Leaves Admin Associate
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat the job title as a heading. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones.
We need to decide which sections to include.
We have content:
- About The Role (intro paragraph)
- Company Overview (maybe not required but could be part of About the role? The instruction says we can have sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Company Overview might be considered part of About the role? But we can include as a separate section? The list of allowed headings doesn't include Company Overview, but we could still include if we think it's substantive. However instruction: "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It says e.g., not exclusive. So we could add Company Overview as a heading if we want. But they say prefer a few substantive sections over many thin ones. Might combine Company Overview into About the role.
We need to extract substantive content:
- About The Role paragraph: "This role will assist the Leaves Supervisor in managing federal, state, and company leave programs, including Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), short-term and long-term disability programs, and applicable state leave laws. The Associate plays a critical role in ensuring accurate documentation, timely communication, and a positive employee experience while supporting a high-volume leave program."
- Company Overview: details about MYR Group.
- Essential Functions: list of duties (multiple sentences). We need to turn into - list.
- Qualifications: bullet list? It's paragraphs: "Minimum 2 - 3 years of progressive experience in Human Resources, Leaves administration, or administrative support roles 2 - 3 years of experience supporting high-volume administrative process Experience with HRIS system(s) - required Preferred experience with JD Edwards EnterpriseOne (E1) Experience working in a fast-paced, collaborative environment supporting a multi-state workforce Preferred Education Associate’s degree in Human Resources, Business, or related field; combination of relevant education, training and experience considered in lieu of degree"
We can turn into list.
- Knowledge/Skills/Abilities: list.
- What We Offer: includes compensation & benefits details. We need to create Benefits section (maybe also Pay). The posting states salary range $48,000-$75,000 / year, plus details about benefits. So we should include Pay section? The instruction says never create Pay/Schedule/Benefits sections unless the posting actually states them. It does state salary range and benefits. So we can have a Pay section (maybe with salary) and Benefits section (list of benefits). Or combine into one Benefits section that includes compensation. The instruction says we can have Pay, Benefits, Schedule sections. Since we have salary and benefits, we could create a Pay section for salary and a Benefits section for benefits. Or we could combine into Benefits. But they said prefer a few substantive sections over many thin ones. So maybe combine Pay and Benefits into one Benefits section that includes salary and benefits. However they said never create Pay/Schedule/Benefits sections unless posting actually states them. It does state salary and benefits, so we could have both Pay and Benefits sections. But that would be two thin sections. Better to combine into one Benefits section that includes compensation and benefits. But the heading "Benefits" might be okay to include salary details as part of benefits. The instruction says we can use Benefits heading. So we will have a Benefits section containing salary range and benefits details.
We should not include Schedule (no info). Not include Requirements (maybe Qualifications covers). Not include Skills separate if we have Knowledge/Skills/Abilities.
Thus sections: About the role, Responsibilities (Essential Functions), Qualifications, Knowledge/Skills/Abilities, Benefits.
We need to remove boilerplate: EEO, accessibility, visa, etc. Also remove duplicated lines, application instructions like "This position will remain posted for a minimum of three days..." etc. Also remove "Other duties as assigned", "Regular and predictable attendance", "Essential Functions of this position are to be performed at a Company-designated office or field location", "Understand and comply with the Company's Code of Business Conduct and Ethics Policy..." maybe those are part of Essential Functions? They are generic; but we need to preserve ALL substantive information. Are those substantive? They are generic boilerplate but maybe considered part of essential functions. The instruction says remove duplicated lines, cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The lines about Code of Conduct, regular attendance, etc might be considered boilerplate but not explicitly listed. However they are generic HR statements; but they might be considered part of essential functions. The instruction says preserve ALL substantive information; do NOT invent or summarize away detail. So we should keep them unless they are clearly boilerplate like EEO. The lines about regular attendance, office location, code of conduct might be considered substantive? They are typical but still part of job description. I'd keep them.
But we need to remove duplicated lines: there is "Essential Functions" appears twice? In the text we see "Essential Functions Support the administration..." and later "Essential Functions of this position are to be performed at a Company-designated office or field location". That's not duplicate exactly but similar heading. We'll keep content.
Now we need to format.
