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Leave Jobs in Oregon (NOW HIRING)

New York Life

Representative, Absence Leave Manager

$37K - $52K/yr

The Absence Leave Manager will conduct investigations, determine eligibility for our customers and provide ongoing Absence administration. This role is responsible for collaborating with customers ...

Capitol Bridge Health Services

$21 - $27.50/hr

This role serves as the organization's dedicated resource for leave administration and coordination with our third party support. This includes owning interactive workplace accommodations, and ...

Smarsh

OR · On-site

The Global Benefits & Leave Specialist supports the design, administration, and continuous improvement of Smarsh's global benefits, wellness, and leave programs across multiple countries. This role ...

World Wide Wings, LLC

Cashier (Hillsboro, OR)

Hillsboro, OR · On-site

$16.80 - $17/hr

Thank guests as they leave and solicit feedback about the quality of service they experienced Help create a fun, welcoming experience for every Guest The duties of this position may change from time ...

World Wide Wings, LLC

Cashier (Salem, OR)

Salem, OR · On-site

$15.05 - $16.55/hr

Thank guests as they leave and solicit feedback about the quality of service they experienced Help create a fun, welcoming experience for every Guest The duties of this position may change from time ...

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All JobsLeave JobsLeave Jobs in Oregon

Leave information

See Oregon salary details

$14

$19

$23

How much do leave jobs pay per hour?

As of Jul 14, 2026, the average hourly pay for leave in Oregon is $19.19, according to ZipRecruiter salary data. Most workers in this role earn between $17.26 and $20.34 per hour, depending on experience, location, and employer.

What are 'leave' jobs?

In a workplace context, 'leave' refers to the authorized absence from work granted to employees for specific reasons such as vacation, illness, family emergencies, or other personal matters. Leave jobs, or leave management jobs, involve overseeing and administering these employee leave requests to ensure compliance with company policies and legal requirements. Professionals in this field handle different types of leave, such as paid time off (PTO), sick leave, maternity/paternity leave, and unpaid leave. Their responsibilities often include tracking leave balances, processing requests, and advising both employees and management on leave policies.

What are some common challenges faced by Leave of Absence Coordinators, and how can these be managed effectively?

Leave of Absence Coordinators often face challenges such as managing complex cases with overlapping leave types, ensuring compliance with federal and state regulations, and effectively communicating with both employees and management. To address these challenges, coordinators need to stay updated on laws like FMLA and ADA, use reliable tracking systems, and maintain clear, empathetic communication. Team collaboration with HR, payroll, and legal departments is also crucial for successful leave management and minimizing disruptions to business operations.

What are the key skills and qualifications needed to thrive as a Leave Specialist, and why are they important?

To thrive as a Leave Specialist, you need a solid understanding of federal and state leave laws (such as FMLA and ADA), experience with HR processes, and often a relevant bachelor's degree or HR certification. Familiarity with HRIS systems, leave management software, and documentation tools is typically required. Strong attention to detail, empathy, and excellent communication skills help in managing sensitive employee cases and ensuring compliance. These competencies are crucial to minimize legal risk and support employee well-being throughout the leave process.

What is the difference between Leave vs Nurse?

AspectLeaveNurse
Required CredentialsNone specific, varies by contextRegistered Nursing License, RN certification
Work EnvironmentVaries; often administrative or HR settingsHospitals, clinics, healthcare facilities
Industry UsageUsed in HR and employment contextsHealthcare and medical industry
Common Search IntentUnderstanding leave policies or typesInformation about nursing roles and responsibilities

Leave and Nurse are distinct roles; Leave refers to time off from work, often managed within HR policies, while Nurse is a healthcare professional providing patient care. The comparison highlights their different credentials, environments, and industry uses, helping job seekers and employers understand their unique functions.

What are the most commonly searched types of Leave jobs in Oregon? The most popular types of Leave jobs in Oregon are:
What cities in Oregon are hiring for Leave jobs? Cities in Oregon with the most Leave job openings:
Leave jobs near you
Infographic showing various Leave job openings in Oregon as of July 2026, with employment types broken down into 82% Full Time, 14% Part Time, 1% Temporary, 2% Contract, and 1% Nights. Highlights an 94% Physical, 3% Hybrid, and 3% Remote job distribution, with an average salary of $39,922 per year, or $19.2 per hour.
Leave & Accommodations Specialist

Leave & Accommodations Specialist

Oregon Child Development Coalition

Wilsonville, OR • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 2 days ago

