Senior Manager of Benefits and Leave of Absence at Proliance Surgeons

Seattle, Washington, United States -

Full Time

Start Date

Immediate

Expiry Date

01 Aug, 26

Salary

198670.5

Posted On

03 May, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Benefits administration, Leave of absence management, Compliance, Vendor management, Strategic planning, HRIS, Data analytics, Leadership, Project management, Change management, Employee relations, Total rewards, Retirement plan administration, Communication, Problem solving, Mentorship

Industry

Medical Practices

Description

At Proliance Surgeons our patients come from all walks of life — and so do we. We hire and support people from diverse backgrounds, fostering growth and development to make Proliance a great place to work. Our unique experiences and perspectives help us deliver Exceptional Outcomes, Personally Delivered. We are proud to offer a comprehensive and competitive benefit and pay package including health coverage, 401k with match and profit share, PTO and more! For further details regarding Benefits and Washington State Minimum Wage details please visit our careers page at www.proliancesurgeons.com/careers. Compensation during the offer process will be determined based on factors such as compensation structure, experience, qualifications, and internal equity. Be Part of Who We Are! Position Summary The Senior Manager, Benefits and Leave of Absence is responsible for leading the strategy, administration, and continuous improvement of the organization’s benefits and leave programs, ensuring compliance, operational excellence, and a strong teammate experience. This role oversees day-to-day health and welfare benefits, retirement education and operations, PTO, and LOA functions, including vendor management, plan design, administration, and complex case resolution, while leveraging data and analytics to inform decision-making and optimize program effectiveness. As a key member of the HR leadership team, this role partners closely with the VP of Human Resources and Chief People Officer and cross-functional leaders to align benefits and leave strategies with broader talent objectives, including recruitment, retention, engagement, and total rewards. The Senior Manager serves as a subject matter expert and consultative partner, providing guidance on complex compliance matters and supporting organizational initiatives related to workforce planning and employee experience. This leader also provides coaching and mentorship to HR team members, helping to elevate capabilities across benefits, leave administration, and HR operations, while driving strategic projects and process improvements that enhance service delivery and scalability. The role will report directly to the Vice President of Human Resources and has Associate Business Partner team members reporting to them. Key Duties and Responsibilities The key duties and responsibilities of the Senior Manager include, but are not limited to: Partner with the VP of Human Resources and Executive leadership to design and execute a comprehensive benefit and leave of absence strategy aligned with organizational goals, workforce needs, and the evolving healthcare landscape Lead, in partnership with Executive leadership; the strategy, design, administration, and continuous improvement of all benefits programs (health, welfare, retirement, wellness, PTO) and leave of absence programs (FMLA, ADA, state leaves, and company policies), ensuring a balance of compliance, cost-effectiveness, and teammate experience Serve as the organization’s subject matter expert on complex benefits and leave issues; provide guidance and resolution on escalated, sensitive, and high-risk cases Oversee vendor relationships for benefits and leave administration (e.g., carriers, brokers, third-party administrators), including performance management, contract negotiations, and service delivery optimization. Oversee our medical, dental, vision, life, disability, AD&D, PTO, and voluntary health and welfare benefits. Drive holistic wellness solutions that improve the health of our members and improve self-insured plan performance. Increase participation in our EAP programs in an effort to improve employee wellness. Drive open enrollments for multiple entities (Proliance, JVs, future clients). Create and implement comprehensive education programs related to our retirement programs, particularly related to profit sharing and match. Oversee the eligibility and audits around our 401K match and profit sharing programs. Partner with finance on the audits and reconciliations of benefit programs including HSA / FSA, annual 401k audit, and bi-weekly payroll audits. File 5500s and other regulatory filings for plans. Partner closely with HRIS vendor, Payroll, and Finance to ensure accurate benefits and leave administration, reporting, integrations, and audits; identify and implement system enhancements to improve efficiency and data integrity Lead compliance efforts related to benefits and leave programs, ensuring adherence to federal, state, and local regulations (including ERISA, COBRA, HIPAA, FMLA, ADA, and Washington