OneMain Financial Jobs

Sr. Benefits & Leave Administration Specialist

The Benefits and Leave Administration Specialist Sr leads the administration of the organization's leave of absence programs while providing support across core benefits administration functions. This role manages the design, implementation, administration, and communication of absence based programs, including disability, workers' compensation, and ADA accommodation support, in partnership with internal teams and third party vendors. In addition to leave administration, the position supports key benefits activities such as eligibility and enrollment assistance, vendor coordination, policy interpretation, and associate education. The role ensures compliance with all applicable federal, state, and local regulations while aligning leave and benefits programs with the organization's overall benefits strategy and business needs. This position also serves as a trusted resource for associates, delivering guidance with empathy, accuracy, and professionalism during complex and sensitive situations.

Key Responsibilities and Duties

• Manages the implementation and ongoing administration of leave programs, including FMLA, state and local leaves, short‑ and long‑term disability, company‑paid leave programs, and workers’ compensation, while supporting related benefits administration processes, ensuring employees have timely access to accurate information and support.

• Partners closely with Payroll to ensure accurate pay continuation, benefit offsets, and reconciliations related to leave, disability and other applicable HR programs, resolving discrepancies and preventing over or under payments.

• Evaluates leave and absence reporting to ensure accurate tracking in the company’s HR information system (HRIS), benefits administration systems where applicable, for HR, payroll and financial reporting purposes, as well as to support leave utilization, trend and cost analyses.

• Partners closely with HR Business Partners (HRBP), Employee Relations, Benefits, and Legal to ensure compliant, consistent, and employee centered administration of all leave, leave-adjacent benefits, and absence matters, including complex or high risk cases.

• Performs detailed analytical work to create, review, and validate accurate payroll records for disability, company-paid benefits, and statutory benefit programs, ensuring proper coordination with state and federal mandates (e.g., state disability, paid family leave).

• Coordinates with program vendors, benefits carriers, and internal stakeholders on leave, disability, workers’ compensation, accommodation, benefits and HR program related questions or issues, escalating complex cases as appropriate.

• Reviews leave and absence benchmarking, utilization and cost analyses in conjunction with benefits data to recommend program enhancements that maintain market competitiveness while managing administrative complexity and cost.

• Provides direct benefits administration support related to leave adjacent programs, including coordination with disability carriers, workers’ compensation administrators, and internal payroll and HR partners, and support for benefits eligibility and associate issues impacting Open Enrollment.

• Oversees the ADA accommodation process in coordination with HR Business Partners, Employee Relations, Legal, and third‑party vendors, ensuring consistent, compliant, and well documented interactive processes including coordination with benefits or leave restrictions as applicable.

• Serves as a trusted resource to associates and managers by providing empathetic, clear guidance during challenging life events, while partnering with HR Business Partners and Employee Relations to align on eligibility, processes, and expectations across various leave, benefits, and absence types.

Minimum Qualifications

• 5 years of experience in human resources and/or benefits administration

• Previous experience supporting Leave of Absence (LOA) programs

Preferred Qualifications

• 7 years of related experience in benefits, wellness, total rewards or LOA programs

• Advanced knowledge of FMLA, ADA Accommodations, Leaves of Absence, disability leave, and other policies

• Prior experience supporting multi-state populations

Educational Requirements

• University (Degree) Preferred

Physical Requirements

• Physical Requirements: Sedentary Work

Career Level

8IC

Posting end date - 4/30/26

Job Seeker Notice

EverBank, N.A. is a nationwide specialty bank providing high-value products and services to consumer and commercial clients nationwide. As a pioneer in online banking, we offer convenient digital access for clients 24/7, in addition to phone banking services and a network of financial centers.

The Company's commitment is to deliver to our clients high-performing, high-yield solutions backed by exceptional service, always giving them the advantage they expect, to make the most of their money.

VEVRAA Federal Contractor

Member FDIC

Notice to Job Seekers (https://everbank.com/about/careers/notice-to-job-seekers)

Pay Range $115,000 - $128,500

EverBank, N.A. is an equal opportunity (EEO) employer, dedicated to maintaining a work environment free of bias, harassment, discrimination and retaliation. As an EEO employer, EverBank expressly prohibits discrimination, harassment and retaliation based on protected characteristics such as race, creed, ethnicity, color, age, religion, sex, sex stereotype, pregnancy, sexual orientation, gender, gender identity, gender expression, transgender status, marital status, national origin, ancestry, physical or mental disability, genetic history and information, or military or veteran status. Providing a safe, inclusive environment is a priority at EverBank and, consistent with that mission, EverBank considers all qualified applicants for employment regardless of protected status.

We will not discharge or in any other manner discriminate against associates or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another associate or applicant. However, associates who have access to the compensation information of other associates or applicants as a part of their essential job functions cannot disclose the pay of other associates or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by us, or (c) consistent with our legal duty to furnish information.