Leave Administrator Jobs (NOW HIRING)

The mission of the Colorado Coalition for the Homeless is to work collaboratively toward the prevention of homelessness and the creation of lasting solutions for families, children, and individuals who are experiencing or at-risk of homelessness throughout Colorado.

The Coalition advocates for and provides a continuum of housing and a variety of services to improve the health, well-being, and stability of those it serves.

Our Philosophy of Service

We believe all people have the right to adequate housing and health care. We work to remove the barriers that restrict access to these rights. Society benefits when adequate housing and healthcare are available to everyone.

We create lasting solutions to homelessness by:

• Honoring the inherent dignity of those we serve, affirming their capabilities, and fostering their hope that a better life is possible;
• Building strong, caring, and trauma-informed communities through the integration of housing, health care, and supportive services;
• Advocating for social and racial equity, inclusion, and diversity and challenging the status quo in partnership with our workforce members and those we serve;
• Achieving excellence through continuous quality assurance, innovation, and professional development;
• Using resources judiciously and effectively.

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,ADAreasonable 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,timelyoutcomes within employee restrictions.
• Reviewleaveand accommodation requests,determineeligibility, and ensure compliance with federal, state, local, and organizational requirements.
• Guide employees, managers, and HR team members on leave rights, responsibilities, processes, benefit impacts,timesheetcoding, 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.
• Maintainaccurate, audit-ready records and administrative procedures for leave, accommodation, and workers' compensation processes.
• Partner with Payroll and managers to ensureaccurateleavecoding, pay treatment, disability coordination, benefit deductions, reconciliations, and premium remittance.
• Communicate regularly with employees, managers, HR Business Partners, third-party administrators, providers, and legal partnersregardingcase 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,monitortrends, and analyze leave and injury data toidentifyprocess 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.
• Identifypatterns 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 requiringadditionalsupport or intervention.
• Partner with legal and HR leadership on complex or high-risk leave, accommodation, and workers' compensation matters.
• Apply critical thinking toidentifyopportunities 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.
• Ensuretimelyandaccurateuse of all required systems whilemaintainingcomplete, 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 administeringADAreasonable accommodations and workers' compensation programs isrequired.
• Experience managing high-volume leave claims and complex cases in a fast-paced environment is strongly preferred.
• Demonstratedproficiencywith Microsoft Office applications, including Outlook, Excel, PowerPoint, and Word; advancedExcel skills, such as PivotTables, VLOOKUPs, and macros, arerequired.
• 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.