Leave Management Manager

range: $80,000-$90,000.00

Posting expires: 9/29/2026

Oversees the administration of the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), the Pregnant Workers Fairness Act (PWFA), and other applicable federal, state, and local leave and accommodation laws.

And this position provides leadership for the Office of Medical Leave by directing staff, developing policies and procedures, ensuring legal compliance, improving operational efficiency, managing complex leave and accommodation matters, and delivering exceptional customer service to employees and City departments.

Works under the general direction of the Human Resources Deputy Commissioner or designee.

These are typical responsibilities for this position and should not be construed as exclusive or all inclusive.

· Plans, organizes, and manages the City's leave management program, including administration of the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA) interactive process, Pregnant Workers Fairness Act (PWFA), and related leave and accommodation programs.

· Supervises, assigns, trains, and evaluates Medical Leave Analysts and other assigned staff responsible for administering employee leave and accommodation cases.

· Oversees the daily operations of the leave management function, ensuring cases are administered consistently, timely, and in compliance with applicable laws, and City policies

· Reviews and provides guidance on complex, sensitive, or high-risk leave and accommodation cases and personally manages cases requiring advanced analysis or coordination.

· Monitors analyst caseloads, assigns work, establishes priorities, and ensures service levels and performance standards are met.

· Serves as a technical resource to analysts, department managers, and Human Resources staff regarding FMLA, ADA, PWFA and related leave laws and regulations.

· Conducts and oversees the ADA interactive process, including reviewing medical documentation, evaluating reasonable accommodation requests, and coordinating with departments to implement appropriate accommodations.

· Assists in the administration of employee leave cases as needed to maintain workflow and ensure timely case resolution.

· Coordinates return-to-work activities, including fitness-for-duty certifications, transitional work assignments, and accommodation implementation.

· Develops, implements, and recommends improvements to leave administration policies, procedures, forms, and business processes.

· Provides training and guidance to supervisors, managers, and Human Resources staff regarding leave administration and disability accommodations.

· Monitors changes in applicable laws and regulations and recommends policy and procedural updates to ensure continued compliance.

· Maintains confidential records and prepares reports, analyses, and recommendations related to leave utilization, accommodations, and program effectiveness.

· Collaborates with Payroll, Benefits, HRIS, Risk Management, Legal, and department managers to ensure consistent administration of leave and accommodation programs.

· May perform other duties as assigned.

The above statements reflect the general duties, responsibilities and competencies considered necessary to perform the essential duties and responsibilities of the job and should not be considered as a detailed description of all the work requirements of the position.

COA may change the specific job duties with or without prior notice based on the needs of the organization.

This is a partial listing of necessary knowledge, skills, and abilities required to perform the job successfully, it is not an exhaustive list.

· Knowledge of the principles and practices of public sector human resources administration.

· Knowledge of the Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), Pregnant Workers Fairness Act (PWFA), and other applicable federal, state, and local employment laws governing employee leave and workplace accommodations.

· Knowledge of the ADA interactive process, reasonable accommodation requirements, and return-to-work practices.

· Knowledge of employee leave administration, case management, and recordkeeping practices.

· Knowledge of confidential records management and applicable privacy requirements.

· Skilled in administering complex leave and accommodation programs while ensuring legal compliance and consistent application of policies.

· Skilled in analyzing medical documentation, employment regulations, and personnel issues to make sound recommendations and decisions.

· Skilled in conducting the ADA interactive process and coordinating effective workplace accommodations.

· Skilled in supervising, mentoring, and developing professional staff.

· Skilled in developing policies, procedures, reports, and administrative processes.

· Skilled in conflict resolution, problem-solving, and customer service.

· Ability to manage multiple priorities, meet deadlines, and exercise sound independent judgment.

· Ability to maintain confidential and sensitive employee information.

Work is primarily performed in an office environment.

Sedentary work: Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body.

It is the policy of the City of Atlanta (“COA”) that qualified individuals with disabilities are not discriminated against because of their disabilities regarding job application procedures, hiring, and other terms and conditions of employment. It is further the policy of the COA to provide reasonable accommodations to qualified individuals with disabilities in all aspects of the employment process. The COA is prepared to modify or adjust the job application process or the job or work environment to make reasonable accommodations to the known physical or mental limitations of the applicant or employee to enable the applicant or employee to be considered for the position he or she desires, to perform the essential functions of the position in question, or to enjoy equal benefits and privileges of employment as are enjoyed by other similarly situated employees without disabilities, unless the accommodation will impose an undue hardship. If reasonable accommodation is needed, please contact the Human Resources Director for your department.

The City of Atlanta is an Equal Opportunity Employer and does not unlawfully discriminate on the basis of race, color, religion, age, disability, sex, sexual orientation, ender identity, marital status, veteran’s status or national origin, or any other basis prohibited by federal, state, or local law.

We value and encourage diversity in our workforce.