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Absence Management Jobs in Remote, OR (NOW HIRING)

Oregon Coast Community Action

HR Generalist

Coos Bay, OR · On-site

$20.80 - $24.11/hr

Serve as an administrator for all employee leave of absence, including FMLA, OFLA, ADA, worker's compensation, and short-term disability. * Manage full-cycle tracking, documentation, and employee ...

Apply Early

sportsmans

Assistant Store Manager

Roseburg, OR

... by management Assist with oversight and audits of cycle counts and price changes Review and sign ... absence, following company guidelines Assist the Store Manager with store events, hours, and ...

Banner Bank

Branch Manager II

North Bend, OR

$80K - $95K/yr

Perform duties in the absence of other Branch personnel. * Responsible for attaining established Bank and branch goals through active participation in the Banner Way Sales Management and Sales ...

Banner Bank

Branch Manager II

North Bend, OR · On-site

$80K - $95K/yr

Perform duties in the absence of other Branch personnel. * Responsible for attaining established Bank and branch goals through active participation in the Banner Way Sales Management and Sales ...

Apply Early

Banner Bank

Branch Manager II

North Bend, OR · On-site

$80K - $95K/yr

Perform duties in the absence of other Branch personnel. * Responsible for attaining established Bank and branch goals through active participation in the Banner Way Sales Management and Sales ...

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Absence Management information

See Remote, OR salary details

$29K

$48.3K

$69.4K

How much do absence management jobs pay per year?

As of Jul 4, 2026, the average yearly pay for absence management in Remote, OR is $48,349.00, according to ZipRecruiter salary data. Most workers in this role earn between $42,000.00 and $48,500.00 per year, depending on experience, location, and employer.

What are the typical daily responsibilities of an Absence Management professional?

As an Absence Management professional, your daily responsibilities usually include reviewing and processing employee leave requests, maintaining accurate leave records, and ensuring all absences comply with legal and company policies. You may partner closely with HR teams, managers, and third-party vendors to coordinate accommodations and manage return-to-work processes. The role also often involves answering employee questions about leave entitlements, providing necessary documentation, and monitoring ongoing cases. Effective communication and attention to detail are vital, as your work directly impacts both employee experience and organizational productivity.

What are the key skills and qualifications needed to thrive in the Absence Management position, and why are they important?

To thrive in Absence Management, you need a strong understanding of HR policies, leave of absence regulations, and experience with employee case management, usually supported by a degree in human resources, business administration, or a related field. Familiarity with HRIS platforms, leave tracking systems, and knowledge of FMLA, ADA, and other compliance standards are typically required. Excellent organizational skills, attention to detail, and the ability to communicate empathetically with employees and managers are crucial soft skills. These skills ensure compliance, minimize disruption to business operations, and support the well-being of employees throughout their leave processes.

What's a good job for overthinkers?

Absence management roles often involve administrative tasks, record-keeping, and communication, which can suit overthinkers who excel at detail orientation and organization. These jobs typically require strong problem-solving skills and attention to policy compliance, often with predictable schedules and minimal high-pressure situations.

How can I make $2000 a week working from home?

Absence management roles typically do not pay $2000 a week solely from remote work; earning this amount often requires advanced experience, specialized skills, or multiple income streams. High-paying remote jobs in this field may include senior or managerial positions, which often require relevant certifications and extensive industry knowledge. Supplementing your income with additional freelance or consulting work can also help reach higher weekly earnings.

What jobs pay 4000 a week without a degree?

In the field of absence management, high-paying roles such as senior HR or payroll managers can sometimes reach $4,000 weekly, especially with extensive experience and certifications. Outside of this, jobs like sales managers, real estate brokers, or certain skilled trades may also offer such earnings, often requiring specialized skills, licenses, or a strong professional network.

What is an Absence Management job?

An Absence Management job involves overseeing and coordinating employee leave policies, including sick leave, vacation, disability, and other time-off requests. Professionals in this role ensure compliance with company policies and labor laws while supporting employees through their leave processes. They also work to minimize the impact of absences on business operations by implementing effective tracking systems and return-to-work strategies. Effective absence management helps maintain productivity, reduce costs, and promote employee well-being.

What does an absence manager do?

