hr shared svcs support spec
7 days ago
Work Where You Matter:
At Dollar General, our mission is Serving Others We value each and every one of our employees.
Whether you are looking to launch a new career in one of our many convenient Store locations, Distribution Centers, Store Support Center or with our Private Fleet Team, we are proud to provide a wide range of career opportunities.
We are not just a retail company; we are a company that values the unique strengths and perspectives that each individual brings.
Your difference truly makes a difference at Dollar General. How would you like to Serve? Join the Dollar General Journey and see how your career can thrive.Company Overview:
Dollar General Corporation has been delivering value to shoppers for more than 80 years. Dollar General helps shoppers Save time. Save money. Every day.
by offering products that are frequently used and replenished, such as food, snacks, health and beauty aids, cleaning supplies, basic apparel, housewares and seasonal items at everyday low prices in convenient neighborhood locations.
Learn more about Dollar General at .General Summary:
HRSS Support Specialist provides strategic support of comprehensive Leave case management, program compliance with FMLA, ADA, DOL, HIPAA, etc., as well as compliance with all other state and federal requirements and company policies/processes.
Maintaining partnerships with HRBPs for responding to and resolving escalated inquiries and sensitive issues about human resources business processes relating to various areas such as pay, personnel changes, benefits administration or other employment practices and processes.
Job Details:
Duties & Responsibilities:
Leave Administration
Serves as the subject matter expert/specialist for all leave programs in alignment and under the general direction and guidance of HR leadership and the legal department.
Interprets and administers leave programs and policies in accordance with the applicable federal and state employment laws (FMLA, ADA, USERRA, Pregnancy Discrimination Act, etc.).
Provides extensive case management and coordinates administrative aspects of the cases and claims.
Conducts/coordinates investigations into all escalated claims.
Coordinates and organizes all medical information and ensures HIPAA and Employee Privacy guidelines are closely monitored and effectively executed.
Collaborates with HR Business Partners (Distributions Centers, Employee Relations and Workers Compensation) and management regarding return to work integration, ADA accommodations and work modification.
Manages reporting metrics and analytics for all leave cases and workers' compensation claims.
Manages STD/LTD programs and vendor relationships. Ensures that STD claims are coordinated with FMLA or general medical cases.
Partners closely with HRBPs on all related cases/claims. Meets regularly to review the status of cases/claims and develops legally sound strategies for a mutually beneficial resolution.
Partners closely with Leave Vendor on all related cases/claims to clear up escalated problems and issues.
Business Process Support
Ensure overall data accuracy ( 500 data audits monthly) via proactive auditing or ad-hoc auditing
Performs analysis of complex or sensitive human resources projects and issues and provides options or recommendations. Understands implications and impact on HR and other departments.
Responsible for responding to escalated and sensitive issues/cases from employees and vendors on one or more areas regarding pay, benefits, leave, employment, HR systems and processes.
Take end-to-end ownership to collaborate with internal teams to ensure identified issues are addressed, improvement has been sustained related to escalations/exceptions and ensures timely flow of information.
Subpoenas- Manage all company subpoenas and serves as process owner, determining validation of subpoenas, if served properly and responding to the serving agencies and performing gathering of all HR Employee documents covered in the request.
Partners with other Company areas who need to provide documents on their area of expertise for subpoenas.
Court Orders- Manage all company court orders for Benefits (est. 400 weekly). Serving as the process owner, determination of qualifying court order, and responding to agencies if needed.
Extensive partnership with Benefit Administration vendor for qualifying court orders, as the Benefits vendor will enroll said employee into the appropriate benefit plan
Perform audits of internal administration against plan, policy, service level agreements, and any regulatory requirements.
Leverage internal tools and processes to track and report status to business partners and leaders. Share results of audits on regular basis as per established frequency and quality standards.
Coordinates with the Benefits and Payroll departments ensuring compensation transactions are complete and accurate.
Training/Education
Responsible for knowledge transfer to other team members
Provides technical and business process expertise by explaining leave policies, procedures, timelines, and resolving issues or problems.
Leads Training/educating HR business partners as needed on business processes/systems.
Conduct training/knowledge transfer in-person or online
Attends continuing education related to both current and new regulations related to Leave administration
Documentation
Maintains documentation for processes related to knowledge sharing.
Qualifications:
Knowledge, Skills, and Abilities:
Competent to navigate complex phases of Leave Administration pertaining to federal and state employment laws (FMLA, ADA, USERRA, Pregnancy Discrimination Act, etc.).
Proven ability in the following:
Independently manage multiple tasks and projects with competing priorities and deadlines
Identify/analyze basic and complex problems, procedural irregularities, collect data, establish facts and draw valid conclusion to make recommendations to leadership team or convert into a business process
Complete required responsibilities with a high degree of accuracy with minimal supervision in a high-volume environment
Demonstrated clearly written and verbal communications with a professional and respectable attitude with employees and vendors
Expectation to be "hands-on", fully engaged to support business needs
Work Experience &/or Education:
Degree in Human Resource or Business Management / four years of HRIS/Leave work experience will be considered in place of degree.
Two to four years work experience in a high-volume office.
Two years of experience managing Leave cases (FMLA, LTD, STD, etc.)
Experience with HRIS systems required.
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