We'll produce:
About the role
This role will assist the Leaves Supervisor in managing federal, state, and company leave programs, including Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), short-term and long-term disability programs, and applicable state leave laws. The Associate plays a critical role in ensuring accurate documentation, timely communication, and a positive employee experience while supporting a high-volume leave program.
With roots dating to 1891 and 8,500+ employees, MYR Group Inc. (MYR Group) is a publicly traded holding company of specialty electrical construction companies. MYR Group subsidiaries work on large-scale electrical construction projects throughout the U.S. and Canada. We contribute to a clean energy future while fostering a safe, supportive, and inclusive work environment. Our culture is built on shared values and mutual respect, where teamwork and collaboration occur naturally. Throughout our rich history, we have partnered with utilities, municipalities, commercial clients, and developers to deliver some of the largest and most complex projects, including new construction, upgrades, maintenance and repair for transmission, distribution and substation facilities, commercial and industrial electrical construction, emergency and storm restoration, clean energy, pre-construction services, and engineer-procure-construct (EPC) methods of project delivery.
Responsibilities
- Support the administration of all Company Leave of Absence programs, including FMLA, ADA accommodations, Workers Compensation, and USERRA, and multi-state leave laws (state mandated leave programs), as well as STD and LTD programs
- Assist in managing a high-volume caseload by coordinating documentation, tracking deadlines, and maintaining accurate records
- Process leaves and adjust time or pay in the HRIS or Payroll system as needed
- Serve as a point of contact for employees, responding to inquiries related to leave policies, status updates, and required documentation
- Prepare and distribute leave correspondence, including eligibility notices, certification forms, and return-to-work documentation
- Maintain and update employee leave records within the HRIS system, ensuring data accuracy and compliance with state and federal laws
- Assist with ADA accommodation tracking and documentation as part of the required interactive process
- Partner with HR, Payroll, and managers to support smooth leave transitions and return-to-work processes
- Conduct audits of LOA files to ensure completeness and compliance with federal and state requirements
- Support process improvements and administrative efficiencies within the leave management function
- Maintain confidentiality of sensitive employee and medical information
- Other duties as assigned
- Regular and predictable attendance
- Essential functions of this position are to be performed at a Company-designated office or field location
- Understand and comply with the Company's Code of Business Conduct and Ethics Policy and other industry-specific professional and ethical standards
Qualifications
- Minimum 2 - 3 years of progressive experience in Human Resources, Leaves administration, or administrative support roles
- 2 - 3 years of experience supporting high-volume administrative process
- Experience with HRIS system(s) - required
- Preferred experience with JD Edwards EnterpriseOne (E1)
- Experience working in a fast-paced, collaborative environment supporting a multi-state workforce
- Preferred Education: Associate’s degree in Human Resources, Business, or related field; combination of relevant education, training and experience considered in lieu of degree
Knowledge/Skills/Abilities
- Working knowledge of relevant regulatory programs including, but not limited to: Short Term and Long-Term Disability programs, FMLA, ADA, USERRA, State Leave laws (exposure preferred)
- Proficiency in Microsoft Word and Microsoft Excel
- Strong written and verbal communication skills
- Ability to maintain high level of accuracy and attention to detail
- Ability to manage multiple tasks and deadlines
- Customer service mindset with empathy and professionalism
- Ability to handle confidential information with discretion
Benefits
Salary $48,000-$75,000 / year; commensurate with experience, paid weekly.
- Comprehensive benefits package - Medical, Basic Vision, Regenexx, Teledoc, Hearing, Mental Health (Low deductibles and out-of-pocket maximums) - Fifteen Dollar weekly premium for employee or employee plus family coverage.
- Dental – 100% employer-paid premium.
- ThrivePass Health & Wellness Reimbursement Program - Twelve hundred dollars annually for health and wellbeing-related purchases.
- Annual Paid Time Off starting at 15 days plus 10 paid Holidays (Cultural Celebration Day is a floating holiday).
- Generous 401(k) Plan with 100% match up to 6%; immediate vesting, and Annual profit-sharing potential.
- Superior educational assistance program (support for educational costs, internal training, and more!).
- Company-paid short and long-term disability, life, and accidental death & dismemberment.
