Job Description
The mission of the Colorado Coalition for the Homeless is to work collaboratively toward the prevention of homelessness and the creation of lasting solutions for homeless and at-risk families, children, and individuals throughout Colorado. The Coalition advocates for and provides a continuum of housing and a variety of services to improve the health, well-being, and stability of those it serves.
Our Philosophy of Service: We believe all people have the right to adequate housing and health care. We work to remove the barriers that restrict access to these rights. Society benefits when adequate housing and health care are available to everyone. We create lasting solutions to homelessness by:
· Honoring the inherent dignity of those we serve, affirming their capabilities and fostering their hope that a better life is possible.
· Building strong, caring and trauma-informed communities through the integration of housing, health care and supportive services.
· Advocating for social and racial equity, inclusion and diversity, and challenging the status quo in partnership with our workforce members and those we serve.
· Achieving excellence through continuous quality assurance, innovation and professional development.
· Using resources judiciously and effectively.
The Leave Specialist manages leave of absence, reasonable accommodation, and workers’ compensation programs for Colorado Coalition for the Homeless (CCH). This role oversees the full leave process, from intake and eligibility through documentation, payroll coordination, and return-to-work, while ensuring compliance with federal, state, and organizational requirements and serving as a trusted resource to employees and managers.
Additional Requirement
- Valid driver’s license required. This requirement may be waived, if necessary, based on overall candidate experience and current needs of the business.
Coalition Benefits
Essential Job Functions
- Administer leave of absence programs, including FMLA, CO FAMLI, ADA reasonable accommodations, workers’ compensation, long-term disability, and other applicable state, local, and organizational leave programs.
- Manage workers’ compensation claims and related return-to-work transitions from first report of injury through follow-up, transitional or modified duty coordination, and full return to work, while also supporting separation processes as related to leave administration and prioritizing safe, timely outcomes within employee restrictions.
- Review leave and accommodation requests, determine eligibility, and ensure compliance with federal, state, local, and organizational requirements.
- Guide employees, managers, and HR team members on leave rights, responsibilities, processes, benefit impacts, timesheet coding, work restrictions, accommodations, return-to-work expectations, and other leave-related matters by serving as a subject matter expert and providing practical guidance and support.
- Track leave usage, intermittent leave, workers’ compensation claims, restrictions, modified duty arrangements, and return-to-work timelines in the HRIS and related tracking tools.
- Maintain accurate, audit-ready records and administrative procedures for leave, accommodation, and workers’ compensation processes.
- Partner with Payroll and managers to ensure accurate leave coding, pay treatment, disability coordination, benefit deductions, reconciliations, and premium remittance.
- Communicate regularly with employees, managers, HR Business Partners, third-party administrators, providers, and legal partners regarding case status, next steps, and compliance requirements.
- Partner with third-party administrators and external agencies, including workers’ compensation insurance carriers, the Colorado FAMLI Division, disability vendors, and other leave partners, to coordinate claims, documentation, case status, and program administration.
- Prepare reports, monitor trends, and analyze leave and injury data to identify process improvements, compliance risks, and operational needs.
- Support required reporting and annual processes, including OSHA logs, workers’ compensation audits, regulatory filings, open enrollment coordination for employees on leave, and other related compliance activities.
- Identify patterns and trends in leave, accommodation, and workers’ compensation activity to highlight potential risk areas and partner with HR Business Partners on manager, department, or organizational hot spots requiring additional support or intervention.
- Partner with legal and HR leadership on complex or high-risk leave, accommodation, and workers’ compensation matters.
- Perform other duties and special projects as assigned.
Qualifications Summary
- Minimum of 5 years of experience administering leave programs, including FMLA and Colorado FAMLI, for medium to large employers.
- Experience administering ADA reasonable accommodations and workers’ compensation programs is required.
- Experience managing high-volume leave claims and complex cases in a fast-paced environment is strongly preferred.
- Demonstrated proficiency with Microsoft Office applications, including Outlook, Excel, PowerPoint, and Word; advanced Excel skills, such as PivotTables, VLOOKUPs, and macros, are required.
- Education
- Associate’s degree in human resources or a benefits-related field required.
Employee must be able to perform essential job functions with or without reasonable accommodation and without posing a direct threat to safety or health of self or others. To perform this job successfully, an individual must be able to perform each essential function satisfactorily. Employee will perform job according to applied laws. The requirements listed above are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The Colorado Coalition for the Homeless is committed to delivering services, making employment-related decisions, selecting volunteers, and selecting vendors without regard to age over 40, race, sex, color, religion, creed, national origin, ancestry, disability, genetic information, marital status, sexual orientation, gender identity, gender expression, pregnancy, medical condition related to pregnancy, military status, or any other applicable status protected by law.
