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Leave Absence Administrator Jobs in Colorado (NOW HIRING)

cchrpmc

Leave Administrator

Denver, CO

Administer leave of absence programs, including FMLA, CO FAMLI, ADA reasonable accommodations, workers' compensation, long-term disability, and other applicable state, local, and organizational leave ...

cchrpmc

Leave Administrator

Denver, CO · On-site

Administer leave of absence programs, including FMLA, CO FAMLI, ADA reasonable accommodations, workers' compensation, long-term disability, and other applicable state, local, and organizational leave ...

Affordable Rent

Leave Administrator

Denver, CO · On-site

Administer leave of absence programs, including FMLA, CO FAMLI,ADAreasonable accommodations,workers' compensation,long-term disability, and other applicable state, local, and organizational leave ...

cchrpmc

Leave Administrator

Denver, CO · On-site

Administer leave of absence programs, including FMLA, CO FAMLI, ADA reasonable accommodations, workers' compensation, long-term disability, and other applicable state, local, and organizational leave ...

Century Group

HR Admin Temp

Denver, CO · On-site

$25 - $35/hr

We are seeking a temporary HR Administrator to support our client's HR department. As the first ... Update internal databases (e.g., record sick or maternity leave). * Prepare HR documents, including ...

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All JobsLeave Absence Administrator JobsLeave Absence Administrator Jobs in Colorado

Leave Absence Administrator information

See Colorado salary details

$39.4K

$76K

$114.3K

How much do leave absence administrator jobs pay per year?

As of Sep 10, 2026, the average yearly pay for leave absence administrator in Colorado is $76,024.00, according to ZipRecruiter salary data. Most workers in this role earn between $56,900.00 and $94,900.00 per year, depending on experience, location, and employer.

What does a leave absence administrator do?

A Leave Absence Administrator manages and coordinates employee leave requests, such as medical, family, or personal leaves, ensuring compliance with company policies and legal regulations like FMLA or ADA. They process documentation, communicate with employees and managers, and maintain accurate records of absences. Their role helps ensure employees receive the appropriate benefits and that the organization remains compliant with applicable laws and internal procedures.

What are the key skills and qualifications needed to thrive as a leave absence administrator?

To thrive as a Leave Absence Administrator, you need a solid understanding of HR policies, leave laws (such as FMLA and ADA), and administrative procedures, typically supported by a degree in human resources or related experience. Familiarity with HR management systems (HRIS), leave management software, and relevant compliance platforms is essential. Exceptional attention to detail, strong organizational skills, and effective communication are important soft skills for managing sensitive employee information and coordinating with multiple departments. These skills ensure accurate leave tracking, legal compliance, and a smooth employee experience during leave processes.

How does a leave absence administrator typically collaborate with HR, managers, and employees during the leave process?

A Leave Absence Administrator acts as a central point of contact, working closely with HR, department managers, and employees to ensure a smooth and compliant leave process. They coordinate with HR to interpret and apply relevant leave policies, communicate with managers to plan for coverage during absences, and guide employees through the necessary documentation and timelines. Effective communication and organization are key, as the administrator must balance sensitivity to employee needs with adherence to legal and organizational requirements.

What is the difference between Leave Absence Administrator vs HR Coordinator?

AspectLeave Absence AdministratorHR Coordinator
CredentialsTypically requires HR certifications or related experienceOften requires HR or related certifications
Work EnvironmentFocuses on managing leave policies and employee leave recordsHandles broader HR functions including recruitment, onboarding, and employee relations
Employer & Industry UsageCommon in organizations with structured leave policiesUsed across various industries for general HR support
Search & Comparison IntentPeople comparing leave management rolesPeople exploring broader HR roles

The Leave Absence Administrator primarily manages employee leave records and policies, focusing on leave compliance and documentation. In contrast, the HR Coordinator handles a wider range of HR functions, including recruitment, onboarding, and employee relations. While both roles require HR-related certifications and are found in similar work environments, the Leave Absence Administrator specializes in leave management, whereas the HR Coordinator has a broader HR scope.

Leave Absence Administrator jobs near you
Infographic showing various Leave Absence Administrator job openings in Colorado as of September 2026, with employment types broken down into 74% Full Time, and 26% Part Time. Highlights an 97% In-person, and 3% Hybrid job distribution, with an average salary of $76,024 per year, or $36.5 per hour.

Leave Administrator

Denver, CO

cchrpmc
See more jobs at cchrpmcexternal

Full-time

Posted 13 days ago

Job description

Position Summary
The Leave Administrator manages leave of absence, reasonable accommodation, and workers’ compensation programs for Colorado Coalition for the Homeless (CCH). This role oversees the full leave process, from intake and eligibility through documentation, payroll coordination, and return-to-work, while ensuring compliance with federal, state, and organizational requirements and serving as a trusted resource to employees and managers.