An absence manager oversees employee leave and absence programs, ensuring compliance with company policies and legal requirements. They track and manage leave requests, coordinate with HR and payroll, and implement strategies to reduce absenteeism using tools like absence management software.
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Absence Management jobs near you
HR Generalist

HR Generalist

Oregon Coast Community Action

Coos Bay, OR • On-site

$20.80 - $24.11/hr

Full-time, Part-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 3 days ago

Be an early applicant

Job description

Title: People Operations Generalist

Location: Coos Bay, OR

Program: Oregon Coast Community Action

Reports to: Director of People Operations (HR)

HR Contact: hr@orcca.us

Pay Level: Specialist II – Starting at $20.80 hourly, depending on experience and qualifications.

Staff Supervised: None

FSLA Status: Non-Exempt from Overtime

Effective: July 2026

Position Type: Full-Time

Revised: July 2026


Job Description


PRIMARY PURPOSE:

The People Operations Generalist shapes and supports the employee experience for our employees. This role champions a culture of safety, wellness, and operational efficiency. By leveraging ADP Workforce Now automation, you will streamline the employee lifecycle, lead our Oregon OSHA safety initiatives, and ensure our frontline staff feel valued, safe, and supported in their mission. Additionally, this position acts as a critical strategic partner, serving as the formal backup to both the People Operations Director and the Recruitment Specialist to ensure total business continuity across all department functions.


ESSENTIAL JOB FUNCTIONS (Reason position exists is to perform these functions)


I. Benefits & Total Rewards Administration

  • Coordinate daily administration of employee benefits programs, including Health, Dental, Vision, Life, Retirement, and EAP.
  • Assist with the annual benefits open enrollment process within ADP Workforce Now, building digital enrollment workflows and answering employee questions.
  • Reconcile monthly insurance building statements and partner with finance department to resolve premium discrepancies
  • Market the value of organization wellness benefits to frontline staff to encourage usage and reduce burnout.


II. Leave of Absence Management & Compliance

  • Serve as an administrator for all employee leave of absence, including FMLA, OFLA, ADA, worker’s compensation, and short-term disability.
  • Manage full-cycle tracking, documentation, and employee communications for Paid Leave Oregon claims.
  • Evaluate and document workplace accommodation requests under the ADA, partnering with supervisors to implement reasonable workplace accommodations.
  • Seamlessly integrate state compliance—including Paid Leave Oregon, OFLA, and the Oregon Equal Pay Act—into modern, equitable workplace practices.


III. Team Backup Continuity

  • Serve as second-in-command for the People Operations (HR ) Department, assuming limited decision making during the Director’s absence.
  • Act as an escalated point of contact for high-level employee relations concerns, leadership inquiries, and urgent agency issues.
  • Serve as the primary operational backup to the Recruitment Specialist, seamlessly stepping in during high-volume hiring surges or vacancies to prevent delays.
  • Step in to manage the full-cycle recruitment workflows in the ADP Applicant Tracking System, including posting jobs and scheduling interviews. Extend formal job offers, initiate background checks, and managing pre-employment compliance tracking when the recruitment desk requires support.


IV. Employee Experience and Lifecycle

  • Design and facilitate a seamless, tech-driven onboarding and orientation journey via ADP that connects new hires deeply to our social services mission.
  • Serve as an empathetic, accessible onsite resource for frontline staff, helping managers resolve conflicts constructively and document performance milestones.


V. People Analytics and Systems

  • Manage and optimize ADP Workforce Now to automate administrative workflows.
  • Audit part-time hours to meet Affordable Care Act requirements.
  • Generate data insights to improve staff retention and streamline reporting.


VI. Culture, Safety, and Wellness

  • Champion workplace health by leading the mandatory Oregon OSHA Safety Committee Meetings.
  • Organize monthly safety meetings and document required minutes.
  • Launch safety protocols specifically tailored to social services environments, focusing on de-escalation, physical safety, and burnout prevention.


TEAM EXPECTATIONS:

Teamwork - We join our individual strengths together creating teams and circles of cooperation to promote innovative thinking and bring opportunity to our community.

Partnerships - We create collaborative community partnerships to best leverage all resources available for the benefit of the community.

Diversity - We welcome and accept differences and honor our co-workers and clients by treating each person with equality, dignity, and respect.

Confidentiality & Ethics - We maintain a high standard of ethics and integrity to respect the confidentiality of clients and staff.

