JOIN A MISSION-DRIVEN ORGANIZATION AS OUR ABSENCE MANAGEMENT MANAGER

At Presbyterian Homes & Services, we’re more than a leading provider of senior living and care—we’re a values-driven organization with a bold commitment to cultivating a workplace where employees are inspired, supported, and empowered to thrive.
We are currently seeking an Absence Management Manager, a pivotal role that blends strategic oversight with hands-on impact to ensure our leave of absence, workplace accommodation, and return-to-work programs support both organizational needs and the well-being of our employees.
This working manager will serve as a trusted partner to leaders across PHS, guiding compliance with federal, state, and local laws while creating an employee experience that reflects our values of compassion, integrity, and stewardship. With a focus on both operational continuity and individual support, this leader will be at the forefront of balancing regulatory requirements with a people-first approach.
Responsibilities:

Absence Management Program Oversight & Strategy

• Lead the day-to-day administration and continuous improvement of leave of absence, accommodation, and return-to-work programs across the organization.
• Ensure full compliance with applicable laws and regulations, including FMLA, ADA/ADAAA, HIPAA, and state-specific legislation. Ensure integration and alignment of MN Paid FML with federal FMLA, ADA, workers’ compensation, PHS leave policies, and other benefit programs.
• Develop, implement, and maintain internal policies, procedures, communications, and tools to support a consistent and legally compliant employee experience.
• Serve as a subject matter expert, guiding leaders and employees through absence and return-to-work processes, balancing compliance with organizational needs, and ensuring the employee experience reflects PHS values.
• Lead training sessions and create resources for managers and employees on absence management topics.
• Identify opportunities to improve efficiency, consistency, and service quality.
• Establish metrics, reporting, and feedback loops to evaluate program effectiveness and recommend improvements.

Case Management

• Independently manage a portfolio of complex and high-impact leave and accommodation cases, including medical, parental, personal, and disability leaves.
• Provide guidance to employees and managers on leave eligibility, documentation, accommodations, and return-to-work options.
• Facilitate interactive processes with employees and leadership to assess and implement reasonable accommodations.
• Coordinate return-to-work programs that balance employee needs and business objectives.
• Partner with HR and leaders to balance operational needs with compliance obligations.
• Champion a positive employee experience by ensuring communication is timely, clear, and supportive.

Team Leadership & Collaboration

• Directly supervise the Leave Administrator and Return-to-Work/Accommodations Coordinator, providing direct leadership, coaching, workload prioritization, performance management and professional development.
• Ensure consistent application of leave and accommodation processes across sites and employee groups.
• Act as a key point of contact and escalation for sensitive or high-risk cases.
• Collaborate with internal stakeholders including HR Business Partners, Legal, Risk, and Safety to align processes and ensure compliance.
• Communicate and collaborate with others within the organization. Maintain positive work relationships with members of teams at the sites, home office HR and Employee Health to communicate effectively and to ensure compliance with cross-team responsibilities.
• Partner with HRIS, payroll, benefits, and vendor partners to ensure seamless processing of leave and pay.

Reporting & Compliance

• Maintain thorough documentation and tracking for all leave and accommodation cases in accordance with internal standards and regulatory requirements.
• Maintain up-to-date knowledge of legislative and regulatory changes impacting leave and accommodations.
• Analyze program data and trends to identify risks, recommend solutions, and support operational planning.
• Prepare for potential future responsibility over the workers’ compensation program, including claims oversight and vendor management.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field required; Master’s degree preferred.
• Minimum 5 years of direct management experience overseeing leave of absence, ADA accommodations, and return-to-work programs.
• Minimum 5–7 years of progressive HR experience, including hands-on case management for Leaves of Absence and Return to Work/ADA. Demonstrated experience managing worker’s compensation programs including claims administration, coordination with third party vendors and integration with return to work and safety initiatives.
• In-depth knowledge of federal and state employment and disability laws (e.g., FMLA, ADA, CFRA, HIPAA).
• Strong leadership skills with a proven ability to coach, develop, and lead teams.
• Excellent interpersonal, problem-solving, and organizational skills with a high level of attention to detail.
• Experience managing sensitive and confidential information with sound judgment and discretion.
• Advanced computer skills with Microsoft Office applications, various payroll/HRIS or absence management systems.
• Ability to work effectively in a fast-paced environment; ability to manage multiple tasks/projects, and deadlines with ability to prioritize. Persistence and ability to work independently to drive execution.
• Excellent communication, collaboration, teamwork, problem solving, organizational, critical thinking, and customer service skills.
• Demonstrated compatibility with PHS’s mission and operating philosophies.
• Demonstrated ability to read, write, speak and understand the English language to communicate with all customers.

Pay Range: The estimated starting pay range for this role is $77,997 to $110,000 per year. This good faith estimate is based upon PHS’s typical starting pay range for this role. Actual pay range depends on many factors including each individual employee’s qualifications and market conditions and is subject to change. Benefits:

Please refer the Job description for details