HR ANALYST

Key Responsibilities

• Own the end-to-end administration of all leave programs, including FMLA, state leaves, personal leaves, military leave, parental leave, company leave programs.
• Coordinate with employees, managers and HR leaders throughout the leave lifecycle.
• Ensure all required documentation is received and maintained.
• Track deadlines and required notices.
• Coordinate return-to-work activities.
• Partner with payroll, benefits and vendors to ensure accurate administration.
• Maintain complete and accurate case documentation.

ADA Accommodation Administration

• Coordinate the interactive process from intake through resolution.
• Collect and review medical documentation for completeness and accuracy and escalate cases to supervisors for evaluation and final determination.
• Schedule and facilitate interactive discussions.
• Partner with HR, Compliance, Legal and business leaders on accommodation options.
• Track accommodations and periodic reviews.
• Ensure compliance with ADA and applicable state regulations.
• Maintain confidential documentation.

Workers’ Compensation Administration

• Serve as the centralized HR contact after initial injury reporting.
• Partner with Asset Protection, Safety and Sedgwick.
• Coordinate claim administration.
• Monitor claim status.
• Track return-to-work activities.
• Communicate with managers and employees throughout the claim.
• Escalate complex cases appropriately.

Process Improvement & Program Ownership

• Conduct current-state assessments and process mapping.
• Identify operational inefficiencies.
• Recommend process improvements.
• Develop and maintain Standard Operating Procedures (SOPs).
• Standardize templates and communications.
• Build scalable workflows.
• Lead continuous improvement initiatives.
• Identify automation opportunities.
• Improve employee experience across all programs.

Reporting & Analytics

• Maintain centralized case tracking.
• Maintain KPI dashboards.
• Monitor: Case volume, Cycle times, SLA compliance, Return-to-work metrics, Accommodation turnaround time.
• Identify trends.
• Present recommendations to HR leadership.
• Support audits and compliance reviews.

Stakeholder Management

• Serve as the Primary Liaison for Employees, Store Managers, Regional HR Leaders, HR Business Partners, Payroll, Benefits, Asset Protection, Safety, Sedgwick, Medical Providers (as appropriate), Legal (when necessary).
• Build strong partnerships to ensure timely communication, consistency, and a positive employee experience.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Psychology and/or related field.
• 3+ years of HR experience.
• Experience administering Leave of Absence, ADA or Workers’ Compensation programs preferred.
• Experience working with third-party administrators (Sedgwick preferred).
• Experience with HRIS systems.
• Experience managing confidential employee information.
• Experience developing processes or SOPs preferred.

Technical Skills

• HRIS systems.
• Microsoft Excel (Intermediate to Advanced).
• Case management.
• Reporting and analytics.
• Process documentation.
• Workflow improvement.
• Microsoft Office Suite.

Competencies

• Exceptional organization.
• Strong attention to detail.
• Analytical thinking.
• Project management.
• Problem solving.
• Continuous improvement mindset.
• Strong written and verbal communication.
• Relationship management.
• Customer service orientation.
• Judgment and discretion.
• Ability to manage multiple priorities.
• Resilience under pressure.

Success Measures

• The Role Will Be Evaluated On:
• Leave case cycle time,
• ADA case turnaround time,
• Workers’ Compensation response time,
• Compliance with legal timelines,
• Documentation accuracy,
• Employee satisfaction,
• Manager satisfaction,
• Reduction in HR Leader administrative workload,
• SOP completion and maintenance,
• Continuous improvement initiatives implemented,
• Vendor service performance,
• Audit results.