Physical Safety - We respond promptly to address health and safety needs or concerns for clients and staff.

Communications - We encourage timely, open-minded, respectful, and direct communication to alleviate controversies and foster a safe, productive workplace.

Health & Sustainability - Recognizing the importance of physical, emotional, and environmental health, we seek to inspire and model healthy, sustainable living.

Public Relations - We recognize that each of us represents the entire agency in our public interactions and strive to act in a consistently professional and unbiased manner.

Professional Growth - We provide an environment supportive to personal and professional growth, cross training, and advancement.


INDIVIDUAL EXPECTATIONS:

  • Attend staff meetings, center meetings, and/or other workshops/meetings as notified
  • Maintain a positive attitude regarding ORCCA and all its programs along with the Head Start program and philosophy
  • Model behaviors that demonstrate an understanding, acceptance and welcoming of diversity
  • Maintain respect and positive communication regarding all children, families and staff.
  • Maintain confidentiality of client and staff information.
  • Maintain open, two-way communication with staff
  • Accept suggestions and guidance from supervisor and other management staff
  • Seek feedback on job performance and evaluate suggestions and guidance to incorporate in performance
  • Commit to further training. Develop an individual training plan using program tools, as appropriate.
  • Communicate with supervisor regarding any needed changes or concerns with work schedule.
  • Adhere to agency procedures as a mandated child abuse reporter
  • Ability to perform the job with or without reasonable accommodations


REQUIRED KNOWLEDGE, SKILLS, AND ABLILITIES:

  • Familiarity with state, federal, and local employment, labor, and safety laws.
  • Experience with HRIS Systems, preferably ADP Workforce now or similar system(s).
  • Proficiency with Microsoft Office Suite.
  • Strong presentation and training skills.
  • Sustained concentration and ability to handle multiple tasks often simultaneously.
  • Excellent verbal and written communication skills, with ability to write and articulate clearly/accurately complex policies and procedures.
  • Significant problem-solving skills.
  • Ability to handle highly stressful and sensitive situations in a professional manner.
  • Ability to interpret and implement complex laws and policies.
  • Ability to work independently and maintain professional boundaries and confidentiality.
  • Ability to exercise tact and discretion in all employee interactions.
  • Strong organization and time management skills, ability to meet tight deadlines.
  • High level of efficiency, accuracy and attention to detail.


EXPERIENCE AND EDUCATION REQUIREMENTS:

  • SHRM-CP, PHR, or equivalent HR Certification are a plus.
  • High School Diploma or Equivalent required.
  • A minimum of three or more years of progressive experience in Human Resources/People Operations or related to the position description required.
  • All combinations of vocational/post secondary education, experience and/or training will be considered.
  • Experience in a non-profit environment and/or Community Action Agency/Head Start preferred.


WORK ENVIRONMENT:

  • Geographic Area: Coos, Curry and Western Douglas Counties
  • Primary job site: Coos Bay, Oregon
  • May lift items up to 51 pounds with or without reasonable accommodations.
  • May have periodic evening and/or weekend activities


OTHER:

  • Frequent sitting for long periods using computer keyboard, telephone and other office machines.
  • Valid Oregon driver’s license and acceptable driving record.
  • Proof of automobile liability insurance @ 100,000/300,000 liability limits and maintain such limits.
  • Reliable transportation for getting to work
  • Must be free from illegal drugs, may be subject to suspicion testing.
  • Must be enrolled in the Oregon Department of Education-Child Care Division Central Background Registry at time of hire and update it as required.


NOTE: The specific statements reflected in each section of this position description are not intended to be all-conclusive, but rather the basic elements and criteria considered being necessary in order to satisfactorily perform the duties associated with the position. Your employment with ORCCA is at will. This means your employment is for an indefinite period of time and it is subject to termination by you or Employer with or without cause, with or without notice, and at any time.

Oregon Coast Community Action is an Equal Opportunity Employer. ORCCA does not and shall not discriminate on the basis of race, color, religion, creed, gender, gender expression, age, national origin (ancestry), disability, marital status, sexual orientation, or military status, in any of its activities or operation.

Please inform Human Resources at 541-435-7090 or hr@orcca.us if you require a reasonable accommodation in order to perform the essential functions of this job.