- Company-paid business travel accident insurance.
for prose. Do NOT repeat the job title as a heading. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. We need to decide which sections to include. We have content: - About The Role (intro paragraph) - Company Overview (maybe not required but could be part of About the role? The instruction says we can have sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Company Overview might be considered part of About the role? But we can include as a separate section? The list of allowed headings doesn't include Company Overview, but we could still include if we think it's substantive. However instruction: "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It says e.g., not exclusive. So we could add Company Overview as a heading if we want. But they say prefer a few substantive sections over many thin ones. Might combine Company Overview into About the role.
We need to extract substantive content:
- About The Role paragraph: "This role will assist the Leaves Supervisor in managing federal, state, and company leave programs, including Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), short-term and long-term disability programs, and applicable state leave laws. The Associate plays a critical role in ensuring accurate documentation, timely communication, and a positive employee experience while supporting a high-volume leave program."
- Company Overview: details about MYR Group.
- Essential Functions: list of duties (multiple sentences). We need to turn into - list.
- Qualifications: bullet list? It's paragraphs: "Minimum 2 - 3 years of progressive experience in Human Resources, Leaves administration, or administrative support roles 2 - 3 years of experience supporting high-volume administrative process Experience with HRIS system(s) - required Preferred experience with JD Edwards EnterpriseOne (E1) Experience working in a fast-paced, collaborative environment supporting a multi-state workforce Preferred Education Associate’s degree in Human Resources, Business, or related field; combination of relevant education, training and experience considered in lieu of degree"
We can turn into list.
- Knowledge/Skills/Abilities: list.
- What We Offer: includes compensation & benefits details. We need to create Benefits section (maybe also Pay). The posting states salary range $48,000-$75,000 / year, plus details about benefits. So we should include Pay section? The instruction says never create Pay/Schedule/Benefits sections unless the posting actually states them. It does state salary range and benefits. So we can have a Pay section (maybe with salary) and Benefits section (list of benefits). Or combine into one Benefits section that includes compensation. The instruction says we can have Pay, Benefits, Schedule sections. Since we have salary and benefits, we could create a Pay section for salary and a Benefits section for benefits. Or we could combine into Benefits. But they said prefer a few substantive sections over many thin ones. So maybe combine Pay and Benefits into one Benefits section that includes salary and benefits. However they said never create Pay/Schedule/Benefits sections unless posting actually states them. It does state salary and benefits, so we could have both Pay and Benefits sections. But that would be two thin sections. Better to combine into one Benefits section that includes compensation and benefits. But the heading "Benefits" might be okay to include salary details as part of benefits. The instruction says we can use Benefits heading. So we will have a Benefits section containing salary range and benefits details.
We should not include Schedule (no info). Not include Requirements (maybe Qualifications covers). Not include Skills separate if we have Knowledge/Skills/Abilities.
Thus sections: About the role, Responsibilities (Essential Functions), Qualifications, Knowledge/Skills/Abilities, Benefits.
We need to remove boilerplate: EEO, accessibility, visa, etc. Also remove duplicated lines, application instructions like "This position will remain posted for a minimum of three days..." etc. Also remove "Other duties as assigned", "Regular and predictable attendance", "Essential Functions of this position are to be performed at a Company-designated office or field location", "Understand and comply with the Company's Code of Business Conduct and Ethics Policy..." maybe those are part of Essential Functions? They are generic; but we need to preserve ALL substantive information. Are those substantive? They are generic boilerplate but maybe considered part of essential functions. The instruction says remove duplicated lines, cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The lines about Code of Conduct, regular attendance, etc might be considered boilerplate but not explicitly listed. However they are generic HR statements; but they might be considered part of essential functions. The instruction says preserve ALL substantive information; do NOT invent or summarize away detail. So we should keep them unless they are clearly boilerplate like EEO. The lines about regular attendance, office location, code of conduct might be considered substantive? They are typical but still part of job description. I'd keep them.
But we need to remove duplicated lines: there is "Essential Functions" appears twice? In the text we see "Essential Functions Support the administration..." and later "Essential Functions of this position are to be performed at a Company-designated office or field location". That's not duplicate exactly but similar heading. We'll keep content.
Now we need to format.
