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Fmla Leave Manager Jobs in Utah (NOW HIRING)

Demonstrated, in-depth knowledge of FMLA, ADA, and other applicable federal, state, and local leave laws. * Experience working with HRIS systems and leave management systems preferred. * Proficiency ...

Demonstrated, in-depth knowledge of FMLA, ADA, and other applicable federal, state, and local leave laws. * Experience working with HRIS systems and leave management systems preferred. * Proficiency ...

To analyze reported Family Medical Leave (FMLA) requests; to make determinations based on Federal ... The case manager assesses any barriers to a successful and timely return-to-work and engages with ...

$22.25 - $27.50/hr

Currently, the leave management process is painful and inefficient for everyone. Company leaders ... FMLA and ADA, short-term and long-term disability plans. You'll be responsible for ensuring ...

Leave of Absence Manager

Draper, UT · On-site

$85 - $120/hr

Oversee the administration of all leave programs, including FMLA, ADA, PWFA, USERRA, state and ... Manage relationships with third-party leave administrators and other vendors supporting leave and ...

New

Manages STD/LTD programs and State Paid Leave programs through the third-party administrator (Unum). Ensures that these program claims are coordinated with FMLA or general medical cases and ...

Overview JOB TITLE: Manager, HR Compliance Position Summary: The HR Compliance Manager is ... Audit FMLA and ADA leave administration for consistency and legal accuracy, even where day-to-day ...

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Fmla Leave Manager information

What does an FMLA Leave Manager do?

An FMLA Leave Manager is responsible for overseeing and administering leave requests under the Family and Medical Leave Act (FMLA). They ensure that both employees and employers comply with FMLA regulations, process leave documentation, track leave usage, and communicate with staff about their rights and responsibilities. The role also involves educating employees and management about FMLA policies, maintaining confidentiality, and coordinating with HR and payroll to manage leave records accurately.

What are some typical challenges faced by an FMLA Leave Manager and how can they be effectively addressed?

FMLA Leave Managers often encounter challenges such as balancing compliance with complex federal and state regulations, managing high volumes of leave requests during peak times, and ensuring clear communication between employees, HR, and management. Staying organized and utilizing dedicated leave management software can help streamline processes and reduce errors. Additionally, proactive training and regular policy reviews are essential for keeping up-to-date with changing laws and ensuring consistent, fair administration of leave policies.

What are the key skills and qualifications needed to thrive as an FMLA Leave Manager, and why are they important?

To thrive as an FMLA Leave Manager, you need a thorough understanding of FMLA regulations, HR policies, and compliance procedures, often supported by a degree in human resources or a related field. Familiarity with HRIS systems, leave management software, and relevant certifications such as SHRM-CP or PHR is highly valuable. Strong attention to detail, organizational skills, and effective communication are essential soft skills for managing sensitive employee cases and ensuring regulatory compliance. These skills ensure accurate administration of leave, minimize legal risks, and support employee well-being within the organization.

What is the difference between Fmla Leave Manager vs HR Coordinator?

AspectFmla Leave ManagerHR Coordinator
CredentialsTypically requires HR certification or related experienceUsually requires HR or related degree or certification
Work EnvironmentOffice-based, focused on leave management and complianceOffice or HR department, handling various HR functions
Employer & Industry UsageCommon in organizations managing employee leave policiesUsed across industries for HR support and coordination
Search & Comparison IntentOften compared for leave management rolesBroader HR role, but related in employee leave context

The Fmla Leave Manager specializes in managing employee leave under FMLA regulations, focusing on compliance and documentation. HR Coordinators handle a wider range of HR functions, including recruitment, onboarding, and employee relations. While both roles require HR knowledge and certifications, the Fmla Leave Manager's primary focus is leave administration, making it more specialized in leave policies and legal compliance.

What cities in Utah are hiring for Fmla Leave Manager jobs?

Cities in Utah with the most Fmla Leave Manager job openings:

Full-time

Re-posted 20 days ago


Job description

The Leave Specialist serves as the company’s subject matter expert on federal, state, and local leave of absence programs, including FMLA and related accommodation processes. This role provides guidance to employees and leaders regarding leave eligibility, requirements, and responsibilities; administers leave programs in compliance with applicable laws and company policies; and partners closely with Benefits, Human Resources, and Legal to ensure consistent, compliant leave practices across the organization.Key Responsibilities
  • Serves as the subject matter expert for federal, state, and local leave laws, working in alignment with and under the general guidance of Human Resources and Legal.
  • Communicates with and provides guidance to employees and managers regarding leave of absence requests, modified work schedules, and related processes.
  • Ensures employees are informed of their rights, responsibilities, and required documentation to qualify for and maintain approved leave.
  • Independently evaluates and approves or denies eligibility for FMLA, state specific leaves, other company approved leaves of absence, and related disability inquiries
  • Administers, tracks, and maintains all leave of absence records and documentation, ensuring accuracy and compliance with company procedures and applicable laws.
  • Drafts and recommends revisions to leave policies and procedures to ensure ongoing compliance with federal, state, and local regulations.
  • Identifies process gaps and recommends operational improvements to enhance efficiency, consistency, and employee experience.
  • Performs additional duties and projects as assigned.
Qualifications

Education and Experience:

  • Bachelor’s degree in Human Resources or a related field preferred.
  • Three or more years of experience in leave administration, human resources, benefits, or a related function.
  • Demonstrated, in-depth knowledge of FMLA, ADA, and other applicable federal, state, and local leave laws.
  • Experience working with HRIS systems and leave management systems preferred.
  • Proficiency in Microsoft Office applications, including Excel and Outlook.

Skills and Competencies:

To perform the job successfully, an individual should demonstrate the following competencies to perform the essential functions of this position:

  • Problem solving—the individual identifies, resolves problems in a timely manner, gathers and analyzes information skillfully
  • Critical thinking—the individual thinks open-mindedly, recognizing and assessing, as needs be, their assumptions, implications and practical consequences to each task given.
  • Interpersonal Skills—the individual maintains confidentiality, is open to others’ ideas, exhibits willingness to try new things.
  • Oral communication—the individual speaks clearly and persuasively in positive or negative situations, demonstrates group presentation skills and conducts meetings.
  • Written Communication—the individual edits work for spelling and grammar, presents numerical data effectively and can read and interpret written information.
  • Planning/organizing—the individual prioritizes and plans work activities, uses time efficiently, develops realistic action plans.
  • Quality control—the individual demonstrates accuracy and thoroughness and monitors own work to ensure quality.
  • Adaptability—the individual adapts to changes in the work environment, manages competing demands and can deal with frequent changes, delays, or unexpected events.
  • Dependability—the individual is consistently at work and on time, follows instructions, responds to management direction and solicits feedback to improve performance.
  • Safety and security—the individual actively promotes and personally observes safety and security procedures and uses equipment and materials properly.
Work Environment and Physical Demands

The physical demands and working conditions outlined below are representative of those an employee may encounter while performing the essential duties of this position. Reasonable accommodations may be provided to enable individuals with disabilities to perform these duties.

This role primarily involves working in a standard office environment. The employee will regularly:

  • Sit for extended periods.
  • Use hands and fingers to operate a computer keyboard, mouse, and other office tools.
  • Reach with hands and arms in the context of computer use or file handling.
  • Communicate verbally and aurally in meetings and phone conversations.

The employee may also:

  • Frequently stand and walk throughout the office.
  • Occasionally lift or move items weighing up to 50 pounds, such as office equipment, files, or supplies.

The typical noise level in the work environment is moderate—comparable to a standard business office with periodic conversations, phones ringing, and copier or printer use.