Sr. Benefits & Leave of Absence Specialist

Job Description

The Benefits & Leave of Absence Specialist operates within the Benefits organization and plays a critical role in the end-to-end administration of U.S. leave of absence and workplace accommodation programs. This role provides centralized, compliant support while ensuring strict adherence to all applicable federal and state regulations. The Specialist contributes to a positive employee experience and strong operational execution through effective case management, analytical problem-solving, and clear communication. In addition to leave and accommodation responsibilities, this role also contributes to and supports other areas of the Benefits function as needed, helping to ensure overall benefits program effectiveness and continuity. The role partners closely with the leave vendor, Benefits, HR Business Partners, Payroll, and Legal to ensure consistent processes, risk mitigation, and positive employee outcomes.

Leave Of Absence And Accommodations Management

• Independently manage end‑to‑end U.S. leave of absence and accommodation cases, including FMLA, non‑FMLA, and ADA, applying judgment to complex or non‑standard situations.
• Interpret and apply federal and state leave and accommodation requirements to individual cases, ensuring compliant and equitable outcomes.
• Lead the ADA interactive process for employees requesting accommodations or returning to work with restrictions, partnering with managers and HR to determine reasonable solutions.
• Act as a subject-matter resource to HR Business Partners and managers on complex leave scenarios, intermittent FMLA usage, and overlapping disability considerations.
• Maintain complete, accurate, and confidential case documentation within the leave management system and HRIS.
  
  

Compliance & Reporting

• Ensure ongoing compliance with applicable leave and accommodation regulations through regular review of cases, documentation, and vendor outputs.
• Identify patterns, risks, or process gaps and recommend improvements to workflows, standard work, knowledge content, or vendor practices.
• Contribute to audits, reporting, and analysis related to leave and accommodation activity, accuracy, and trends.
  
  

Knowledge & Employee Enablement

• Create, maintain, and improve leave and accommodation knowledge content for employee and manager self‑service channels.
• Share expertise and best practices with Benefits and HR colleagues; act as a go‑to resource for less experienced team members.
• Support employee wellness initiatives as needed, providing benefits‑related guidance and insights informed by leave trends.
  
  

Interdepartmental Collaboration

• Partner closely with the leave vendor/TPA to ensure accurate claim administration, timely updates, and effective resolution of escalations or exceptions.
• Coordinate with Benefits, Payroll, HR Business Partners, and Legal to ensure alignment across leave status, pay impacts, benefits continuation, and return‑to‑work processes.
• Proactively communicate leave status, requirements, and next steps to employees and managers, tailoring messaging to complex or sensitive situations.
  
  

Competencies – Essential for the role

• Customer Focus & Ownership Independently manage leave of absence and accommodation cases end‑to‑end within defined role scope, applying judgment to drive timely, compliant resolution and clearly communicate next steps to employees and managers.
• Clear & Compassionate Communication Communicate complex or sensitive information accurately, professionally, and empathetically to employees, managers, and partners; document case details, decisions, and knowledge content clearly and thoroughly to support consistent outcomes.
• Bias for Standardization Apply and reinforce standard work, documented processes, and established decision paths while exercising judgment in non‑standard scenarios to ensure consistent, compliant handling of sensitive cases.
• Collaboration & Influence Partner effectively with Benefits, vendors/TPAs, HR Business Partners, Payroll, and Legal to resolve complex cases, support smooth handoffs, and achieve aligned end‑to‑end outcomes across stakeholders.
• Calm Under Pressure Maintain quality, confidentiality, and responsiveness in high‑volume or time‑sensitive environments, including during escalations, competing priorities, or vendor and service disruptions.
• Sound Judgment & Confidentiality Exercise sound judgment, risk awareness, and strict confidentiality when handling medical documentation and accommodation‑related information, balancing employee experience with regulatory and policy requirements.
  
  

Critical success factors and key challenges

• Case Quality & Compliance: Accurate case categorization, complete documentation, and compliant handling of LOA and ADA cases with low rework or reopening rates.
• Vendor Coordination Effectiveness: Timely and accurate coordination with the leave vendor/TPA, with exceptions managed to minimize employee impact.
• Knowledge Impact: Leave and accommodation knowledge content remains current, driving increased self‑service and reduced repeat inquiries.
• Partnering: Clean handoffs and timely escalations across Benefits, Payroll, HR Business Partners, and Legal to support seamless end‑to‑end outcomes.
  
  

Other Duties

• Perform other duties as assigned to support departmental and organizational objectives.
  
  

Job Requirements

Qualifications:

• Bachelor’s degree in Human Resources, Business, or a related field, or equivalent work experience in lieu of education.
• 3 years of experience administering leave of absence and accommodation regulations (FMLA, ADA, and applicable state laws).
• Must reside within a commutable distance to Brea, CA. This is a fulltime onsite role and hybrid or remote is not an option.
  
  

Preferred Skills

• Strong understanding of confidentiality standards and documentation requirements for medical and sensitive information.
• Experience partnering with a leave vendor/TPA and managing escalations or exceptions.
• Proficiency with Microsoft Office tools; experience with HRIS, benefits administration systems, and leave platforms preferred
• Independently resolve complex leave and accommodation cases using sound judgment and case management principles.
• Analyze non‑standard scenarios and apply existing policies and regulations from a new perspective to reach compliant solutions.
• Communicate clearly, compassionately, and confidently with employees, managers, and partners on sensitive matters.
• Maintain operational discipline while balancing competing priorities and service level expectations.
  
  

CORP123

Target Market Salary Range

Actual compensation packages take into account a wide range of factors that are unique to each candidate, including but not limited to geographic location; skill sets; relevant education and certifications; depth of experience; performance; and other business and organizational needs. The disclosed reasonable estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Envista, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. The total compensation package for this position may also include an annual performance bonus, medical/dental/vision benefits, 401K match, and/or other applicable compensation plans.

$96,100 - $144,100

Operating Company

Corporate

Envista is a global leader in the dental industry, uniting more than 30 trusted brands—including DEXIS, Kerr, Nobel Biocare, and Ormco—under one mission: partnering with dental professionals to improve patients’ lives. With a heritage of category-defining innovation, our brands have shaped modern dentistry: Nobel Biocare introduced the first dental implant, Ormco is a pioneer in both traditional and digital orthodontics, DEXIS has long been at the forefront of 2D, 3D and intraoral imaging, and Kerr has supported clinicians for over 135 years. Our high-performing culture is underpinned by our CIRCLe Values and the Envista Business System. Guided by these, we deliver a comprehensive portfolio of technologies, consumables, and services that empower clinicians to provide confident, efficient care—today and for the future. Learn more at http://envistaco.com.

Envista and all Envista Companies are equal opportunity employers that evaluate qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity, or other characteristics protected by law. The “EEO is the Law” poster is available at: http://www.dol.gov/ofccp/regs/ compliance/posters/pdf/eeopost.pdf.

Envista and its family of companies (Envista) will not accept unsolicited resumes from any source other than directly from a candidate. Envista will consider unsolicited referrals and/or resumes submitted by vendors such as search firms, staffing agencies, professional recruiters, fee-based referral services and recruiting agencies (Agency) to have been referred by the Agency free of charge and Envista will not pay a fee for any placement resulting from the receipt such unsolicited resumes. An Agency must obtain advance written approval from Envista's internal Talent Acquisition or Human Resources team to submit resumes, and then only in conjunction with a valid fully-executed contract approved by the Global Talent Acquisition leader and in response to a specific job opening. Envista will not pay a fee to any Agency that does not have such agreement and written approval in place.