We'll produce:
About the role
This role will assist the Leaves Supervisor in managing federal, state, and company leave programs, including Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), short-term and long-term disability programs, and applicable state leave laws. The Associate plays a critical role in ensuring accurate documentation, timely communication, and a positive employee experience while supporting a high-volume leave program.
With roots dating to 1891 and 8,500+ employees, MYR Group Inc. (MYR Group) is a publicly traded holding company of specialty electrical construction companies. MYR Group subsidiaries work on large-scale electrical construction projects throughout the U.S. and Canada. We contribute to a clean energy future while fostering a safe, supportive, and inclusive work environment. Our culture is built on shared values and mutual respect, where teamwork and collaboration occur naturally. Throughout our rich history, we have partnered with utilities, municipalities, commercial clients, and developers to deliver some of the largest and most complex projects, including new construction, upgrades, maintenance and repair for transmission, distribution and substation facilities, commercial and industrial electrical construction, emergency and storm restoration, clean energy, pre-construction services, and engineer-procure-construct (EPC) methods of project delivery.
Responsibilities
- Support the administration of all Company Leave of Absence programs, including FMLA, ADA accommodations, Workers Compensation, and USERRA, and multi-state leave laws (state mandated leave programs), as well as STD and LTD programs
- Assist in managing a high-volume caseload by coordinating documentation, tracking deadlines, and maintaining accurate records
- Process leaves and adjust time or pay in the HRIS or Payroll system as needed
- Serve as a point of contact for employees, responding to inquiries related to leave policies, status updates, and required documentation
- Prepare and distribute leave correspondence, including eligibility notices, certification forms, and return-to-work documentation
- Maintain and update employee leave records within the HRIS system, ensuring data accuracy and compliance with state and federal laws
- Assist with ADA accommodation tracking and documentation as part of the required interactive process
- Partner with HR, Payroll, and managers to support smooth leave transitions and return-to-work processes
- Conduct audits of LOA files to ensure completeness and compliance with federal and state requirements
- Support process improvements and administrative efficiencies within the leave management function
- Maintain confidentiality of sensitive employee and medical information
- Other duties as assigned
- Regular and predictable attendance
- Essential functions of this position are to be performed at a Company-designated office or field location
- Understand and comply with the Company's Code of Business Conduct and Ethics Policy and other industry-specific professional and ethical standards
Qualifications
- Minimum 2 - 3 years of progressive experience in Human Resources, Leaves administration, or administrative support roles
- 2 - 3 years of experience supporting high-volume administrative process
- Experience with HRIS system(s) - required
- Preferred experience with JD Edwards EnterpriseOne (E1)
- Experience working in a fast-paced, collaborative environment supporting a multi-state workforce
- Preferred Education: Associate’s degree in Human Resources, Business, or related field; combination of relevant education, training and experience considered in lieu of degree
Knowledge/Skills/Abilities
- Working knowledge of relevant regulatory programs including, but not limited to: Short Term and Long-Term Disability programs, FMLA, ADA, USERRA, State Leave laws (exposure preferred)
- Proficiency in Microsoft Word and Microsoft Excel
- Strong written and verbal communication skills
- Ability to maintain high level of accuracy and attention to detail
- Ability to manage multiple tasks and deadlines
- Customer service mindset with empathy and professionalism
- Ability to handle confidential information with discretion
Benefits
Salary $48,000-$75,000 / year; commensurate with experience, paid weekly.
- Comprehensive benefits package - Medical, Basic Vision, Regenexx, Teledoc, Hearing, Mental Health (Low deductibles and out-of-pocket maximums) - Fifteen Dollar weekly premium for employee or employee plus family coverage.
- Dental – 100% employer-paid premium.
- ThrivePass Health & Wellness Reimbursement Program - Twelve hundred dollars annually for health and wellbeing-related purchases.
- Annual Paid Time Off starting at 15 days plus 10 paid Holidays (Cultural Celebration Day is a floating holiday).
- Generous 401(k) Plan with 100% match up to 6%; immediate vesting, and Annual profit-sharing potential.
- Superior educational assistance program (support for educational costs, internal training, and more!).
- Company-paid short and long-term disability, life, and accidental death & dismemberment.
- Company-paid business travel accident insurance.
