Benefits Specialist Contractor - Global Leaves & Accommodations
The Global Leaves & Accommodations Specialist administers and communicates the company's leave of absence programs across the U.S. and internationally, guiding employees and managers through leave options, policy features, and procedural requirements. This role owns the end-to-end leave and accommodation process globally — from intake through return-to-work — serving as the primary point of contact for employees and managers in the U.S. and all international locations, while partnering with in-country HR and legal counsel to ensure local law is applied correctly in each jurisdiction.
The role partners closely with HR, Legal, Payroll, and Benefits to ensure every leave and accommodation is administered accurately, consistently, and in full compliance with applicable federal, state, local, and international law.
This is a full-time remote role based in the United States.
Key Responsibilities:
1. Leave of Absence Administration
- Administer and communicate leave of absence programs across all company locations (FMLA, state/local paid and unpaid leave, short- and long-term disability, parental leave, USERRA, and statutory leave frameworks in Canada, Mexico, Belize, India, and the Netherlands), serving as the primary contact for eligibility, documentation, and process — in partnership with in-country HR and legal counsel, who provide guidance on local legal requirements and interpretation.
- Serve as the primary point of contact for employees and managers, providing clear, empathetic guidance on eligibility, paperwork, timelines, and job protections.
- Manage intake, case tracking, and recordkeeping for all leave requests, coordinating with third-party administrators, insurance carriers, and in-country partners to ensure accurate claims processing and consistent case handling.
- Own the leave case process end-to-end in every location where the company operates, directly managing employee and manager communication, documentation, and case resolution, while escalating jurisdiction-specific legal questions to in-country HR/legal partners for guidance.
- Partner with Payroll and Benefits to ensure accurate pay treatment, benefits continuation, and return-to-work processing.
2. Compliance & Regulatory Knowledge
- Ensure compliance with federal, state, and international leave laws in coordination with Legal and HR leadership, proactively monitoring legislative changes and translating them into updated policy, process, and communications.
- Maintain strict confidentiality of employee medical and leave information.
- Support internal and external audits by maintaining accurate documentation and demonstrable compliance controls.
- Maintain working knowledge of leave and accommodation law across all operating countries sufficient to administer programs and answer employee/manager questions accurately; escalate complex or novel legal interpretation questions to in-country HR/legal partners and Legal.
- Handle employee medical and leave documentation in compliance with applicable data privacy laws in each jurisdiction (e.g., HIPAA-adjacent state requirements, GDPR, India's Digital Personal Data Protection Act), partnering with Legal/IT on cross-border data handling requirements.
3. Disability & Medical Accommodations (ADA and International Equivalents)
- Lead the interactive process for ADA accommodation requests, partnering with employees, managers, HRBPs, and Legal to evaluate requests, identify accommodations, and document decisions.
- Serve as the organization's subject matter expert on the ADA interactive process and lead accommodation case management globally; for accommodation requests outside the U.S., manage the process and case documentation while partnering with in-country HR/legal counsel on jurisdiction-specific obligations and standards.
- Track accommodation requests and outcomes to ensure timely resolution, consistent policy application, and proper documentation.
4. Program Management & Continuous Improvement
- Develop and maintain leave policy documentation, employee communications, FAQs, and manager guidance to ensure consistent understanding of leave programs.
- Track and report leave program metrics (e.g., volume, duration, return-to-work rates, accommodation trends) to identify trends and improvement opportunities.
- Identify process inefficiencies and recommend improvements to leave administration, technology, and workflows.
- Provide training to HR business partners and people leaders on leave and accommodation policies, procedures, and manager responsibilities.
Additional duties and responsibilities as required.
You’ll thrive in this role if you have:
- Bachelor’s degree Human Resource, related field, or equivalent practical experience.
- 2+ years of experience administering leave of absence programs, including FMLA, ADA, and state/local leave laws; experience administering or coordinating leave/accommodation programs across multiple countries required.
- In-depth working knowledge of federal, state, and applicable international leave and accommodation regulations.
- Demonstrated experience leading the ADA interactive process and managing accommodation requests end-to-end.
- Experience partnering with third-party leave/disability administrators, insurance carriers, and in-country HR or legal partners.
- Experience working with in-country HR or legal partners to apply local employment law in a multi-country operating environment.
- Strong organizational skills and attention to detail, with the ability to manage a high volume of concurrent, sensitive leave cases.
- Excellent written and verbal communication skills, with the ability to explain complex policies clearly and empathetically to employees at all levels.
- High degree of discretion and sound judgment in handling sensitive and confidential employee information.
- Proficiency with HRIS and leave management systems (e.g., Workday, ADP, ServiceNow, or similar) and Microsoft Office Suite.
- PHR, SHRM-CP, GPHR (Global Professional in Human Resources), or Certified Leave Management Specialist (CLMS) certification a plus.
- Spanish or Dutch language proficiency a plus.
- Must be authorized to work in the United States.
Does this position sound like something you would enjoy and be successful at, but you’re not sure you have the exact qualifications to be considered? While our job descriptions are an outline for the type of candidate we’re looking for, it is not a checklist. We encourage you to apply!
This role is not open to candidates located in Colorado, Connecticut, California, Maryland, Nevada, New York, Rhode Island, or Washington.
Who we are:
LeadVenture is the market-leading SaaS provider of digital retailing, eCommerce, digital marketing and eCatalog solutions for dealerships across 12 industry verticals including powersports, marine, RV, pre-owned auto, agriculture and more. Our family of brands includes Dealer Spike, Dealer Car Search, Frazer, Net Driven, Direct Communications, Inc. (DCi), Powersports Support, Level 5, PSM Marketing, Monroney Labels, and Interact RV. We are an international company with offices located in the United States, Mexico (Juniper Data Center), Belize (Dealer Spike Belize), India and The Netherlands. Together, we are LeadVenture.
LeadVenture provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, LeadVenture complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, transfer, leaves of absence, compensation, and training.
LeadVenture expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of LeadVenture employees to perform their job duties may result in discipline up to and including discharge.
