HR Consultant II, Disability Management

Job SummaryIn addition to the responsibilities listed below, this position is also responsible for supporting the team with the return to work process for employees with injuries or illness, with limited guidance, and assisting with disability job accommodation requests, and processes for ADA/ADAAA, FMLA, LOA, and worker's compensation; providing basic case management and serving as a resource to employees, supervisors, and managers to modified duty, disability leave, and worker's compensation, and assisting in working with insurance companies, providing case chronology for legal review or creating documentation for labor grievances, investigations, disputes, fit for duty, and employee issues related to disability management (DM); working with Legal for litigation related issues/cases; maintaining employee database systems; assisting in creating reports, metrics, and FMLA/LOA data and conducting basic analyses to identify DM trends; supporting team with education and training sessions to stakeholders about DM policies and procedures; acquiring working knowledge of integration and alignment with other benefits programs (e.g., STD, LTD, PTO, benefits); conducting routine activities to ensure DM policies, procedures, and practices to meet legal, regulatory, and internal compliance, and federal and state laws; and utilizing working knowledge to identify, minimize, and mitigate risk.Essential ResponsibilitiesPursues self-development and effective relationships with others by sharing resources, information, and knowledge with coworkers and customers; listening, responding to, and seeking performance feedback; acknowledging strengths and weaknesses; assessing and responding to the needs of others; and adapting to and learning from change, difficulties, and feedback.Completes work assignments by applying up-to-date knowledge in subject area to meet deadlines; following procedures and policies and applying data, and resources to support projects or initiatives; collaborating with others, often cross-functionally, to solve business problems; supporting the completion of priorities, deadlines, and expectations; communicating progress and information; identifying and recommending ways to address improvement opportunities when possible; and escalating issues or risks as appropriate.Assists senior employees to influence the development and deployment of strategies, programs, policies, and procedures with HR Centers of Excellence and business stakeholders by researching organizational data and processes to identify trends and root causes of HR issues; identifying and obtaining data necessary to drive recommendations on HR efforts; and providing solutions in consideration of both HR and business objectives.Conducts company human resources support activities under the guidance of more senior employees by providing support to internal and external stakeholders on diverse HR specialties (e.g., equal opportunity/affirmative action, disability management, recruitment and hiring options, compensation, employee benefits, training); assisting with human resources efforts; applying established procedures to human resources efforts; and assisting in the documentation of human resources activities.Assists in the implementation of organizational change efforts by identifying requirements; assessing information to identify solutions to obstacles; providing input in the creation or revision of change management plans; developing communications; and monitoring ongoing impact of organizational changes or efforts on employees.Assists with employee and/or labor relations activities under the guidance of more senior coworkers by conducting research and providing advice and assistance on employment related regulations both at the State and Federal level; interpreting company policies, procedures, and collective bargaining agreements; researching, identifying, and analyzing employee/labor relations concerns; and referring employees to appropriate resources.Assists with HR investigation efforts by collecting data; identifying misalignment with desired compliance actions; assisting with interviews; determining action steps for resolution; creating appropriate documentation; and providing input on corrective action plans.Supports reporting of Company employee information and external benchmarks by compiling and completing reports and analyses. Supports HR compliance by interpreting and acting on regulatory updates; and supporting the implementation of designated changes.Job QualificationsMinimum QualificationsBachelor’s degree in Human Resources, Business, Social Science, Public Administration or related field OR Minimum and 2 years’ experience in clerical, administrative, case management, Human Resources, health care setting or related role. Additional RequirementsStrong customer experienceProficiency in Microsoft Suite Office and other relevant software Preferred QualificationsTwo (2) years’ experience in an entry-level HR position