Benefits Manager

Job Description Pay Range: $78,000 - $96,000 depending on relevant experience and qualifications MITER BrandsTM is a residential window and door manufacturer that provides a leading portfolio of window and door brands for the new construction and replacement segments. MITER Brands, also known as Milgard, MI Windows & Doors and PGTI is one of the nation's largest suppliers of vinyl windows and patio doors, with plants across the country. The Leave Specialist Manager is a critical leadership position responsible for the strategic and operational oversight of the organization's Leave of Absence (LOA) and disability programs. This role is fundamental to the company's success, as it balances rigorous legal compliance with a commitment to employee well-being. By ensuring the organization adheres to the complex, ever-evolving landscape of federal, state, and local labor laws, this position mitigates significant legal and financial risks. Beyond compliance, the Leave Specialist Manager plays a vital role in talent retention. By leading a team that provides seamless, compassionate support during an employee's most challenging life events (such as illness, family growth, or caregiving), this role directly impacts the employee experience and reinforces our culture of care. Ultimately, the Leave Specialist Manager ensures that our workforce remains supported and resilient, while maintaining the operational continuity of the business through effective return-to-work strategies. Why work at MITER Brands? Responsibilities Team Leadership & Development Direct Supervision: Manage the daily workflows of the Leave Specialist team, ensuring equitable caseload distribution and high-quality employee support Coaching & Quality Assurance: Conduct regular audits of leave files and communications to ensure accuracy, empathy, and adherence to departmental service level agreements (SLAs) Professional Growth: Identify training gaps and lead educational sessions on new legislation or software updates to keep the team at the forefront of the industry Program & Compliance Management Regulatory Adherence: Serve as the final authority on the application of federal and state laws (FMLA, ADA, PWFA, etc.) and company policies ADA Interactive Process: Lead complex "interactive process" dialogues for accommodation requests, ensuring that both employee needs and business operational requirements are balanced fairly Risk Mitigation: Partner with Legal and Risk Management to conduct periodic internal audits and ensure all documentation meets strict HIPAA and litigation-readiness standards Strategic Stakeholder Partnership Cross-Functional Coordination: Collaborate with Payroll to ensure accurate benefit pay (STD/LTD) and with HR Business Partners to strategize departmental coverage during long-term absences Return-to-Work (RTW) Strategy: Design and oversee "Stay-at-Work" and "Return-to-Work" programs, facilitating temporary light-duty or phased-in schedules to support employee reintegration Management Education: Develop and deliver training for front-line managers to recognize "leave triggers" and avoid common compliance pitfalls during employee absences Vendor & Systems Oversight TPA Performance: Manage relationships with Third-Party Administrators (TPAs) and disability carriers, holding them accountable through regular performance reviews and data reconciliation HRIS Optimization: Lead the configuration and maintenance of leave-tracking modules within Workday or ServiceNow to automate notifications and streamline employee self-service Data Analytics & Reporting KPI Tracking: Monitor critical metrics such as absenteeism rates, leave utilization trends, and the average duration of absences to identify underlying burnout or cultural issues Executive Insights: Translate raw data into actionable dashboards and quarterly reports for senior leadership, highlighting the financial impact of leaves on the bottom line undefined Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field preferred Professional HR certification such as SHRM-CP/SCP or PHR/SPHR is highly preferred 5+ years of experience in leave administration or HR, with at least 2 years in a managerial or supervisory role Legal Expertise: Advanced knowledge of FMLA, ADA, HIPAA, and state-specific leave laws (e.g., CFRA, PDL) Experience with Workday, ServiceNow, or similar HRIS and leave management software Exceptional interpersonal skills with the ability to explain complex legal requirements with empathy and clarity What We Offer At MITER Brands, we invest in your health, wealth, and wellness. Our comprehensive benefits package supports you and your eligible spouse/dependents while helping you achieve your personal and professional goals. We offer competitive pay, a 401(k) with company match, and generous paid time off to help you maintain a healthy work-life balance. Health & Wellness Three comprehensive medical plan options Prescription drug coverage Dental insurance Vision insurance Teladoc virtual healthcare services Employee Assistance Program (EAP) Annual Wellness Clinic Financial Protection Company-paid Life Insurance Voluntary Life Insurance Company-paid Short-Term Disability Company-paid Long-Term Disability Supplemental Hospital Indemnity Insurance Critical Illness Insurance Accident Insurance Additional Benefits Paid Time Off (PTO) and paid holidays 401(k) retirement plan with company match Tuition Reimbursement Program Legal Insurance Identity Theft Protection Pet Insurance Team Member Discount Program MITER Brands, including MI Windows and Doors, Milgard, and PGT Innovations, is an Equal Opportunity Employer. We are committed to fostering an inclusive workplace and do not discriminate based on race, color, religion, sex, national origin, age, disability, veteran status, genetic information, sexual orientation, or any other protected status under applicable law. Work Authorization and Sponsorship Disclosure: The Company does not offer employer sponsorship at this time. Therefore, candidates must provide truthful and complete information regarding their eligibility to work in the U.S. and any current or future need for employment sponsorship. Misrepresentation regarding work authorization or sponsorship need at any stage of the hiring process will result in disqualification from consideration, rescission of an employment offer, or termination of employment.