To manage the overall leave management process to include FMLA, ADA, Pregnancy Worker's and other federal or state mandated leave. Provide leadership and operational oversight of third party leave vendor and serves as organization's expert on leave management consistent with local, state, and federal regulations.
PRINCIPAL DUTIES AND RESPONSIBILITIES:
Creates and owns leave strategy and process in compliance with applicable laws, guidelines and company policies. Works in conjunction with other sections of the HR department including, Employee Relations, Benefits, HR Service Delivery as necessary.
Responsible for internal and external relationships with stakeholders: employees, ER Specialist, managers, benefits team, payroll and HR Service Delivery. Creates and leads HR and employee training sessions.
Supports the execution of organizational leave strategy by providing leadership, creative vision and project management of all areas of leave management.
Develop root cause analyses and recommendations for process improvements.
Oversees the return to work program and reasonable accommodations process in partnership with operation leadership as appropriate.
Collaborate with Employee Relations and third-party administrators to implement new policies, regulations and plan rules as necessary.
Conduct audits to ensure compliance with applicable leave policies.
Uses data and metrics to make critical decisions; identifies patterns and reports findings and trends
Serve as liaison between leave of absence third party administrator, legal counsel and HR, addressing and resolving all escalations.
Ensures competitiveness of leave policies while driving towards top quartile performance in overall cost.
Continually evaluate the effectiveness of the leave programs, practices, and procedure.
Responsible for vendor's process and lead analysis on vendor performance and selection of new vendors as appropriate.
Coordinate quarterly vendor review process
Coordinate root cause problem resolution with other departments including business service lines, HR Operations, Legal and other groups as necessary
Liaise with the HR Service Delivery team to implement automated processes as necessary.
Present leave of absence metrics to management - routinely and upon request.
Provides development, support and coaching to the Leave Team and ER Specialists.
Manages the operational relationships - including provision of all relevant and requested information between third party leave administrator and organization.
Monitors third party leave administrator contract for compliance and quality customer service.
Stays abreast of all applicable regulatory changes, coordinate educational seminars for managers and HR colleagues to remain current on changes impacting leave management.
Leads fact finding of third party challenges related to FMLA, ADAA, and Pregnancy Act, and partner with employment council to respond to EEO/civil suits. Serves as content expert for UI matters as needed.
Proactively track and report on key metrics (accommodations, FMLA utilization, etc) to identify trends & opportunities providing recommendations to leadership for improvement in productivity and workforce planning. Disseminate monthly analytics to key stakeholders.
Serves as a resource and mentor for the Employee Relations team particularly on issues involving providers and leave management.
Performs assigned work safely, adhering to established departmental safety rules and practices. Reports to supervisor, in a timely manner, any unsafe activities, conditions, hazards, or safety violations that may cause injury to oneself, other employees, patients and visitors.
Performs other related duties as required.
EDUCATION AND EXPERIENCE REQUIREMENTS:
B.S. degree with concentration in Business Management, Finance, Accounting, or related field. Master's degree preferred.
Two or more years of project management experience
Five years of management or supervisory experience, preferably in the leave management space.
CLMS and/or CPDM Certification preferred
An equivalent combination of education and experience may be substituted.
Internal Number: JR52127
About Christiana Care Health System
Christiana Care Health System is headquartered in Wilmington, Delaware and is one of the country's largest health care providers, ranking 21st in the nation for hospital admissions. Christiana Care is proudly a Nurse Magnet recognized institution. Christiana Care Health System is also one of the largest health care providers in the mid-Atlantic region, serving all of Delaware and portions of seven counties bordering the state in Pennsylvania, Maryland and New Jersey. A not-for-profit, non-sectarian health system, Christiana Care includes two hospitals with more than 1,100 patient beds, and is a major teaching hospital with two campuses. Christiana Care is continually recognized for excellence on a regional and national level. Our role in the community is expressed in the Christiana Care Way: "We serve our neighbors as respectful, expert, caring partners in their health. We do this by creating innovative, effective, affordable systems of care that our neighbors value."Christiana Care is a great place to work because we value diversity and recognize it to be a core part of our success. Because of the diversity of our employees, affiliated health professionals and volunteers, we are... positioned to meet the unique needs of our patients and community. We acknowledge and celebrate the uniqueness and talent of each employee. Because of our talented workforce we are able to provide a quality healthcare experience to our patients and community. We strive to create an inclusive environment in which individual diversity can be leveraged and thrive. Christiana Care Health System is an equal opportunity employer, firmly committed to prohibiting discrimination, whose staff is reflective of its community and considers qualified applicants for open positions without regard to race, color, sex, religion, national origin, sexual orientation, genetic information, gender identity or expression, age, veteran status, disability, pregnancy, citizenship status, or any other characteristic protected under applicable federal, state, or local law.