Administers the workers' compensation program for an organization.
Implements a consistent process for recording, investigating, and reporting workers' compensation claims complying with laws and regulations. Prepares and submits required reporting and documentation to OSHA, state and local agencies, and other entities. Monitors all claims and liaises with the employees, managers, insurance representatives, union representatives, medical staff, and attorneys involved with a case. Communicates case status details and necessary information to involved parties, including notifications of hearings, outcomes, return to work, or restrictions. Performs periodic reviews of overall cases to identify trends. Maintains up-to-date knowledge of all regulations and laws for reporting workers' compensation. May coordinate or assist with safety programs focused on injury prevention or facilitate accommodations for workers.
| Job Title | Job Description | |
|---|---|---|
| 1 | Intermediate Employment Representative | The Intermediate Employment Representative contacts with candidates and confirms interview schedules. Recruits potential employees via recruiting website, employee referrals, on-site recruiting and other sources. Being an Intermediate Employment Representative makes offers and conducts orientation for new employees. Checks candidates work history, competency and other qualifications. In addition, Intermediate Employment Representative assists in developing interview questions with hiring manager. Performs exit interviews and processes change of employee status. Requires an associate's degree of human resources. Typically reports to a supervisor or manager. Being an Intermediate Employment Representative gains exposure to some of the complex tasks within the job function. Occasionally directed in several aspects of the work. Working as an Intermediate Employment Representative typically requires 2 to 4 years of related experience. |
| 2 | HRIS Data Analyst II | The HRIS Data Analyst II makes alterations to existing programs to gather and report data as necessary. Develops and administers Human Resources Information Systems (HRIS.) Analyzes and evaluates HR business requirement and ensures that hardware/software solutions meet data management and end user needs. Being a HRIS Data Analyst II requires a bachelor's degree. May be responsible for developing systems in-house or working with external vendors. In addition, HRIS Data Analyst II typically reports to a Manager. Being a HRIS Data Analyst II gains exposure to some of the complex tasks within the job function. Occasionally directed in several aspects of the work. Working as a HRIS Data Analyst II typically requires 2 -4 years of related experience. |
| 3 | Top Compensation Officer | The Top Compensation Officer oversees the collection of wage, salary, and incentive survey data to ensure the organization's compensation programs/objectives are competitive in the current marketplace. Plans and directs compensation policies, objectives, and initiatives. Being a Top Compensation Officer plans and administers long and short term equity programs and executive programs that drive company performance. Responsible for the design, development, and administration of all compensation programs used to attract and retain employees. In addition, Top Compensation Officer ensures compensation programs remain within budgetary constraints. Directs communications to employees that is clear and reinforces the value of the compensation programs. Keeps abreast of regulatory, market, and practice changes and trends. Requires a bachelor's degree. Typically reports to top management. May require CCP. The Top Compensation Officer manages a departmental function within a broader corporate function. Develops major goals to support broad functional objectives. Approves policies developed within various sub-functions and departments. Working as a Top Compensation Officer typically requires 8+ years of managerial experience. Comprehensive knowledge of the overall departmental function. |
| 4 | Web Production Release Coordinator II | The Web Production Release Coordinator II assists in writing project specifications and ensures timely project releases. Works with online production team that implements online content. Being a Web Production Release Coordinator II involved in the development of website plans and specifications. Collaborates with content writers, editors and other departments such as marketing, sales, product management, etc. to integrate a variety of content and build an interesting website and satisfactory user experience. In addition, Web Production Release Coordinator II may also have quality assurance responsibilities. May require a bachelor's degree. Typically reports to a Manager. Being a Web Production Release Coordinator II gains exposure to some of the complex tasks within the job function. Occasionally directed in several aspects of the work. Working as a Web Production Release Coordinator II typically requires 2 to 4 years of related experience. |
| 5 | Fleet Specialist I | The Fleet Specialist I maintains accurate records of vehicles. Assists in the administration and coordination of the organization's fleet of motor vehicles. Being a Fleet Specialist I schedules repairs or preventative maintenance, ensuring that the necessary numbers of fleet vehicles are available at all times. Ensures compliance with government rules and regulations and files paperwork in support of this compliance as needed. In addition, Fleet Specialist I prior knowledge of DMV policies and procedures is preferred. Requires an associate's degree. Typically reports to a supervisor. Working as a Fleet Specialist I typically requires 1-3 years of related experience. May be entry level if some experience in the skill. Gains or has attained full proficiency in a specific area of discipline. Works under moderate supervision. |
| Skills | Proficiency Level |
|---|---|
| Risk Management | Level 2 |
| Coordination | Level 3 |
| Employee Health and Safety | Level 3 |