Leave, Time & Compensation Specialist

Position: Leave, Time Off & Compensation Specialist

Position Location: Remote - work virtually from anywhere in the United States

Salary

DLB recognizes salary ranges from job boards do not necessarily reflect our pay ranges. In many instances we out-compete those ranges for well-qualified candidates.

Job Summary

The Leave, Time Off & Compensation Specialist is responsible for administering and supporting employee leave programs, time off policies, and compensation processes in alignment with federal, state, and local regulations and organizational strategy. This role partners closely with HR, Operations, Payroll, and leadership to ensure accurate, compliant, and employee-centered administration of leave, pay, and time-related programs.

This position is part of the Operations Team and works cross-functionally with all departments. The role receives general instructions on routine work and detailed instructions on new projects or assignments. The individual may work independently, exercising discretion and sound judgment, and may serve as a lead on routine projects or initiatives of limited scope.

This person will communicate and operate in line with organizational goals and values, as well as departmental objectives.

Essential Functions

Leave & Time Off Administration (30%)

• Administer and manage employee leave programs, including but not limited to FMLA, ADA accommodations (in partnership with HR leadership), state and local leave programs, paid time off (PTO), sick leave, and other company-sponsored leave policies.
• Serve as a primary point of contact for employees and managers regarding leave eligibility, processes, documentation, and timelines, providing clear, empathetic, and timely communication.
• Track leave usage, maintain accurate records, and ensure proper coordination with payroll and benefits providers.
• Ensure leave and time off policies are applied consistently and in compliance with applicable laws and regulations.
• Support the development, documentation, and ongoing improvement of leave and time off procedures and employee-facing resources.

Compensation Administration & Support (30%)

• Support compensation processes including job evaluations, salary benchmarking, pay changes, bonuses, and other compensation programs.
• Assist with the preparation and administration of annual and off-cycle compensation reviews.
• Maintain compensation data accuracy within HRIS and related systems, ensuring proper approvals and documentation.
• Generate compensation-related reports and analyses to support internal decision-making, audits, and leadership requests.
• Collaborate with HR leadership to ensure compensation practices align with organizational philosophy, equity goals, and compliance requirements.

HR Systems, Reporting & Compliance (20%)

• Serve as a subject matter resource for leave, time off, and compensation functionality within HRIS systems (e.g., Rippling HRIS (required).
• Support HRIS configuration, testing, and optimization related to leave tracking, accruals, and compensation data.
• Monitor compliance with federal, state, and local regulations related to leave, wages, and pay practices.
• Generate recurring and ad hoc reports on leave utilization, accrual balances, compensation trends, and related metrics.
• Contribute to automation and process improvement efforts using AI and digital tools to enhance efficiency, accuracy, and employee experience.

Collaboration. Projects & Continuous Improvement (10%)

• Partner with HR Generalists, Payroll, Finance, and Operations to ensure seamless execution of leave, time, and compensation processes.
• Partner closely with Payroll to ensure accurate pay, leave deductions, accruals, and retroactive adjustments.
• Participate in cross-functional projects related to policy updates, system enhancements, audits, and organizational growth.
• Identify opportunities to improve workflows, documentation, and employee communication related to leave and compensation.
• Performs other related duties as assigned.
• Completes assigned tasks and deliverables on time and on budget while maintaining a high level of accuracy, confidentiality, and professionalism.

Position Requirements (INTERMEDIATE level for all the following unless otherwise noted)

• Knowledge of leave administration, time off policies, and compensation fundamentals, including applicable employment laws and regulations.
• Intermediate skills using MS Office Suite (Excel, Word, Outlook, PowerPoint, Teams), with strong organizational and data management skills.
• Working knowledge of multi-state leave and wage compliance, including FMLA and state and local paid leave programs.
• Demonstrated experience with HRIS and payroll systems such as Rippling (required).
• Experience configuring, maintaining, and troubleshooting leave accruals, pay changes, and compensation data within Rippling.
• Skill in completing assignments accurately with strong attention to detail and follow-through.
• Ability to leverage technology, AI, and emerging tools to streamline workflows and improve operational efficiency.
• Strong analytical and problem-solving skills, particularly with data related to leave and compensation.
• Ability to manage multiple priorities and deadlines in a fast-paced, remote environment.
• Ability to maintain confidentiality and handle sensitive employee and compensation information with discretion.
• Strong interpersonal skills, including the ability to communicate empathetically and clearly with employees and managers.
• Ability to communicate effectively in both oral and written form with technical and non-technical audiences.
• Ability to work independently and collaboratively as part of a distributed team.
• Ability to work under pressure and meet close deadlines.

Physical Demands

The following physical demands must be met by the employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is

• Frequently required to remain in a stationary position
• Frequently moving through home office

Travel Requirements

• Up to 10%, this may include travel to any or all 50 US states
• Travel is defined as physically leaving home on behalf of business activities including but not limited to client sites, meetings with other employees, meeting for business development purposes, running errands on behalf of the business, attending industry conferences, etc.

Education / Experience

Candidates must meet one of the following qualification pathways:

• Bachelor’s degree in human resources, business, or a related field

OR

• A recognized HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP)

OR

• Two years of human resource experience

PLUS

• Minimum of three years of human resource experience

Benefits

DLB Associates offers a very competitive benefits package; highlights include

• Choice of comprehensive medical plans (including two PPO-style plans and a HDHP w/ HSA option)
• Flex spending accounts (FSA)
• Dental and vision plans
• Comprehensive medical, dental and vision benefits extended to spouse / domestic partner and dependent children up to age 26
• 401k with company match and self-directed brokerage account option
• PTO including additional paid time off during the last week of the year
• Company paid life insurance coverage for employees and their eligible dependents
• Short and long-term disability, AD&D coverage
• Professional development opportunities, tuition reimbursement and professional licensing assistance
• Paid parental leave after one year of employment

DLB Associates is an EEO/Affirmative Action Employer and participates in the E-Verify program with the Department of Homeland Security. We encourage diversity in our workforce.

Are you ready to challenge yourself and redefine standards in the AEC industry? Apply now and join our award-winning team!​

​NOTICE TO THIRD PARTY AGENCIES:

DLB does not accept unsolicited resumes from recruiters, employment agencies, or other staffing services. Unsolicited resumes include any resume or hiring document sent to DLB in the absence of a signed Service Agreement where DLB has expressly requested recruitment/staffing services specific to the position at hand. Any unsolicited resumes, including those submitted to hiring managers or other business leaders, will become the property of DLB and DLB will have the right to hire that candidate without reservation – no fee or other compensation will be owed or paid to the recruiter, employment agency, or other staffing service.