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Leave Of Absence Manager Jobs in Colorado (NOW HIRING)

GOLFTEC

People Team Business Partner

Englewood, CO · On-site

$80K - $100K/yr

This role partners closely with managers and department leaders to build trust in HR as a strategic resource, supports employees through leave of absence and performance processes, and contributes to ...

Golftec Llc

People Team Business Partner

Englewood, CO · On-site

$80 - $100/hr

This role partners closely with managers and department leaders to build trust in HR as a strategic resource, supports employees through leave of absence and performance processes, and contributes to ...

EchoStar

Leaves Case Manager I

Englewood, CO · On-site

$27.02 - $38.70/hr

Job Duties and Responsibilities The Leave of Absence and Accommodation Case Manager I, will work closely with employees during critical life moments, ensuring a seamless experience throughout the ...

American Traveler

Special Education Teacher

Northglenn, CO · On-site

$50K - $66K/yr

Covers a leave of absence through October 2nd Requirements * License required if applicable * Resume required for consideration * Colorado CBI and FBI fingerprinting clearance required upon contract ...

Ardent Mills

Benefits Coordinator (Hybrid)

Denver, CO · On-site

Strong customer service and responsiveness Good to have: * 2-3 years in benefits, leave of absence, retirement, or general human resources experience * Campaign management and program communication ...

Stanley Steemer

Lead Cleaning Technician

Golden, CO · On-site

$18.29 - $25/hr

You will be assisting the Air Duct Manager and co-workers in completing jobs safely through ... Medical Leave of Absence, Personal Leave of Absence * Short Term Disability, Long Term Disability ...

Stanley Steemer

Lead Cleaning Technician

Parker, CO · On-site +1

$18.29 - $25/hr

You will be assisting the Air Duct Manager and co-workers in completing jobs safely through ... Medical Leave of Absence, Personal Leave of Absence * Short Term Disability, Long Term Disability ...

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All JobsLeave Of Absence JobsLeave Of Absence Manager JobsLeave Of Absence Manager Jobs in Colorado

Leave Of Absence Manager information

See Colorado salary details

$30K

$86.5K

$107.8K

How much do leave of absence manager jobs pay per year?

As of Aug 20, 2026, the average yearly pay for leave of absence manager in Colorado is $86,549.00, according to ZipRecruiter salary data. Most workers in this role earn between $54,700.00 and $107,800.00 per year, depending on experience, location, and employer.

What does a leave of absence manager do?

A Leave of Absence Manager is responsible for overseeing and administering employee leave programs within an organization, such as medical leave, family leave, and other types of time off. They ensure compliance with federal, state, and company leave policies, like the Family and Medical Leave Act (FMLA). Leave of Absence Managers coordinate with employees, HR, and management to process leave requests, maintain accurate records, and support employees throughout their leave. They also provide guidance on eligibility, documentation requirements, and return-to-work procedures. Their role is crucial in balancing legal compliance with employee well-being.

What are the key skills and qualifications needed to thrive as a leave of absence manager, and why are they important?

To thrive as a Leave of Absence Manager, you need a solid understanding of HR policies, employment law, and leave administration, often supported by a bachelor's degree in human resources or a related field. Familiarity with HRIS systems, leave management software, and knowledge of regulations like FMLA and ADA are typically required. Exceptional organizational skills, attention to detail, and the ability to communicate sensitively with employees help you stand out in this position. These skills ensure accurate compliance with legal requirements, efficient leave processing, and supportive employee relations.

What are some common challenges faced by a leave of absence manager, and how can they be addressed?

A Leave of Absence Manager often navigates complex legal requirements, frequent policy updates, and sensitive employee situations. Challenges include staying compliant with federal and state regulations (such as FMLA or ADA), coordinating with multiple departments, and ensuring clear communication with both employees and management. Success in this role involves continuously updating your knowledge of relevant laws, developing strong organizational systems, and building collaborative relationships with HR, payroll, and legal teams to ensure smooth leave administration. Proactive communication and empathy are also key for supporting employees through their leave processes.

What is the difference between Leave Of Absence Manager vs HR Coordinator?

AspectLeave Of Absence ManagerHR Coordinator
CredentialsHR certifications, knowledge of leave policiesHR certifications, general HR knowledge
Work EnvironmentFocus on leave management, policy complianceSupport HR functions, employee relations
Employer & Industry UsageCommon in large organizations with complex leave policiesWidely used across industries for HR support
Search & Comparison IntentUnderstanding leave management rolesGeneral HR support roles

The Leave Of Absence Manager specializes in managing employee leave policies, ensuring compliance, and coordinating leave processes. An HR Coordinator handles broader HR functions, including recruitment, onboarding, and employee relations. While both roles require HR certifications and knowledge of employment laws, the Leave Of Absence Manager focuses specifically on leave management, making it a more specialized position within HR teams.

