Leave Management Specialist (Human Resources Specialist III) - To Establish a List

Leave Management Specialist (Human Resources Specialist III) Role: Subject matter expert for FMLA, ADA, LTD disability, worker's compensation, Paid Parental leave, Military leave, Workers Fairness Act, and Leaves of Absence. Primary contact for the Leave Management TPA. Responsibilities Leave Administration: Manage FMLA, ADA (accommodation), short‑term/long‑term disability, and parental leaves from initial request to return to work. Compliance & Policies: Ensure compliance with state and federal leave laws and City of Detroit rules and regulations. Communication: Point of contact for the TPA to ensure eligibility and paperwork requirements. Coordination: Collaborate with TPA, HR, payroll, and managers to track leave usage and verify accurate pay. Documentation: Maintain confidential and accurate documentation for all leave cases. Preparing reports, processing documents, managing records, and organizing files. Analytical Thinking: Ability to analyze data and workflows to identify improvements. Answers questions as a knowledgeable resource in one or more functional areas. Applies established professional guidelines and may perform research and/or analysis to make recommendations. Collaborates with others inside and outside the organization to develop and implement human resources policies and programs in support of city‑wide initiatives. Conceptualizes and plans new or improved programs for business area, collaborates with senior management team on interdisciplinary programs. Develops a good working knowledge of assigned business areas and the operating processes and procedures within the City. Develops compliance strategies. Develops policy and coordinates policy with senior management team. Develops vision, goals, objectives and performance measures. Develops, recommends, and implements personnel policies, procedures, and programs consistent with city, state, and federal laws and regulations. Identifies and collaborates with appropriate individuals and groups to develop and implement the changes. Interprets legislation, regulations and case law that affect business areas. Manages assigned special projects and programs. Proactively develops solutions; facilitates problem solving among different individuals/groups to reach effective outcomes. Proactively develops, manages, and evaluates programs and procedures responsive to changing needs. Proposes new policy and changes to existing policy. Provides internal consulting services to constituents and work groups. Provides interpretation, guidance and training in the application of city rules and regulations as they apply to employee services and human resource policies. Provides support as necessary to the Chief Policy, Planning & Operations Officer in the application of policy. Recognizes the implications of proposed changes and collaborates with appropriate individuals and groups. Responds to customer needs using standard practices and regulations. Responsible for major business area such as a division or program. Works independently to define and meet customer needs, facilitating innovation and exploration of non‑traditional ideas. Qualifications Bachelor’s degree in Human Resources, Business, Management, Organizational Development, or related major. Advanced levels of responsibility and 3‑4 years of human resources experience in areas such as compensation, recruitment, benefits, employee relations, training and development, and organizational development. 3‑5 years in HR, benefits, or leave administration. Strong understanding of FMLA, ADA, State of Michigan and Detroit laws. Experience with HRIS systems. Strong communication, organizational skills, and thoroughness. Preferred Qualifications / Certifications SHRM‑CP / SHRM‑SCP certification preferred. Designations from the Society of Human Resources Management, International Personnel Management Association – HR. Licensing and Certifications May be required to periodically participate in continuing education opportunities in related professional development categories. Evaluation Plan Interview: 70% Evaluation of Training, Experience & Personal Qualifications: 30% Total of Interview and Evaluation TEP: 100% Additional Points Veteran Points: 0 – 15 points Detroit Residency Credit: 15 points Physical Demands The work is characterized as sedentary. Typically, Human Resource Specialists sit comfortably to do their work, interspersed by brief periods of walking, standing, bending, and extended periods requiring the use of computer terminals and technology. Work Environment Work is performed in a comfortable office environment which is appropriately lighted, heated and cooled. The work environment contains no significant hazards. Some work may require walking and standing with travel to and attendance at meetings and conferences away from the work site. Candidates considered for placement in this classification may be subject to a Criminal Background Investigation based on the requirements of the position. The above statements describe the general nature and level of work performed by employees assigned to the class. Incumbents may be required to perform job‑related responsibilities and tasks other than those stated in this specification. Specific job duties may vary from position to position. The City of Detroit is an Equal Opportunity Employer. No applicant for employment shall be discriminated against on the basis of race, color, national origin, sex, religion, age, disability, or other criteria prohibited by City, State, or Federal law. #J-18808-Ljbffr City of Detroit