Benefits & LOA Manager

Child Care Resource Center; West Chatsworth (CA); Hybrid; USD 130,000 - 140,000; Full time

Benefits offered by this job

Competitive pay

Robust benefits

Education reimbursement

Paid time off

Job summary

Child Care Resource Center in California seeks a senior Leave & Disability program administrator to oversee LOA, ADA/FEHA and workers' compensation with a hybrid work schedule. You will lead training for supervisors and staff, and drive policy development and reporting to improve compliance and employee experience.

Minimum seven years in LOA/ADA/FEHA and workers' compensation, with three years in advisory or supervisory roles; minimal CA travel expected.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related field or equivalent experience.
• Seven years of LOA/ADA/FEHA and workers' comp administration, with three years in advisory/supervisory roles.
• Experience designing workflows, training programs, or system configurations preferred.

Responsibilities

• Designs and delivers training for supervisors, managers, P&C staff, and employees on LOA, ADA/FEHA, workers' compensation, and return-to-work responsibilities.
• Supports strategic planning for the Leave & Disability function, including resourcing needs and workload forecasting.
• Prepares and analyzes reports and dashboards to identify trends, compliance risks, and performance indicators.
• Leads or participates in cross-functional projects and process improvements to strengthen compliance, efficiency and employee experience.
• Contributes to policy development, implementation and communication strategies.

Skills

LOA administration

ADA/FEHA knowledge

Workers' compensation

Training design

Education

Bachelor's degree in HR/Business

Job description

Expected Semimonthly Salary:

$4,576.00

Work where your work matters. Work at CCRC.

CCRC prides itself as a workplace of choice for passionate talent, driven by our mission to cultivate child, family and community well-being. Whether the position works directly with the public or supports our programs, every position is vital to our mission's success and reputation as a leader. We are not your typical non-profit. We are 900+ people strong and growing!

Anticipated hiring range: 130-140k annually

For a full overview of position requirements, review the job flyer.

Essential Duties And Responsibilities

Within a team structure, this position will perform the following responsibilities:

Leaves of Absence (25%)

ADA/FEHA Accommodation Administration (25%)

Workers Compensation (15%)

Benefits & Wellness (10%)

Team Leadership & Operations (25%)

Additional Agency-wide Projects That Could Be Assigned

• Designs and delivers training for supervisors, managers, P&C staff, and employees on LOA, ADA/FEHA, workers' compensation, and return-to-work responsibilities.

• Supports strategic planning for the Leave & Disability function, including resourcing needs, workload forecasting, system improvements, and long-term operational design.
• Prepares and analyzes reports and dashboards to identify trends, compliance risks, performance indicators, and opportunities for program improvement.
• Leads or participates in cross-functional projects and process improvement initiatives aimed at strengthening compliance, efficiency, and employee experience.
• Contributes to policy development, implementation, and communication strategies.

Job Specifications

Minimum Required

• Education: Bachelor's degree in Human Resources, Business Administration, or related field; OR an equivalent combination of education and progressively responsible experience in leave management, disability programs, workers' compensation, and P&C operations
• Experience
  • Minimum of seven years of progressive experience in LOA, ADA/FEHA, and workers' compensation administration, with at least three years of advanced advisory, lead, or supervisory experience.
  • Experience designing workflows, training programs, or system configurations strongly preferred.
• Travel: Minimal travel in CA required. Staff may choose any mode of transportation (driving, walking, bicycling, carpooling, etc.) to arrive to and depart from the location where attendance is required. Should a staff member choose to drive, the staff member must become an approved driver with CCRC prior to driving on behalf of CCRC. Approved drivers driving on behalf of CCRC may choose to drive a CCRC vehicle or own vehicle and must meet requirements to be an approved driver including holding and maintaining current auto insurance, current California Driver's License and receiving DMV clearance.
• Work Schedule: Full time, typically M-F
• Work environment: Working a hybrid work schedule combining remote work and in office work environment; ambient temperature and noises, indoors when in office.
• Background & Health Clearance Requirements: Background requirements determined according to the requirements of the program(s) which the position will be supporting. Background check required. As a grant-funded Agency supporting Children and Family Services, CCRC conducts background checks commensurate with the role to verify candidate qualifications (criminal history, employment history / experience, education, reference checks) and ensure grant compliance. Specific roles may have additional verification / clearance to the standard background check as part of the recruitment and selection process, including:
  • Live Scan Clearance / DOJ Fingerprinting: For positions working directly with the public in a child/ community care or child / community care adjacent setting (CA Health and Safety Code Section 1596.871 and/or Head Start Program Performance Standards 1302.90).
  • Health Clearance: For positions working directly with the public in a child/ community care or child / community care adjacent setting or working with "at risk" populations, CA Code of Regulations Title 22, *101216, CA Health and Safety Code 1596.7995, and/or Head Start Program Performance Standards 1302.93)
  • MVR / DMV clearance in accordance with CCRC's liability insurance provisions: For positions where driving is required.
  • Child Development Permit: For positions working in an educational capacity (California Education Code Sections 44242.5, 44340, and 44341)
  • CPR / Pediatric CPR certification: For certain identified positions working directly with the public in a child/ community care or child / community care adjacent setting (CA Health & Safety Code 1596.865 - 1596.866)
  • Federal Debarment Checks: For positions acting in a principal capacity to federal funds (Head Start Program Performance Standards 1304.11, Code of Federal Regulations Title 2 Grants and Agreements 2.180.320 and 2.180.995)

At CCRC, passion and meaningful work is rewarded! We offer employees:

• Competitive compensation package
• Robust benefit offerings -Medical, Dental, Vision, and Voluntary Life Insurance
• Basic Life Insurance and Long Term Disability paid for by CCRC
• Employer Contribution and Employer Match in the 403(b) Retirement Savings Plan with 100% vesting
• Generous Time Off Policy-Vacation and Sick Time, Holidays, and Paid Winter Break
• Opportunities for learning and professional development, including education reimbursement
• Employee Assistance and Wellness Programs
• 501(c) (3) designation-You can apply for Public Service Loan Forgiveness!
  

We have doubled in size over the past 10 years. We provide child development and early education, workforce development opportunities, child care financial assistance, Head Start preschool and Early Head Start services and more for close to 50,000 parents, children, and child care providers each month in Northern Los Angeles County, including Antelope Valley, and the entirety of San Bernardino County, including an office in Victorville, serving a total geographic area of 22,500 square miles.

Child Care Resource Center is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex including sexual orientation and gender identity, national origin, disability, protected Veteran Status, or any other characteristic protected by applicable federal, state, or local law.

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

Accommodations: If you are a qualified individual with a disability or a disabled veteran, you have the right to request an accommodation if you are unable or limited in your ability to use or access our career center as a result of your disability. To request an accommodation, contact a Human Resources Representative at or email them at .