What are the most commonly searched types of Leave Of Absence jobs in Colorado?

The most popular types of Leave Of Absence jobs in Colorado are:

What are popular job titles related to Leave Of Absence Manager jobs in Colorado?

For Leave Of Absence Manager jobs in Colorado, the most frequently searched job titles are:

What job categories do people searching Leave Of Absence Manager jobs in Colorado look for?

The top searched job categories for Leave Of Absence Manager jobs in Colorado are:

What cities in Colorado are hiring for Leave Of Absence Manager jobs?

Cities in Colorado with the most Leave Of Absence Manager job openings:

Leave Of Absence Manager jobs near you
Infographic showing various Leave Of Absence Manager job openings in Colorado as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $86,549 per year, or $41.6 per hour.

Human Resource Generalist - Educational Services Center

Cherry Creek School District

Denver, CO • On-site

Full-time

Posted 9 days ago

Cherry Creek School District rating

7.3

Company rating: 7.3 out of 10

Based on 44 frontline employees who took The Breakroom Quiz

219th of 634 rated elementary and secondary schools

Job description


FLSA CLASSIFICATION:Non-Exempt
COMPENSATION PLAN:Educational Support Personnel
PAY RANGE: Range 12
Compensation Information Link
Benefits Information Link
Core Values Information Link
SUPERVISOR: Director or designee
Last Updated: 2020/2021
JOB SUMMARY: Under minimal direct supervision, run the daily functions of the Human Resources (HR) Department including administering pay, benefits, and leave, enforcing District policies and practices, and providing customer service. Work requires the use of discretion and creativity within limits of theory and principles of the profession, the department's goals, law and regulations, and the District's policies and guidelines. Judgment is used in the adaptation and skilled application of guidelines to solve the full range of problems related to the assignment. Assignments include Employee Relations, Operations, and Organizational Wellness/Benefits.
DUTIES AND RESPONSIBILITIES: The following tasks describe the basic functions of the job and represent the type of work performed. They do not constitute an exhaustive list of the duties and responsibilities performed on the job. The following frequencies and percentage of time spent are approximations only and are subject to flexibility dependent on organizational needs.
SHARED JOB DUTIES ACROSS HR TEAMS
  • Perform routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. [Daily, 10%]
  • Handle employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. Execute the department's standard of customer service. [Daily, 10%]
  • Fill in for other HR Generalists in their absence and utilize skills learned during required team cross-training. [Monthly, 5%]
  • Develop, propose, and implement procedural changes as legal requirements and policies change. [Annually, 5%]
  • Perform other related duties as assigned or requested. [Daily, 5%]

EMPLOYEE RELATIONS ASSIGNMENT JOB DUTIES
  • Accurately process additional compensation, certified horizontal advancements, unemployment, verification of employment, 110 retirement forms, employee evaluations, negotiations files, and investigation documentation. [Daily, 30%]
  • Accurately communicate procedures and guidance pertaining to additional compensation and guidebook and negotiated agreement policies to applicants, staff, managers/supervisors, and administrators. Assist in the development and implementation of more efficient practices. [Daily, 15%]
  • Support employee disciplinary meetings, terminations, and investigations as directed. [Weekly, 10%]
  • Assist and participate in union negotiations as directed. [Weekly, 10%]

OPERATIONS ASSIGNMENT JOB DUTIES
  • Accurately and promptly process all postings, offers, portability submissions, new hire records, wage and salary placement, transfers, assignment changes, and separations. Monitor employee compensation and adjust when needed. Ensure appropriate licensure and endorsement for new hires, transfers and assignment changes, and substitute short term assignments. Approve or deny reviewed substitute applications, reference assessment and hire those eligible to move forward, enter all short term sub assignments/revisions in substitute system, process any substitute pay and teacher leave adjustment requests monthly. [Daily, 40%]
  • Review and adjust data to ensure accuracy of various reports, including but not limited to: Colorado Department of Education (CDE), Equal Employment Opportunity Commission (EEOC), etc. [Daily, 15%]
  • Accurately communicate procedures and guidance pertaining to employment and assignment status to applicants, staff, managers/supervisors, and administrators. Assist in the development and implementation of more efficient practices. [Daily, 10%]

