Absence Advocate

Company

Cox Automotive - USA

People Solutions

Benefits Analyst II

Individual ContributorCan work remotely but need to live in the specified city, state, or region

Yes, 15% of the time

Compensation

Compensation includes a base salary in the range of $61,100.00 - $91,700.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate’s knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program.

Cox Automotive is currently seeking an Absence Advocate to join our team.  Candidates must reside within the Eastern or Central time zones of the United States.  Atlanta, GA is the preferred location and operates under a hybrid work arrangement.  Candidates located elsewhere within the Eastern or Central time zones will be considered for remote employment. 

Please note: We are hiring three individuals for this position.

The Role:

The Absence & Accommodations team provides compliant, consistent, and employee-centered leave, accommodation, and workers' compensation support across Cox Automotive (CAI) and its subsidiaries throughout North America.

The Absence Advocate provides day-to-day expertise in administering and coordinating absence and accommodation cases. This role partners with third-party administrators (TPAs), workers' compensation carriers, HR Business Partners, and business stakeholders to support timely, consistent, and compliant case management.  This role supports the administration of FMLA, ADA, PWFA, Workers' Compensation, DOT/FMCSA administrative leave, military leave, return-to-work activities, and related benefits transitions.

Primary Responsibilities:

• Manage and support approximately 100 active leave and accommodation cases concurrently, ensuring timely and accurate case progression in accordance with established service level agreements and deadlines.
• Exercise sound judgment within established guidelines to support triage, resolution, and outcome management for absence, accommodation, and workers’ compensation cases, partnering with the Absence & Accommodations Business Partners, HR Business Partners, cross-functional operations, and business stakeholders; serve as the primary employee advocate throughout the case lifecycle.
• Support employee populations across the U.S. and Canada, applying jurisdictional/program requirements as applicable.
• Partner with TPAs in a shared administration model in which TPAs adjudicate and approve cases.  Monitor activity, document actions, and coordinate next steps across stakeholders.
• Identify and escalate complex, risk-sensitive, or employee-impacting cases to the Absence & Accommodations Business Partners while supporting a consistent “moments that matter” employee experience.  
• Handle escalated cases from the Employee Service Center for specific claims inquiries and activities.
• Monitor the FMLA lifecycle within internal systems and serve as a liaison for employees, leaders, and site inquiries, coordinating with TPAs to resolve gaps or delays.
• Manage inbound and outbound communications through phone, chat, and email in accordance with established service level expectations.   
• De-escalate calls and determine appropriate next steps for resolution.  
• Coordinate ADA accommodation cases using an interactive, well-documented approach; implement approved accommodations in partnership with HR Business Partners, business stakeholders, and cross- functional teams. 
• Coordinate PWFA accommodations related to pregnancy, childbirth, or related medical conditions; ensure timely outcomes and that leave is not required when another reasonable accommodation is available.
• Administer and track administrative leave statuses per Cox and CAI policy, ensuring accurate documentation, communications, and payroll alignment.
• Manage DOT/FMCSA unpaid administrative leave workflows and coordinate return-to-duty readiness and documentation with the CAI DOT teams. 
• Coordinate concurrent leave programs (including FMLA and Workers’ Compensation), ensuring accurate tracking and acting as the point of contact for Workers’ Compensation leadership through claim handoffs and end-to-end lifecycle management.
• Coordinate return-to-work (RTW) confirmations, intermittent leave tracking, and transitions to other benefit programs using clear, documented handoffs.

Data Analysis & Reporting

• Compile and review claims activity data, identify trends, and provide operational insights that support continuous improvement efforts through operational insights.
• Perform reporting activities related to service levels, quality assurance, escalations, and operational performance to drive continuous improvement.
• Contribute to the development and maintenance of Absence & Accommodations dashboards and reporting tools supporting U.S. and Canadian populations.
• Track and report TPA escalations to leadership to support vendor performance monitoring and visibility.
• Support audit readiness and reporting requirements through compliance, accurate record maintenance, and documentation.

Qualifications:

• Bachelor’s degree in human resources, healthcare administration, business management, or related discipline and 2 years of related experience in absence management, leave administration, or accommodations.  The right candidate could also have a different combination, such as a master’s degree and up to 2 years’ experience; or 6 years’ experience in a related field.    

• Strong knowledge of both self-funded and fully insured disability benefit programs, ERISA guidelines and intersections with adjacent leave and accommodations regulations.  
• Demonstrated working knowledge and practical application of core leave and accommodation programs, including but not limited to:  

• FMLA regulations and lifecycle administration 
• ADA accommodation fundamentals, the interactive process, and proper documentation  
• PWFA accommodation support related to pregnancy, childbirth, and related medical conditions  

• Proficiency in Microsoft Office, including Excel, PowerPoint, and Word. 

• Experience utilizing HRIS, leave management, and case management systems, such as Workday, AbsenceTracker, Service Station, UKG, Kronos, or similar platforms. 

• Strong working knowledge of state and federal employment laws relevant to leave/accommodations; ability to apply policies consistently and escalate when appropriate. 

• Strong verbal and written communication skills, including the ability to explain complex leave, accommodation, and benefits-related processes clearly, professionally, and empathetically to employees, leaders, and stakeholders. 

• Ability to work independently with a sense of urgency and prioritization; strong follow-through and time management. 

• Capable of applying sound judgment and discretion when handling confidential medical and employee information.
• Ability to collect, analyze, interpret, and communicate data, including case trends, cycle times, and operational reporting.
• Ability to travel up to 15% of the time, as needed, for project-based work. 
• If outside of Atlanta, ability to work successfully 100% remotely other than periodic required travel.

Preferred Qualifications:

• PHR/SPHR or SHRM-CP/SCP certification.
• Experience supporting Canada leave frameworks or other multi-jurisdiction leave programs.
• Experience supporting US territorial leave and disability programs, including Puerto Rico SINOT and similar regulatory requirements. 

To be employed in this role, you’ll need to clear a pre-employment drug test. Cox Automotive does not currently administer a pre-employment drug test for marijuana for this position. However, we are a drug-free workplace, so the possession, use or being under the influence of drugs illegal under federal or state law during work hours, on company property and/or in company vehicles is prohibited.

The Company offers eligible employees the flexibility to take as much vacation with pay as they deem consistent with their duties, the company’s needs, and its obligations; seven paid holidays throughout the calendar year; and up to 160 hours of paid wellness annually for their own wellness or that of family members. Employees are also eligible for additional paid time off in the form of bereavement leave, time off to vote, jury duty leave, volunteer time off, military leave, and parental leave.Through groundbreaking technology and a commitment to stellar experiences for drivers and dealers alike, Cox Automotive employees are transforming the way the world buys, owns, sells – or simply uses – cars. Cox Automotive employees get to work on iconic consumer brands like Autotrader and Kelley Blue Book and industry-leading dealer-facing companies like vAuto and Manheim, all while enjoying the people-centered atmosphere that is central to our life at Cox. Benefits of working at Cox may include health care insurance (medical, dental, vision), retirement planning (401(k)), and paid days off (sick leave, parental leave, flexible vacation/wellness days, and/or PTO). For more details on what benefits you may be offered, visit our benefits page. Cox is an Equal Employment Opportunity employer – All qualified applicants/employees will receive consideration for employment without regard to that individual’s age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law. Cox provides reasonable accommodations when requested by a qualified applicant or employee with disability, unless such accommodations would cause an undue hardship.

EOE, including disability/vets

 

 

Applicants must currently be authorized to work in the United States for any employer without current or future sponsorship. No OPT, CPT, STEM/OPT or visa sponsorship now or in future.