A Compliance Officer or Analyst monitors internal compliance with company policies and also company compliance with local, state and federal laws. Reviews company documents, including contracts and marketing materials; communicates with employees and develops training and internal policy materials.
Serve as a subject matter expert for LoAA policies, procedures, case practices, and regulatory requirements. Manage and advise on complex or escalated leave, disability, accommodation, return-to-work, and related employee matters. Support the interactive process for accommodation cases, including documentation review, employee and manager consultation, solution exploration, and outcome communication. Maintain comprehensive, accurate, and legally defensible case documentation, including detailed case notes, interactive process records, case rationale, and related correspondence. Draft and manage complex employee and manager communications that may be subject to legal review and potential discovery in administrative, regulatory, or legal proceedings. Provide guidance to LoAA Specialists on case routing, documentation standards, escalation criteria, and standard work. Coach and mentor Specialists to strengthen case quality, employee experience, and compliance consistency. Partner with employees and people leaders to explain processes, clarify requirements, and support resolution of sensitive or complex case questions. Support compliance activities, including case reviews, documentation audits, process adherence checks, and issue identification. Lead capability improvement efforts within assigned areas by identifying process gaps, recommending improvements, and supporting implementation of standard practices. Escalate high-risk, legally sensitive, ambiguous, or precedent-setting matters to the Program Manager, Senior Manager, Legal, or Employee Relations as appropriate. Support development and maintenance of templates, SOPs, knowledge articles, training materials, and case guidance documentation. Bachelor's Degree and five years of relevant experience OR Master's Degree and three years of relevant experience.
Knowledge, Experience, and Skills:
Progressively responsible experience in leave of absence, disability, accommodations, benefits, employee relations, HR operations, or related HR service delivery. Experience using HR and payroll systems such as Workday, SAP, Oracle, PeopleSoft, ADP, or similar platforms. Strong knowledge of leave of absence, disability, workplace accommodation, return-to-work, and related employee support processes. Strong working knowledge of FMLA, ADA, state and local leave laws, accommodation practices, and related compliance obligations. Ability to exercise sound judgment in complex, sensitive, or ambiguous case situations. Strong case consultation, documentation, problem-solving, and stakeholder management skills. Demonstrated ability to document highly complex leave, disability, and accommodation matters with clear case rationale, risk identification, decision tracking, and comprehensive interactive process records. Skilled in drafting sensitive communications that withstand internal review and may be subject to legal discovery. Ability to coach and mentor Specialists and support consistent team practices. Ability to identify process gaps and lead practical improvements. Ability to communicate complex information clearly to employees, people leaders, HR partners, Legal, Employee Relations, Benefits, Payroll, and vendors. Strong attention to detail and ability to manage confidential information appropriately. Proficiency with Microsoft Word, Outlook, Excel, PowerPoint, Workday, ServiceNow, and vendor systems. Strong service orientation, empathy, professionalism, and ability to support sensitive employee matters. Preferred Qualifications Certified Professional in Disability Management, Certified Leave Management Specialist, Certified Employee Benefit Specialist, PHR, SPHR, or related certification preferred. Experience with Workday and ServiceNow strongly preferred. Experience supporting complex leave, disability, accommodation, return-to-work, or employee relations matters.