Duties/Responsibilities (Essential Functions)

  • Administer leave of absence programs, including FMLA, CO FAMLI, ADA reasonable accommodations, workers’ compensation, long-term disability, and other applicable state, local, and organizational leave programs. 
  • Manage workers’ compensation claims and related return-to-work transitions from first report of injury through follow-up, transitional or modified duty coordination, and full return to work, while also supporting separation processes as related to leave administration and prioritizing safe, timely outcomes within employee restrictions. 
  • Review leave and accommodation requests, determine eligibility, and ensure compliance with federal, state, local, and organizational requirements. 
  • Guide employees, managers, and HR team members on leave rights, responsibilities, processes, benefit impacts, timesheet coding, work restrictions, accommodations, return-to-work expectations, and other leave-related matters by serving as a subject matter expert and providing practical guidance and support. 
  • Coordinate all required documentation, including medical certifications, accommodation records, return-to-work releases, claim forms, and related regulatory paperwork. 
  • Track leave usage, intermittent leave, workers’ compensation claims, restrictions, modified duty arrangements, and return-to-work timelines in the HRIS and related tracking tools. 
  • Maintain accurate, audit-ready records and administrative procedures for leave, accommodation, and workers’ compensation processes. 
  • Partner with Payroll and managers to ensure accurate leave coding, pay treatment, disability coordination, benefit deductions, reconciliations, and premium remittance. 
  • Communicate regularly with employees, managers, HR Business Partners, third-party administrators, providers, and legal partners regarding case status, next steps, and compliance requirements. 
  • Partner with third-party administrators and external agencies, including workers’ compensation insurance carriers, the Colorado FAMLI Division, disability vendors, and other leave partners, to coordinate claims, documentation, case status, and program administration. 
  • Prepare reports, monitor trends, and analyze leave and injury data to identify process improvements, compliance risks, and operational needs. 
  • Support required reporting and annual processes, including OSHA logs, workers’ compensation audits, regulatory filings, open enrollment coordination for employees on leave, and other related compliance activities. 
  • Identify patterns and trends in leave, accommodation, and workers’ compensation activity to highlight potential risk areas and partner with HR Business Partners on manager, department, or organizational hot spots requiring additional support or intervention. 
  • Partner with legal and HR leadership on complex or high-risk leave, accommodation, and workers’ compensation matters. 
  • Apply critical thinking to identify opportunities to align work restrictions, workers’ compensation restrictions, and partial return-to-work arrangements with temporary staffing and coverage needs. 
  • Maintain current knowledge of leave trends, laws, and regulatory changes, and ensure compliance with applicable federal, state, and local requirements. 
  • Ensure timely and accurate use of all required systems while maintaining complete, current records and supporting future system updates as directed. 
  • Perform other duties and special projects as assigned.

Education, Licensure and Certifications 

  • Associate’s degree in human resources or a benefits-related field required. 

Experience

  • Minimum of 5 years of experience administering leave programs, including FMLA and Colorado FAMLI, for medium to large employers. 
  • Experience administering ADA reasonable accommodations and workers’ compensation programs is required. 
  • Experience managing high-volume leave claims and complex cases in a fast-paced environment is strongly preferred. 
  • Demonstrated proficiency with Microsoft Office applications, including Outlook, Excel, PowerPoint, and Word; advanced Excel skills, such as PivotTables, VLOOKUPs, and macros, are required. 

Job Competencies

  • REQUIRED - Advanced knowledge of leave requirements and legal protections under FMLA, Colorado FAMLI, ADA, and other applicable federal, state, and local leave laws. 
  • Strong service orientation with the ability to provide responsive, solutions-focused support while exercising sound judgment and balancing employee needs, manager expectations, and organizational requirements. 
  • Strong sense of urgency and ability to respond effectively in a fast-paced environment. 
  • Excellent written and verbal communication skills, including the ability to clearly convey complex legal and program information and serve as a subject matter expert by providing guidance and training to managers, HR partners, and teams. 
  • Ability to research issues, analyze data, recommend practical solutions, and influence others to adopt recommendations. 
  • Ability to work independently and collaboratively while exercising sound judgment and effective decision-making. 
  • Excellent organizational skills and attention to detail, with a consistent ability to produce accurate work and build confidence in HR processes. 
  • Ability to manage multiple priorities and deadlines in a fast-paced environment. 
  • High degree of professionalism, discretion, and confidentiality. 

Physical Demands and Working Conditions
The physical demands and work environment are representative of those that must be met or encountered to successfully perform the essential functions of the job with or reasonable accommodation and without posing a direct threat to safety or health of self or others. In compliance with the Americans with Disabilities Act, CCH provides reasonable accommodation to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the Company.

 

Physical Demands

Percentage of work time spent on activity →

0% - 24%

25% to 49%

50% to 74%

75% to 100%

SEEING: Must be able to read computer screens and printed documents.

X

HEARING: Must be able to hear well enough to communicate with employees and others.

X

STANDING/WALKING

X

CLIMBING/STOOPING/KNEELING

X

LIFTING/PULLING/PUSHING

X

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