About the role
This role will assist the Leaves Supervisor in managing federal, state, and company leave programs, including Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), short-term and long-term disability programs, and applicable state leave laws. The Associate plays a critical role in ensuring accurate documentation, timely communication, and a positive employee experience while supporting a high-volume leave program.
With roots dating to 1891 and 8,500+ employees, MYR Group Inc. (MYR Group) is a publicly traded holding company of specialty electrical construction companies. MYR Group subsidiaries work on large-scale electrical construction projects throughout the U.S. and Canada. We contribute to a clean energy future while fostering a safe, supportive, and inclusive work environment. Our culture is built on shared values and mutual respect, where teamwork and collaboration occur naturally. Throughout our rich history, we have partnered with utilities, municipalities, commercial clients, and developers to deliver some of the largest and most complex projects, including new construction, upgrades, maintenance and repair for transmission, distribution and substation facilities, commercial and industrial electrical construction, emergency and storm restoration, clean energy, pre-construction services, and engineer-procure-construct (EPC) methods of project delivery.
Responsibilities
- Support the administration of all Company Leave of Absence programs, including FMLA, ADA accommodations, Workers Compensation, and USERRA, and multi-state leave laws (state mandated leave programs), as well as STD and LTD programs
- Assist in managing a high-volume caseload by coordinating documentation, tracking deadlines, and maintaining accurate records
- Process leaves and adjust time or pay in the HRIS or Payroll system as needed
- Serve as a point of contact for employees, responding to inquiries related to leave policies, status updates, and required documentation
- Prepare and distribute leave correspondence, including eligibility notices, certification forms, and return-to-work documentation
- Maintain and update employee leave records within the HRIS system, ensuring data accuracy and compliance with state and federal laws
- Assist with ADA accommodation tracking and documentation as part of the required interactive process
- Partner with HR, Payroll, and managers to support smooth leave transitions and return-to-work processes
- Conduct audits of LOA files to ensure completeness and compliance with federal and state requirements
- Support process improvements and administrative efficiencies within the leave management function
- Maintain confidentiality of sensitive employee and medical information
- Other duties as assigned
- Regular and predictable attendance
- Essential functions of this position are to be performed at a Company-designated office or field location
- Understand and comply with the Company's Code of Business Conduct and Ethics Policy and other industry-specific professional and ethical standards
Qualifications
- Minimum 2 - 3 years of progressive experience in Human Resources, Leaves administration, or administrative support roles
- 2 - 3 years of experience supporting high-volume administrative process
- Experience with HRIS system(s) - required
- Preferred experience with JD Edwards EnterpriseOne (E1)
- Experience working in a fast-paced, collaborative environment supporting a multi-state workforce
- Preferred Education: Associate’s degree in Human Resources, Business, or related field; combination of relevant education, training and experience considered in lieu of degree
Knowledge/Skills/Abilities
- Working knowledge of relevant regulatory programs including, but not limited to: Short Term and Long-Term Disability programs, FMLA, ADA, USERRA, State Leave laws (exposure preferred)
- Proficiency in Microsoft Word and Microsoft Excel
- Strong written and verbal communication skills
- Ability to maintain high level of accuracy and attention to detail
- Ability to manage multiple tasks and deadlines
- Customer service mindset with empathy and professionalism
- Ability to handle confidential information with discretion
Benefits
Salary $48,000-$75,000 / year; commensurate with experience, paid weekly.
- Comprehensive benefits package - Medical, Basic Vision, Regenexx, Teledoc, Hearing, Mental Health (Low deductibles and out-of-pocket maximums) - Fifteen Dollar weekly premium for employee or employee plus family coverage.
- Dental – 100% employer-paid premium.
- ThrivePass Health & Wellness Reimbursement Program - Twelve hundred dollars annually for health and wellbeing-related purchases.
- Annual Paid Time Off starting at 15 days plus 10 paid Holidays (Cultural Celebration Day is a floating holiday).
- Generous 401(k) Plan with 100% match up to 6%; immediate vesting, and Annual profit-sharing potential.
- Superior educational assistance program (support for educational costs, internal training, and more!).
- Company-paid short and long-term disability, life, and accidental death & dismemberment.
- Company-paid business travel accident insurance.