Director, Leave of Absence & Accommodation (US)

Location: This role requires associates to be in-office 3 days per week, fostering collaboration and connectivity, while providing flexibility to support productivity and work-life balance. This approach combines structured office engagement with the autonomy of virtual work, promoting a dynamic and adaptable workplace.

Please note that per our policy on hybrid/virtual work, candidates not within a reasonable commuting distance from the posting location(s) will not be considered for employment, unless an accommodation is granted as required by law.

The Director, Leave of Absence & Accommodation is responsible for providing strategic and operational leadership for the enterprise Leave of Absence and Accommodation (LOAA) function, including leave and accommodation case management, administration, intake, clinical support, and related operations.

• Leads an employee-centered operating model that delivers timely, accurate, consistent, and compliant services across a complex, multi-state environment.
• Directs the LOAA organization through direct and indirect reporting relationships, establishes goals and accountability, manages performance, develops talent, and aligns staffing and capacity to demand and case complexity.
• Provides compliance, governance, controls, and risk oversight to ensure LOAA processes align with applicable federal, state, and local requirements and company policies.
• Establishes and manages service, quality, compliance, performance, and employee-experience expectations, using operational data and trends to identify gaps, manage risk, and require corrective action when needed.
• Partners across HR, Benefits, Legal, Compliance, Payroll, clinical resources, and other stakeholders to coordinate services, resolve issues, clarify handoffs, and support effective employee outcomes.
• Drive continuous improvement through operational data, employee feedback, technology, and process-improvement methods to simplify work, reduce rework and manual effort, and strengthen the end-to-end employee experience.

• Requires a BA/BS in human resources, business, healthcare administration, nursing or related fields and a minimum of 10 years of experience in leave of absence, workplace accommodations, disability or absence management, HR operations, employee relations, benefits, or a closely related field, to include at least 2 years of people-leadership experience and experience leading complex operations, managing defined service, quality, and performance metrics, and ensuring processes align with applicable federal and state requirements; or any combination of education and experience, which would provide an equivalent background.

• Experience with workers’ compensation programs, including claims management, case oversight, and coordination with internal and external stakeholders preferred. 

Please be advised that Elevance Health only accepts resumes for compensation from agencies that have a signed agreement with Elevance Health. Any unsolicited resumes, including those submitted to hiring managers, are deemed to be the property of Elevance Health.

Elevance Health is a health company dedicated to improving lives and communities – and making healthcare simpler. We are a Fortune 25 company with a longstanding history in the healthcare industry, looking for leaders at all levels of the organization who are passionate about making an impact on our members and the communities we serve.

At Elevance Health, we are creating a culture that is designed to advance our strategy but will also lead to personal and professional growth for our associates. Our values and behaviors are the root of our culture. They are how we achieve our strategy, power our business outcomes and drive our shared success - for our consumers, our associates, our communities and our business.

We offer a range of market-competitive total rewards that include merit increases, paid holidays, Paid Time Off, and incentive bonus programs (unless covered by a collective bargaining agreement), medical, dental, vision, short and long term disability benefits, 401(k) +match, stock purchase plan, life insurance, wellness programs and financial education resources, to name a few.

Elevance Health operates in a Hybrid Workforce Strategy. Unless specified as primarily virtual by the hiring manager, associates are required to work at an Elevance Health location at least once per week, and potentially several times per week. Specific requirements and expectations for time onsite will be discussed as part of the hiring process.

The health of our associates and communities is a top priority for Elevance Health. We require all new candidates in certain patient/member-facing roles to become vaccinated against COVID-19 and Influenza. If you are not vaccinated, your offer will be rescinded unless you provide an acceptable explanation. Elevance Health will also follow all relevant federal, state and local laws.

Elevance Health is an Equal Employment Opportunity employer, and all qualified applicants will receive consideration for employment without regard to age, citizenship status, color, creed, disability, ethnicity, genetic information, gender (including gender identity and gender expression), marital status, national origin, race, religion, sex, sexual orientation, veteran status or any other status or condition protected by applicable federal, state, or local laws. Applicants who require accommodation to participate in the job application process should submit the following form: Accessibility Accommodation Request Form and a member of the team will be in contact. Qualified applicants with arrest or conviction records will be considered for employment in accordance with all federal, state, and local laws, including, but not limited to, the Los Angeles County Fair Chance Ordinance and the California Fair Chance Act.

Prospective employees required to be screened under Florida law should review the education and awareness resources at HB531 | Florida Agency for Health Care Administration.

NOTE: Workday keeps job postings active through 11:59:59 PM on the day before the listed end date. Example: If the end date is 3/13, the posting will automatically come down on 3/12 at 11:59:59 PM. In other words — the job is posted until 3/13, not through 3/13.