and communication resources. 

• Perform and review Workday LOA transactions, including EIB creation and loading as needed. 

• Oversee LOA-related reporting, including STD reviews, seven-month case tracking, and team-level analytics. 

• Participate in annual Workday testing for LOA and ADA updates, identifying system or workflow issues, and partnering with HRIS for resolution. 

• Support payroll accuracy by reviewing exempt payroll, approvals, reconciliations, and sign-off processes. 

Essential Qualifications 

Minimum Education: 
Bachelor’s degree required; Human Resources, Business, Healthcare, or related field preferred. 

Required Experience: 

• Minimum of 5-7 years of progressive HR experience, with significant emphasis on LOA, ADA, STD/LTD, disability management, or regulatory compliance. 

• Demonstrated experience managing complex and long-term leave cases and serving as an escalation resource. 

• Strong experience using Workday and Third-Party Administrator platforms (Sedgwick preferred). 

• Proven ability to act as a process lead, provide peer guidance, conduct quality reviews, and influence operational outcomes. 

Knowledge, Skills, and Abilities: 

• Expert knowledge of FMLA, ADA, STD, LTD, PPL, and Military Leave regulations and administration 

• Advanced understanding of long-term and complex leave case management and ADA interactive processes 

• Strong proficiency with HRIS and leave platforms (Workday and TPA systems; Sedgwick preferred) 

• Ability to interpret regulations and apply them consistently across complex scenarios 

• Strong analytical, investigative, and documentation skills with exceptional attention to detail 

• Ability to lead workflows and influence outcomes without direct supervisory authority 

• Strong verbal and written communication skills, including facilitation and training capabilities 

• High level of professionalism and discretion when handling sensitive medical and personal information 

• Collaborative approach to partnering with Payroll, Employee Relations, HRIS, vendors, and leadership 

Physical and Sensory Demands 

• Prolonged sitting and computer use (up to 80% of workday). 

• Frequent visual concentration for detailed payroll data review and system analysis. 

• Occasional standing, walking, bending, and lifting of light objects (up to 20 pounds). 

• High level of mental concentration required to meet strict benefit deadlines and regulatory compliance standards. 

Work Environment 

• Work is performed in a professional office or hybrid home office environment.  

• The position requires extensive computer use and frequent interaction with Finance, HR, IT, leadership, external vendors, and regulatory agencies.  

• The environment is climate-controlled with minimal exposure to physical hazards.  

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Agency Use Policy and Agency Submittal Disclaimer

Bronson Healthcare Group and its affiliates (“Bronson”) strictly prohibit the acceptance of unsolicited resumes from individual recruiters or third-party recruiting agencies ("Recruiters") in response to job postings or word of mouth. Unsolicited resumes sent to any employee of Bronson by Recruiters, without both a valid written agreement with Bronson and a direct written request from the Bronson Talent Acquisition Department for a specific job position, will be considered the property of Bronson. Furthermore, no fees will be owed or paid to Recruiters who submit resumes for unsolicited candidates, even if those candidates are hired. This policy applies regardless of whether the Recruiter has a pre-existing agreement with Bronson. Only candidates submitted through a specific written agreement with the Bronson Talent Acquisition Department for a named position are eligible for fee consideration.

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