Oregon Child Development Coalition rating

6.1

Company rating: 6.1 out of 10

Based on 7 frontline employees who took The Breakroom Quiz

Job description

About Oregon Child Development Coalition (OCDC):
Oregon Child Development Coalition (OCDC) is a nonprofit organization serving children and families across Oregon through early education and family support programs. At OCDC, our work has purpose. Every role contributes to creating stronger families, healthier communities, and brighter futures for children across Oregon.
Position Summary:
The Leave & Accommodations Specialist is responsible for administering and ensuring compliance with the organization's leave of absence, workplace accommodation, and workers' compensation programs. Serving as the organization's primary subject matter expert, this position partners with employees, managers, third-party administrators, and HR stakeholders to manage complex cases, provide guidance, and support employee outcomes. The Specialist leads the interactive accommodation process, coordinates leave and workers' compensation administration, develops manager capability through training, education, and consultation, and makes continuous improvements to processes. This role promotes a culture of care while ensuring compliance with applicable laws, regulations, and organizational policies.
Essential Functions:
  • Administer and oversee leave of absence, accommodation, and workers' compensation programs and projects in compliance with federal, state, and local laws (i.e. FMLA, ADA, PWFA, USERRA, Oregon Paid Family and Medical Leave [PLO, OFLA, Paid Sick Time], Workers' Compensation) and organizational policies.
  • Serve as the subject matter expert on leave, accommodation, and workers' compensation matters, applying best practices and providing consultative guidance to employees, managers, and HR partners.
  • Manage complex leave, accommodation, and workers' compensation cases from intake through resolution, ensuring accurate documentation and confidentiality.
  • Lead the interactive accommodation process, evaluate requests, and coordinate reasonable accommodations in partnership with employees and managers.
  • Partner with third-party administrators, healthcare providers, and internal stakeholders to ensure successful projects, effective case management, timely resolution, and consistent program administration.
  • Coordinate return-to-work and transitional work plans for employees returning from leave, accommodation, or workplace injury, conducting assessments as appropriate.
  • Consult with managers and HR partners on attendance, leave, accommodation, and workplace injury matters, providing recommendations and support.
  • Develop and deliver training, resources, and tools to build manager capability and employee understanding of leave, accommodations, and workers' compensation processes and requirements.
  • Monitor regulatory changes, maintain program compliance, and recommend process and policy improvements.
  • Track and analyze program data, trends, and metrics to support operational effectiveness and risk management.
  • Develop, implement, and continuously improve policies, procedures, and program practices to ensure alignment with organizational values, operational needs, and evolving regulatory requirements.
  • Cross-Train and provide backup support for related HR functions as needed.
  • Perform additional duties as assigned to support the department and organizational priorities.

(Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.)
Education and Experience Requirements:
  • Bachelor's degree, preferably in human resource management, business administration, or a related field.
  • Minimum five (5) years of directly relevant work experience.

(or equivalent combination of education and experience)
Certifications:
  • Preferred: Leaves Management Certification
  • Preferred: Workers Compensation Certification
  • Preferred: Associate Professional in Human Resources (aPHR®) via the HR Certification Institute (HRCI)
  • Preferred: Society for Human Resource Management Certified Professional (SHRM-CP)

Technical & Functional Competencies:
  • Apply working knowledge of leave, disability, and workers' compensation programs, including eligibility, confidentiality, data privacy, and regulatory requirements.
  • Operate independently across a range of cases, tasks, and projects while exercising sound judgment in selecting methods and techniques for resolution.
  • Collaborate effectively with third parties, managers, and cross-functional stakeholders to resolve issues and improve service delivery.
  • Use HRIS systems (e.g., Workday) and reporting tools to ensure data accuracy, identify trends, and support informed decision-making.
  • Analyze root causes, evaluate options, and recommend or implement improvements to processes, policies, and program practices.
  • Communicate complex program requirements clearly and effectively to support compliance, employee understanding, and manager capability.

OCDC Core Competencies:
  • All Staff: Focuses On Children & Families, Collaborates with Others, Demonstrates Nimble Learning, Ensures Accountability.

Pay Range:
  • The pay range for this position is $68,000.00 to $85,000.00 annually.

  • Placement within the range is determined by factors such as relevant experience, skills, certifications, and internal equity.

Benefits:
At OCDC, employee wellbeing is a priority and an essential part of supporting our mission and communities. OCDC offers a comprehensive benefits package designed to support your health, financial wellbeing, and work-life balance. Eligible employees (20+ hours/week) may receive:
  • Medical, dental, and vision insurance

  • Retirement plan with employer contribution

  • Paid time off, sick leave, holidays, and paid leave programs

  • Employer paid life and disability coverage, with voluntary options available

  • Flexible Spending Accounts for healthcare and dependent care

  • Employee Assistance Program (EAP) and wellness resources

  • Optional benefits including pet insurance

Other:
  • Successful enrollment in Oregon's Central Background Registry (CBR) through the OR Dept. of Early Learning and Care.

  • Ability to pass a sponsored physical examination and communicable disease assessment.

Equal Employment Opportunity:
OCDC is an Equal Opportunity Employer. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other protected status under applicable law.
OCDC is committed to providing access, equal opportunity, and reasonable accommodation. If you need an accommodation to complete the application or interview process, please let us know.

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