Carpenter Technology Corporation is a leading producer and distributor of premium specialty alloys, including titanium alloys, nickel and cobalt based superalloys, stainless steels, alloy steels and tool steels. Carpenter’s high-performance materials and advanced process solutions are an integral part of critical applications used within the aerospace, transportation, medical and energy markets, among other markets. Building on its history of innovation, Carpenter’s wrought and powder technology capabilities support a range of next-generation products and manufacturing techniques, including novel magnetic materials and additive manufacturing.

CORPORATE HUMAN RESOURCES LEAVE ADMINISTRATOR

Location(s): Can be located at any of Carpenter Technology Corporation's sites.

The Corporate Leave Administrator plays a critical role in developing, implementing, and managing our leave policies and programs. This position requires a dedicated professional with expertise in leave administration, process development, and compliance, ensuring that our employees have access to appropriate leave options while maintaining operational efficiency and regulatory compliance.

The Corporate Leave Administrator oversees all employee-qualified leave of absence cases corporate wide.  Oversees and administers leave requests and accommodations requiring specialized attention, particularly those arising under the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), state and local leave laws, short-term or long-term disability plans, and Paid Parental Leave.  Maintains an up-to-date knowledge of and ensures compliance with federal and state laws as well as company policies.

THE CORPORATE HUMAN RESOURCES LEAVE ADMINISTRATOR WILL…

Interprets and administers leave program and policies in accordance with applicable federal and state employment laws (FMLA, USERRA, Pregnancy Discrimination Act, ADA, etc.)Serves as the subject matter expert for the Leave of Absence (LOA) programs in alignment and under the general direction and guidance of benefits team and CHRO.Leave Policy Development: Develop, review, and update company leave policies and procedures in compliance with federal, state, and local regulations, including FMLA, ADA, and state-specific leave laws.Develop, deploy, and monitor LOA strategy and set aggressive targets. Develop metrics to effectively monitor and communicate progress toward key goals.Monitors and tracks absences, documentation, and return to work dates.Analyzes leave claims or requests, determines employee eligibility, assists managers in the development of alternate work arrangements or coordination of coverage, and manages employee return to service or separation.Analyze leaves to detect potential abuse, non-compliance with policies and multiple recurring leaves. Detect concerning leave patterns of employees.Process Improvement: Identify opportunities to streamline leave processes, enhance efficiency, and improve the employee experience through automation, technology solutions, and best practices.Employee Advocacy: Serve as a point of contact for employees and managers regarding leave inquiries, providing guidance, support, and resources to facilitate smooth transitions during leave periods.Compliance and Reporting: Ensure compliance with all leave-related regulations and reporting requirements, maintaining accurate records, and preparing reports as needed for internal and external stakeholders.Vendor Management: Manage relationships with leave administration vendors, including third-party administrators and technology platforms, to ensure effective service delivery and adherence to service level agreements.Training and Education: Develop and deliver training programs for managers and HR staff on leave policies, procedures, and best practices to ensure consistent application and understanding across the organization.Employee Communications: Develop communication strategies to educate employees about available leave benefits, eligibility criteria, and application processes, promoting transparency and accessibility.Data Analysis and Metrics: Utilize leave-related data to track trends, analyze utilization patterns, and assess the effectiveness of leave programs, making recommendations for program enhancements as needed.Continuous Improvement: Stay informed about emerging trends, legislative changes, and industry best practices in leave management, proactively identifying opportunities for program enhancements and compliance improvements.Records leaves and adjust time or pay in the HRIS or payroll systems as needed.Develop, implement, and manage Corporate – US report off program.Maintains reasonable communication with employees on leave to facilitate smooth and timely benefit processing and return to work, relays communication between employees and their manager during leave.Work with HRBPs, manager and supervisors regarding any employee leave issues, including analyzing results while maintaining confidentiality of information.Preserves confidentiality of employee medical documentation and follow all HIPAA and PHI guidelines.Oversees the return-to-work process for employees returning from extended FMLA, short-term and long-term disability, coordinating with Health Services and employee manager.Execute a turnaround on LOA program.Partner with HRIS and Payroll to effectively manage LOA recording and pay.Creates and provides training for managers/supervisors on leave programs.Recommends plan design and process improvement to manager.May be involved in plan or policy design and vendor selection.Works with a cross-functional team and uses data to drive results.Ensures compliance with internal and external policies and regulations.May provide leadership, coaching, and/or mentoring to a subordinate group and ensure a safe workplace. Perform all other duties and special projects as assigned.

REQUIREMENTS FOR CORPORATE HUMAN RESOURCES LEAVE AMDMINISTRATOR

Bachelor’s degree in human resources, Business Administration, or related field required, master’s degree preferred.Extensive knowledge of the leave requirements and other legal protections afforded by the FMLA, ADA, and other applicable laws.4+ years of experience in leave administration or related HR role, with a strong understanding federal, state, and local leave laws and regulations.Experience developing and implementing leave policies and procedures, preferably in a multi-state or global organization.Strong analytical skills with the ability to interpret data, identify trends, and make data-driven decisions.Detail-oriented with strong organizational and project management skills, capable of managing multiple priorities and deadlines.Excellent communication (verbal and written) and interpersonal skills, with the ability to effectively communicate complex leave-related information to diverse audiences.Proficiency in HRIS systems (Workday) and leave management software is preferred.Certified Leave Management Specialist (CLMS) or similar certification is a plus.Microsoft suite experience is a plus.Supervisory experience is a plus.Completion of specialized certification or training on FMLA/leave administration is a plus.Excellent problem-solving skillsExcellent organizational skills and attention to detailHigh degree of professionalism to communicate effectively with all levels within the organization and maintain confidentiality required by law.Ability to build collaborative relationships.Decision-making skills.Open and candid communications style; willingness to dissent and encourage dissent prior to final decision making.Ability to organize and prioritize tasks and make appropriate technical and business decisions.  Able to effectively manage time and multiple priorities.Drives accountability; sets high expectations for performance.

Carpenter Technology Company offers a competitive salary and a comprehensive benefits package including life, medical, dental, vision, flexible spending accounts, disability coverage, 401k with company contributions as well as many other options to employees.

Carpenter Technology Corporation’s policy is to fully and effectively maintain a program of equal employment opportunity and nondiscrimination for all employees, to employ affirmative action for all protected classes, and to recruit and develop the best qualified persons available regardless of age, race, color, religion, sex, gender identity, sexual orientation, marital status, national origin, political affiliation or any other characteristic protected by law. The Company also will recruit, develop and provide opportunities for qualified persons with disabilities and protected veterans.