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Strategic Comp Workers Comp Jobs in Texas (NOW HIRING)

Compass Group PLC

HR Business Partner

Frankston, TX · On-site

Support recruitment for talent attraction strategies and maintain staff pipelines. * Provide HR support, resolve employee queries, and lead safety initiatives. * Manage workers' comp claims and HR ...

Oakridge Behavioral Health

Be Seen First

Assistant HR Director

Beaumont, TX · On-site

$80K/yr

... strategies that align with organizational goals. This role assists with employee relations ... Support audits (payroll, benefits, HR files, 401k, workers' comp, etc.). * Maintain and update HR ...

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Strategic Comp Workers Comp information

What is the difference between Strategic Comp Workers Comp vs Claims Adjuster?

AspectStrategic Comp Workers CompClaims Adjuster
CredentialsTypically requires insurance licenses, certifications in workers' compensationRequires insurance licenses, claims handling certifications
Work EnvironmentOffice-based, strategic planning, policy developmentField and office-based, investigating claims, assessing damages
Industry UsageUsed in insurance companies, risk management firmsEmployed by insurance carriers, third-party administrators
Search/Comparison IntentUnderstanding strategic roles in workers' compLearning about claims processing and adjustment

While both roles involve workers' compensation, Strategic Comp Workers Comp focuses on developing policies and strategies to manage workers' compensation programs, whereas Claims Adjusters handle the day-to-day investigation and settlement of claims. The roles complement each other within the workers' compensation industry but serve different functions.

Is strategic comp workers comp?

Strategic Compensation Workers' Compensation typically refers to managing workers' compensation programs within a strategic HR or risk management role. It involves overseeing claims, ensuring compliance, and developing policies to control costs and improve safety. Professionals in this field often need knowledge of insurance, legal regulations, and claims management systems.
What are popular job titles related to Strategic Comp Workers Comp jobs in Texas? For Strategic Comp Workers Comp jobs in Texas, the most frequently searched job titles are:
What job categories do people searching Strategic Comp Workers Comp jobs in Texas look for? The top searched job categories for Strategic Comp Workers Comp jobs in Texas are:
What cities in Texas are hiring for Strategic Comp Workers Comp jobs? Cities in Texas with the most Strategic Comp Workers Comp job openings:
Strategic Comp Workers Comp jobs near you

Human Resource Generalist (32678)

Equipment Depot Inc.

Fort Worth, TX • On-site

Full-time

Posted 18 days ago

Equipment Depot rating

9.1

Company rating: 9.1 out of 10

Based on 38 frontline employees who took The Breakroom Quiz

11th of 171 rated vehicle equipment hire

Job description

POSITION SUMMARY

The HR Generalist role is responsible for administering employee leave program, and employee accommodation process. This role will ensure compliance with applicable laws and regulations while providing exceptional customer service. In addition, will serve as back-up for employee onboarding and manage all terminations according to state guidelines.

ESSENTIAL FUNCTIONS

Reasonable Accommodations Statement

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.

Essential Functions Statement(s)

  • Interpret and administer leave programs in accordance with the applicable federal, state and local employment laws (Workers Comp, FMLA, ADA, USERRA, Pregnancy Discrimination Act, STD, LTD, etc.).
  • Serve as the primary HR liaison for employees, managers, and vendors throughout the leave lifecycle.
  • Develop and maintain SOP’s, workflows, decision trees, manager guides, employee FAQ’s and process documentation.
  • Maintain close contact with employees and keep managers informed about leave status and the expected return to work dates, extensions and accommodations.
  • Facilitate the return-to-work process for employees returning from FML, workers comp or other leaves.
  • Manage employee benefits while on leave and administer COBRA as needed.
  • Manage union leaves according to CBA and company guidelines.
  • Back-up for new hire onboarding as needed.
  • Manage all company terminations – documentation, systems process, and COBRA.
  • Will work with the benefits department on projects/ open enrollment as time permits.
  • This position description is not intended to be all-inclusive. Employees may perform other related duties to meet the ongoing needs of the organization.

SKILLS & ABILITIES

Education: Bachelor’s degree in human resources or sufficient relevant work experience in human resources.
Experience: 3 + years in managing leaves and accommodations.  Strong knowledge of federal, state employment laws and regulations, including FMLA, COBRA, HIPAA, ADA, and Military Leaves.

Strong attention to detail and accuracy.

Experience with HRIS systems.

Excellent organizational and time management skills.

Computer Skills: Knowledge of HRIS systems, proficient in Microsoft Office skills is required. 

Certificates & Licenses:  PHR certification preferred

WORK ENVIRONMENT

Work environment varies from office to job site to industrial locations

An Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability.

The Company has reviewed this job description to ensure that essential functions and basic duties have been included. It is intended to provide guidelines for job expectations and the employee's ability to perform the position described. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate. This document does not represent a contract of employment, and the Company reserves the right to change this job description and/or assign tasks for the employee to perform, as the Company may deem appropriate.

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