Leaves Specialist (Hybrid)

Work Flexibility: Hybrid

Who we want

• Detail-oriented process improvers. Critical thinkers who naturally see opportunities to develop and optimize work processes -finding ways to simplify, standardize and automate.
• Collaborative partners. Individuals who build and leverage cross-functional relationships to bring together ideas, data and insights to drive continuous improvement in functions and contribute to successfully delivery of business.
• Analytical problem solvers. People Individuals who go beyond just fixing to identify root causes, evaluate optimal solutions, and recommend comprehensive upgrades to prevent future issues.

What you will do

The HR Operations Specialist, Leaves position, as myHR tier two support, will administer, evaluate, troubleshoot and communicate leave of absence programs as part of a Shared Services model. Provide exceptional and compassionate service to employees needing assistance while ensuring appropriate communication with various stakeholders. The HR Operations Specialist, Leaves is the first point of contact for Managers and Employees at all levels of the organization, regarding HR policies, HR life cycle processes and Workday system questions or issues with a focus on Leaves inquiries. Ensure that every question or issue is entered as a case in the case management system & maintains customer contact until the case has been resolved or is transferred to another relevant party for resolution such as Talent Management, Talent Acquisition, Workplace Practices, Compensation & Benefits, Payroll and Global Mobility.

• May act as process owner for one or more complex benefit programs
• Manager the administration of leave of absence programs such as FMLA, parental leave, American Disability Act and Short and Long Term Disability.
• Consult with employees and managers on plan provisions, leave eligibility, and other general inquiries. Troubleshoot and resolve both routine and complex leave issues.
• Provide training and support for employees on leave programs.
• Provides exceptional customer service to employees by maintaining contact via channel agreed upon between advisor and employee.
• Interpret policies and procedures for employees and managers regarding leaves.
• Communicate leave plans and changes
• Maintain leave records and documentation
• Compile and submit necessary reports.
• Cross-train on other leave programs; educate and train junior team members.
• Ensure compliance under federal and state regulations regarding leave of absence programs; ensure compliance to HIPAA.
• Effectively interpret FMLA and ADA implications as they are related to leaves of absence.
• Manages Workers Compensation program including submission of claims, participation in claim review meetings and production of required reporting.
• Provide, review and process leave paperwork for employees. Ensure employees receive proper payments while on leave.

What you need

• Bachelor's degree (HR, Business, or related major preferred)
• 2+ years of professional experience supporting customers in a fast-paced environment strongly preferred
• Previous business-facing HR, HR COE, HR Operations, or role-related experience preferred
• Experience with HR, Leaves of Absence administration, accommodations, or Worker's Comp preferred
• Applied knowledge of leaves/benefits laws and regulations, including FMLA, ADA, and HIPPA preferred

This role will work in a hybrid arrangement out of either Stryker's Mahwah, NJ or Kalamazoo, MI locations.

Travel Percentage: 10%

Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer - M/F/Veteran/Disability.

Stryker Corporation 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.