Leave of Absence Analyst II

Medica's Leave of Absence (LOA) Analyst will work as part of our Human Resources department to process and manage leave of absence requests. In partnership with our Senior Leave of Absence Analyst, this position will serve as a liaison between employee, HR and Medica's leave administrator to provide a high level of customer service and assistance to team members and leadership.

Our Analyst will be responsible for leave of absence, short term disability, long term disability, Family and Medical Leave Act, statutory leave, related employment laws (i.e. ADA and Workers Compensation) as well as other applicable policies.

This role will also have the opportunity to work on process improvement initiatives and collaborate across several teams to develop a supportive and positive experience of our employees and cross-functional partners.

Job Duties and Responsibilities

• Administers leave programs. Reviews employee leave requests to determine eligibility and certification in compliance with company policies as well as state and federal leave laws. Ensure all documentation is uploaded into the appropriate employee files.
• Liaison for outside leave administrator. Ensures all issues are addressed and resolved appropriately and in a timely manner. Identify any process improvements and partner with the leave administrator for implementation.
• Manage and track LOA processes manually and with payroll, benefits and an outside leave administrator. Escalates cases with Management appropriately.
• Act as point person for employees with inquiries about LOA, STD, LTD, provides policy interpretation and engages in the interactive process with employees if necessary.
• Serves as a subject matter expert for LOA in alignment and under the general direction and guidance of HR leadership and the Legal department.
• Communicates absence and return to work information as appropriate to employees and relevant supervisors/managers.
• Partner with Management, Employee Relations and Legal
• Other duties as assigned including project work

Required Qualifications:

• Bachelor's degree in Human Resources, Business Administration or other related field; equivalent combination of education and work experience will also be considered
• 3+ years of experience working in Human Resources with demonstrated knowledge in FMLA, non-FMLA leaves, short term disability and long term disability

Preferred Qualifications:

• Experience administering and managing leave cases with demonstrated knowledge in FMLA, non-FMLA leaves, short term disability and long term disability
• Experience working within a matrix environment
• Understanding of benefits and payroll and the impacts to leave of absence administration

This position is a Hub role, which requires an employee to occasionally come onsite to the designated office - Minnetonka, MN - for applicable heads-up work. Frequency is determined by business need as decided by leadership.

Medica's commitment to diversity, equity and inclusion (DEI) includes unifying our workforce through learning and development, recruitment and retention. We consistently communicate the importance of DEI, celebrate achievements, and seek out community partnerships and diverse suppliers that are representative of everyone in our community. We are developing sustainable programs and investing time, talent and resources to ensure that we are living our values. We are an Equal Opportunity/Affirmative Action employer, where all qualified candidates receive consideration for employment indiscriminate of race, religion, ethnicity, national origin, citizenship, gender, gender identity, sexual orientation, age, veteran status, disability, genetic information, or any other protected characteristic.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)