The Manager Leave Programs leads the strategy, operations, compliance, and continuous improvement of the company’s leave and accommodation programs, including ADA, FMLA, Short-Term Disability (STD), Long-Term Disability (LTD), Paid Time Off (PTO), and applicable state and local leave regulations. This role owns vendor/TPA relationships and partners cross-functionally with HR, Employee Relations, Legal, Payroll, and Benefits to deliver a seamless employee experience, ensure regulatory compliance, and drive data-informed decisions. The Manager will also shape policies, workflows, technology enablement, and metrics to scale leave programs in a multi-state (and potentially multi-country) environment.

Program Leadership & Governance

• Own strategy, roadmap, and governance for ADA, FMLA, STD, LTD, PTO, and related leave programs; ensure policies are current, consistent, and aligned with company values and regulatory requirements.
• Lead policy development and updates for federal, state, and local leave laws (e.g., state PFML), including change management, stakeholder communications, and training rollouts.
• Establish and maintain standard operating procedures (SOPs) for case management, privacy/security controls, documentation standards, and auditing.

Team Management & Case Oversight

• Manage, coach, and develop Leave Program Specialist(s); set performance expectations, provide feedback, and build functional capabilities.
• Oversee complex and escalated cases; ensure timely, accurate determinations, documentation, and resolution with a high-touch customer service approach.
• Promote operational consistency across regions; monitor workload balance, SLAs, and case aging to maintain service standards.

FMLA, STD, LTD & PTO Administration

• Ensure accurate and compliant administration of FMLA (federal and state equivalents), STD, LTD, and PTO programs (including accrual, eligibility, and carryover if applicable).
• Coordinate with Payroll and HRIS to align pay practices (e.g., PTO usage during unpaid leaves, intermittent FMLA) and ensure correct time/absence coding.

ADA & Accommodations

• Lead the interactive process for ADA accommodations in partnership with HRBPs, Employee Relations and/or Legal; ensure timely evaluation, documentation, and reasonable accommodation implementation.
• Guide managers and employees on ADA obligations, essential job functions, and undue hardship criteria; implement accommodation tracking and post-implementation reviews.

Vendor/TPA Management

• Own relationships with TPAs (e.g., disability carriers, absence vendors); set expectations, negotiate SLAs, monitor performance, and run regular governance meetings.
• Review TPA reports, audits, and case samples; drive corrective actions and continuous improvement initiatives for quality, timeliness, and compliance.
• Lead RFPs and implementations for new or upgraded leave administration solutions; partner with Procurement, Legal, and IT.

Cross-Functional Partnership

• Collaborate with HR Business Partners, Employee Relations, Payroll, Benefits, Legal, and HRIS to ensure end-to-end process integrity and excellent employee/manager experience.
• Align leave programs with broader benefits, wellbeing, and return-to-work practices; develop manager toolkits and communications.

Compliance, Risk & Audit

• Monitor regulatory changes (federal/state/local) and industry practices; translate requirements into policy/process changes.
• Maintain audit readiness through documentation standards, controls, and periodic internal audits; manage regulatory and carrier audits as needed.
• Ensure adherence to privacy (e.g., HIPAA where applicable), data security, and record retention requirements.

Reporting, Analytics & Insights

• Define and manage dashboards/KPIs for program performance (e.g., incidence rates, average leave duration, return-to-work rates, accommodation cycle times, TPA SLA adherence, case aging).
• Analyze trends and root causes; recommend and implement process improvements, automation, and training to reduce friction and risk.
• Provide executive-level reporting and insights to HR leadership; support budgeting and forecasting for leave costs.

Change Management & Enablement

• Lead communication and training for HR, managers, and employees on leave policies and processes; create clear guidance, FAQs, and toolkits.
• Drive technology enablement in HRIS/absence modules (e.g., workflows, self-service, integrations) to improve accuracy and employee experience.
• Champion a culture of empathy, compliance, and operational excellence across the organization.

 Other Responsibilities:

• Hire, develop, coach, lead and retain top-tier talent, with a focus on building and improving a team and culture that is able to assist in employing best in class practices to support and drive high levels of internal and external customer satisfaction.
• Complete all responsibilities as outlined in the annual performance review and/or goal setting
• Complete all special projects and other duties as assigned.
• Must be able to perform duties with or without reasonable accommodation.

This job description is intended to describe the general nature and level of work being performed and is not to be construed as an exhaustive list of responsibilities, duties and skills required. This job description does not constitute an employment agreement and is subject to change as the needs of Cotiviti and requirements of the job change.

Education & Experience

• Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience).
• 5–8+ years of progressive experience in leave administration/absence management, including multi-state programs; 2–4+ years of people management experience preferred.
• Direct experience with ADA accommodations, FMLA (and state equivalents), STD, LTD, and PTO programs; strong familiarity with TPA/vendor management and SLA governance.

Knowledge & Skills

• Expert knowledge of FMLA, ADA, and relevant state/local leave laws (e.g., PFML); strong grasp of privacy/HIPAA-adjacent considerations and documentation standards.
• Demonstrated skill in case management oversight, policy design, process optimization, and change management.
• Experience with HRIS/absence management systems (e.g., Workday, UKG, SAP SuccessFactors) and working with TPAs/disability carriers.
• Strong analytical and reporting skills; ability to build dashboards, interpret trends, and advise leaders with data-driven recommendations.
• Excellent communication, stakeholder management, and conflict resolution skills; can translate complex regulations into clear guidance.
• High integrity and discretion; capable of navigating sensitive employee information and escalations.

Preferred Qualifications

• Experience in large, multi-state (or multi-country) organizations.
• Prior involvement in RFPs, implementations, or system integrations with TPAs/absence platforms.
• Professional certifications (e.g. SHRM-CP/SHRM-SCP, CEBS, etc.)

Cognitive/Mental Requirements:

• Communicating with others to exchange information.
• Problem-solving and thinking critically.
• Completing tasks independently.
• Maintaining focus.
• Remembering and adhering to processes and protocols.
• Applying established protocols in a timely manner.
• Manage multiple tasks at once with challenging deadlines.

Physical Requirements and Working Conditions:

• Remaining in a stationary position, often standing or sitting for prolonged periods.
• Repeating motions that may include the wrists, hands, and/or fingers.
• Must be able to provide a dedicated, secure work area.
• Must be able to provide high-speed internet access / connectivity and office setup and maintenance.

Base compensation ranges from $105,000 to $120,000 per year. Specific offers are determined by various factors, such as experience, education, skills, certifications, and other business needs. 

Cotiviti offers team members a competitive benefits package to address a wide range of personal and family needs, including medical, dental, vision, disability, and life insurance coverage, 401(k) savings plans, paid family leave, 9 paid holidays per year, and 17-27 days of Paid Time Off (PTO) per year, depending on specific level and length of service with Cotiviti. For information about our benefits package, please refer to our Careers page.

Date of posting: 1/13/2026

Applications are assessed on a rolling basis. We anticipate that the application window will close on 4/13/2026, but the application window may change depending on the volume of applications received or close immediately if a qualified candidate is selected.

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