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• Identifies opportunities to improve benefit related processes, communications, and the overall employee experience.
Leave and Accommodation Management
• Coordinates and administers employee leaves of absence, including FMLA, medical leave, parental leave, personal leave, military leave, and other federal, state, local, and agency provided leave programs.
• Serves as a primary point of contact for employees navigating leave and accommodation matters and provides compassionate, respectful, and responsive support throughout the process.
• Explains leave eligibility, documentation requirements, benefit continuation, return to work expectations, and available resources in a clear and understandable manner.
• Tracks employee leaves from initial request through return to work and ensures appropriate documentation, notices, approvals, and follow up are completed.
• Maintains regular communication with employees during the leave process and ensures questions and concerns are addressed timely.
• Maintains accurate leave information and documentation within HRIS and other applicable systems.
• Coordinates with employees, managers, payroll, benefits vendors, and third party leave administrators to ensure appropriate administration of employee leave.
• Supports the workplace accommodation process in accordance with applicable laws and agency practices.
• Engages with employees and appropriate People and Culture leadership in the interactive accommodation process, including gathering documentation, identifying potential accommodations, coordinating implementation, and monitoring approved accommodations.
• Approaches accommodation discussions with empathy, discretion, neutrality, and a solution focused mindset.
• Tracks accommodation requests and ensures required documentation and communications are maintained appropriately and confidentially.
• Supports return to work planning and assists with coordinating temporary restrictions, modified work arrangements, and other approved workplace accommodations.
• Maintains knowledge of applicable federal, state, and local leave and workplace accommodation requirements and assists with ensuring agency practices remain compliant.
• Escalates complex or sensitive matters appropriately while maintaining continuity of service to the employee.
Culture, Diversity, Equity and Inclusion
• Coordinates JCFS Chicago’s DEI Committee and supports the development of an effective committee structure, including clearly defined roles and responsibilities for committee members, Chairs, and Co Chairs.
• Builds positive relationships with committee members, employees, and leaders and fosters an inclusive and collaborative experience for participants.
• Develops and maintains systems that support participation, accountability, communication, and progress toward established DEI goals.
• Supports the development, implementation, and ongoing growth of Employee Resource Groups.
• Educates employees and leaders regarding the purpose, structure, and value of Employee Resource Groups and provides responsive support to employees interested in establishing or participating in an ERG.
• Partners with People and Culture leadership and other agency stakeholders to support initiatives that strengthen belonging, inclusion, employee engagement, and organizational culture.
• Assists with planning and coordinating DEI related programs, educational opportunities, events, communications, and employee engagement activities.
• Researches emerging practices and resources related to organizational culture, employee belonging, diversity, equity, and inclusion.
• Supports collection and review of employee feedback and other information that can help identify opportunities to strengthen workplace culture and the employee experience.
• Builds strong relationships across departments and programs and serves as an approachable People and Culture partner to employees and leaders.
• Responds to employee and leader questions in a timely, professional, and service oriented manner and ensures appropriate follow through.
• Identifies recurring employee concerns, service gaps, and process barriers and recommends practical improvements.
• Performs other duties as assigned.
Education and Experience
• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Social Services, or a related field preferred. Equivalent relevant professional experience may be considered.
• Three or more years of progressively responsible Human Resources experience, with experience in benefits administration, employee leaves, workplace accommodations, employee relations, or a related People and Culture function preferred.
• Demonstrated experience working in a customer focused Human Resources, employee service, benefits, or People and Culture environment.
• Demonstrated ability to provide high quality service, manage employee concerns, communicate clearly, follow through on commitments, and resolve issues in a timely and professional manner.
• Experien