ORGANIZATIONAL WELLNESS/BENEFITS ASSIGNMENT JOB DUTIES
  • Support the new hire, status change, and open enrollment processes in a variety of tasks including but not limited to: evaluating benefit enrollments and changes; participating in benefit education sessions; and guiding employees on available benefit offerings. [Daily, 20%]
  • Accurately oversee, approve, maintain, and monitor Family Medical Leave Act (FMLA) leave of absence applications, supporting leave documentation, leave balances, leave of absence pay, long term disability, life insurance, and supplemental benefit claims related to leave of absence. Coordinate the distribution of sick leave bank hours for employees on extended FMLA leave and conduct leave of absence (LOA) information sessions for employees. [Daily, 20%]
  • Accurately calculate and ensure that employees on LOA are paid accurately and accurate employee benefit deductions are being applied. [Daily, 15%]
  • Accurately communicate procedures and guidance pertaining to benefit and leave of absence information to applicants, staff, managers/supervisors, and administrators. Assist in the development and implementation of more efficient practices. [Daily, 10%]

MINIMUM QUALIFICATIONS: The minimum amounts of formal education, professional work experience, knowledge, skills, and abilities that must be met for a candidate to be considered for a position.
  • Associate's degree in business or equivalent combination of relevant experience, certifications, and trainings.
  • Administrative assistant/clerical experience, human resources, accounting, accounts payable, accounts receivable, banking/loan servicing, bookkeeping, or payroll experience.
  • Experience working directly with people from diverse racial, ethnic, and socioeconomic backgrounds.
  • Racially conscious and culturally competent with the skill, will, capacity, and knowledge to commit to a culture of continuous improvement.
  • Willingness to contribute to cultural diversity for educational enrichment.
  • Basic knowledge of typical office equipment such as telephones, copiers, fax machines, email, etc.
  • Basic knowledge of federal, state, and local employment laws and statutes.
  • Basic knowledge of compensation administration and position classification.
  • Basic knowledge of human resources operations, processes, and software.
  • Basic knowledge of employee relations and talent management.
  • Basic knowledge of Microsoft Office.
  • Advanced problem-solving skills.
  • Advanced organizational skills and attention to detail.
  • Advanced verbal and written communication skills.
  • Advanced recordkeeping skills.
  • Advanced interpersonal relations and teamwork skills.
  • Ability to work independently and collaboratively with others.
  • Ability to use tact and sensitivity in dealing with others at various levels within an organization.
  • Ability to adapt to shifting priorities, demands, and timelines.
  • Ability to achieve thoroughness and accuracy when accomplishing a task.
  • Ability to maintain confidentiality in all aspects of the job.
  • Ability to recognize the importance of safety in the workplace, follow safety rules, practice safe work habits, utilize appropriate safety equipment, and report unsafe conditions to the appropriate administrator.
  • Ability to promote and follow the Board of Education policies, District policies, and building and department procedures, protocols, and guidelines.
  • Criminal background check and fingerprinting required for hire.

MINIMUM CERTIFICATIONS AND LICENSES: The minimum certifications and licenses that must be met, valid, and unexpired for a candidate to be considered for a position.
  • Diversity and equity training provided by the District after start of employment.

PREFERRED QUALIFICATIONS: Any job-related formal education, professional work experience, knowledge, skills, abilities, certifications, licenses, and other criteria that are inessential and in addition to the minimum qualifications, certifications, and licenses.
  • Bachelor's degree in human resource management.
  • Three (3) years of experience in human resources, benefits, banking, accounting, payroll, an office manager role reporting to a school principal, or human resources administrative assistant experience.
  • Society for Human Resource Management Certified Professional (SHRM-CP) certification/Society for Human Resource Management Senior Certified Professional (SHRM-SCP) certification and/or Professional in Human Resources (PHR) certification/Senior Professional in Human Resources (SPHR) certification.

PHYSICAL AND MENTAL DEMANDS: The physical exertion, cognitive capacities, and work environments required to perform a position's duties and responsibilities.
  • Moderate physical effort (lifting up to 25 pounds).
  • Frequent standing and walking.
  • Frequent bending and reaching.
  • Occasional lifting, pulling, and pushing.
  • Manual dexterity to operate a computer keyboard.
  • Repetitive motions.
  • Close, distance, color, and peripheral vision.
  • Visual concentration, depth perception, and ability to adjust focus.
  • Eye/hand coordination.
  • Speaking and hearing.
  • Concentrated reading/writing/mathematics.
  • May occasionally be exposed to outdoor weather conditions.
  • Usually a quiet work environment.
  • Normal office environment.
  • Normal school district environment.

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