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 nations 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 organizations Leave of Absence (LOA) and disability programs. This role is fundamental to the companys 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 employees 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
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Qualifications
Bachelors 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.