state-specific requirements) Develop and analyze benefits and leave data, trends, and utilization to inform strategy, manage costs, and identify opportunities for program enhancements and risk mitigation Design and deliver clear, effective communication strategies to improve teammate understanding, engagement, and utilization of benefits and leave programs Partner with Talent, HR Business Partners, and leadership to ensure benefits and leave programs support recruitment, retention, and overall teammate experience Drive process improvements and lead change management initiatives related to benefits and leave programs, including system implementations, policy updates, and best practice adoption. Drive AI adoption and task automation to ensure benefits team is working at the top of their license Develop, implement, and maintain policies and procedures related to benefits, PTO, and leave of absence, ensuring consistency, clarity, and alignment with organizational values Provide training and education to HR team, field managers, and leaders on benefits and leave policies, compliance requirements, and best practices Support total rewards initiatives, including benefits benchmarking, open enrollment strategy, and integration with broader compensation programs Maintain current knowledge of industry trends, legislative changes, and emerging best practices in benefits and leave management, proactively recommending enhancements Education/Experience Bachelor’s Degree in Human Resources or a related field required, with commensurate years of progressive HR experience considered in lieu of formal degree. A minimum of five to seven years of progressive human resource and benefits experience. SHRM-SCP or SPHR preferred. Knowledge, Skills and Abilities Ability to thrive in a fast-paced, growth-oriented environment, where speed, agility, and efficiency are primary drivers of success Empowers and mentors others; develops direct reports and teammates Demonstrates a high EQ, resolves conflicts, and facilitates resolution on key issues Delegates effectively Innovates across the benefit, leave, and HRIS space Demonstrates the highest level of integrity, discretion, and judgment in handling sensitive and confidential information Delivers a high-touch, service-oriented approach while balancing compliance, scalability, and operational efficiency Strategic thinker with the ability to translate complex data into actionable insights, while remaining a hands-on leader and subject matter expert Deep understanding of the evolving healthcare landscape and its impact on benefits strategy, leave management, and workforce planning Comprehensive knowledge of the healthcare industry, with a clear understanding of how benefits and leave programs influence the full employee lifecycle and organizational performance Progressive experience in human resources, with a focus on benefits, leave of absence, and organizational effectiveness Proven leadership capability, including developing, coaching, and mentoring high-performing teams Models strong interpersonal effectiveness, professionalism, and collaboration across diverse stakeholder groups, including clinicians, executives, and staff Strong knowledge of regulatory requirements and compliance standards, including HIPAA, FMLA, ADA, and state-specific leave laws Highly organized with exceptional attention to detail, accuracy, and follow-through; skilled in prioritization and delegation in a fast-paced environment Demonstrated success leading change management initiatives, including implementing best practices, process improvements, and system enhancements Excels at project management Champions diversity Ability to manage competing priorities, exercise judgment, and drive results with a high degree of autonomy Analytical and resourceful problem-solver, with the ability to identify trends, risks, and opportunities and recommend effective solutions Flexible and adaptable, with the ability to navigate ambiguity, shifting priorities, and evolving business needs Maintains objectivity and professionalism in complex or sensitive situations, focusing on outcomes rather than individuals Strong communication and presentation skills, with the ability to effectively convey information to executives, managers, and clinical teams Advanced proficiency with HRIS and benefits administration systems (e.g., Dayforce preferred), with the ability to leverage data for reporting, trend analysis, and decision-making Strong understanding of Microsoft Office Suite, particularly Excel (advanced analytics, modeling, and reporting), as well as PowerPoint, Word, and Outlook Work Environment/Physical Demands The work environment/physical demands described here are representative of those that must be met by a teammate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable differently abled persons to perform the essential functions.

Responsibilities

The Senior Manager leads the strategy, administration, and continuous improvement of the organization's benefits and leave programs. They oversee vendor relationships, ensure regulatory compliance, and partner with HR leadership to align programs with talent objectives.