HR ANALYST

Description

Position at Wild Fork Foods

HR Analyst – Leave, Accommodations & Workers’ Compensation

Position Summary

The HR Analyst – Leave, Accommodations & Workers’ Compensation is responsible for the end-to-end administration, continuous improvement, and operational excellence of Wild Fork Foods’ centralized Leave of Absence (LOA), ADA accommodation, and Workers’ Compensation programs.

This role serves as the primary point of contact for employees, People Managers, Regional HR Leaders, Asset Protection, third-party administrators, and external vendors to ensure timely, compliant, and consistent case management.

In addition to administering programs, this position is responsible for evaluating current processes, identifying opportunities for improvement, developing standardized operating procedures, monitoring compliance, analyzing trends and KPIs, and driving operational excellence across all three programs.

Key Responsibilities

Leave of Absence Administration (30%)

• Own the end-to-end administration of all leave programs, including:
• FMLA
• State leaves
• Personal leaves
• Military leave
• Parental leave
• Company leave programs
• Coordinate with employees, managers and HR leaders throughout the leave lifecycle.
• Ensure all required documentation is received and maintained.
• Track deadlines and required notices.
• Coordinate return-to-work activities.
• Partner with payroll, benefits and vendors to ensure accurate administration.
• Maintain complete and accurate case documentation.

ADA Accommodation Administration (25%)

• Coordinate the interactive process from intake through resolution.
• Collect and review medical documentation for completeness and accuracy and escalate cases to supervisors for evaluation and final determination.
• Schedule and facilitate interactive discussions.
• Partner with HR, Compliance, Legal and business leaders on accommodation options.
• Track accommodations and periodic reviews.
• Ensure compliance with ADA and applicable state regulations.
• Maintain confidential documentation.

Workers’ Compensation Administration (20%)

• Serve as the centralized HR contact after initial injury reporting.
• Partner with Asset Protection, Safety and Sedgwick.
• Coordinate claim administration.
• Monitor claim status.
• Track return-to-work activities.
• Communicate with managers and employees throughout the claim.
• Escalate complex cases appropriately.

Process Improvement & Program Ownership (15%)

• Conduct current-state assessments and process mapping.
• Identify operational inefficiencies.
• Recommend process improvements.
• Develop and maintain Standard Operating Procedures (SOPs).
• Standardize templates and communications.
• Build scalable workflows.
• Lead continuous improvement initiatives.
• Identify automation opportunities.
• Improve employee experience across all programs.

Reporting & Analytics (10%)

• Maintain centralized case tracking.
• Maintain KPI dashboards.
• Monitor:
• Case volume
• Cycle times
• SLA compliance
• Return-to-work metrics
• Accommodation turnaround time
• Identify trends.
• Present recommendations to HR leadership.
• Support audits and compliance reviews.

Stakeholder Management

Serve as the primary liaison for:

• Employees
• Store Managers
• Regional HR Leaders
• HR Business Partners
• Payroll
• Benefits
• Asset Protection
• Safety
• Sedgwick
• Medical providers (as appropriate)
• Legal (when necessary)

Build strong partnerships to ensure timely communication, consistency, and a positive employee experience.

Compliance Responsibilities

Ensure compliance with:

• FMLA
• ADA
• PWFA
• Workers’ Compensation regulations
• HIPAA/confidentiality requirements
• State leave laws
• Company policies

Monitor legislative changes and recommend updates to policies and procedures.

Qualifications

Education

Bachelor’s degree in Human Resources, Business Administration, Psychology and/or related field.

Experience

• 3+ years of HR experience
• Experience administering Leave of Absence, ADA or Workers’ Compensation programs preferred
• Experience working with third-party administrators (Sedgwick preferred)
• Experience with HRIS systems
• Experience managing confidential employee information
• Experience developing processes or SOPs preferred

Technical Skills

• HRIS systems
• Microsoft Excel (Intermediate to Advanced)
• Case management
• Reporting and analytics
• Process documentation
• Workflow improvement
• Microsoft Office Suite

Competencies

• Exceptional organization
• Strong attention to detail
• Analytical thinking
• Project management
• Problem solving
• Continuous improvement mindset
• Strong written and verbal communication
• Relationship management
• Customer service orientation
• Judgment and discretion
• Ability to manage multiple priorities
• Resilience under pressure

Success Measures

The role will be evaluated on:

• Leave case cycle time
• ADA case turnaround time
• Workers’ Compensation response time
• Compliance with legal timelines
• Documentation accuracy
• Employee satisfaction
• Manager satisfaction
• Reduction in HR Leader administrative workload
• SOP completion and maintenance
• Continuous improvement initiatives implemented
• Vendor service performance
• Audit results

EOE/Vets/Disability