MBK Real Estate Companies

Benefits and Leave Administrator

MBK Real Estate (MBK) is an industry leader in real estate operations and development. Through its subsidiaries, MBK Rental Living, MBK Industrial Properties and MBK Senior Living, MBK Real Estate is renowned for building award-winning new home and apartment communities, state-of-art distribution facilities and for its reputation in providing exceptional high standards of service throughout its senior living communities.

MBK is a privately held real estate development firm with roots in the business dating back to 1996. MBK's extensive activities through its operating divisions, along with the size and scale of our development and building activities represent the continuation and commitment to American enterprise.

Job Description

Overview/Purpose: The Benefits and Leave Administrator (Mid-Level) is responsible for administering employee benefits and leave of absence programs for a company with ~3,000 employees (including a large hourly workforce). This role ensures compliance with all applicable federal, state, and local regulations (e.g., FMLA, ADA, ACA, ERISA) while providing excellent support to employees and managers. As a key point of contact for benefits inquiries and leave cases, the Administrator partners closely with an external Leave of Absence Third-Party Administrator (LOA TPA) and uses the Workday HRIS to manage data and workflows. Exceptional organizational skills, attention to detail, and strong communication abilities are essential to handle sensitive situations with professionalism, empathy, and confidentiality.

Duties & Responsibilities:

Leave of Absence Administration:

• Administer and manage all aspects of employee leave programs, including FMLA, CFRA (California), state-specific leaves, short-term/long-term disability, workers’ compensation, parental leave, military leave, and personal leaves, ensuring compliance with relevant laws and company policies.
• Serve as the primary liaison with the external LOA TPA vendor for leave case management, ensuring seamless communication, timely processing of documentation, and prompt issue resolution.
• Provide compassionate, clear guidance to employees and managers on leave processes: explain eligibility, required documentation (e.g., medical certifications), employees’ rights and responsibilities, and the impact to benefits while on leave. • Communicate leave status updates, approvals/denials, return-to-work plans, and any extensions to both employees and their managers in a timely manner. Coordinate return-to-work arrangements and facilitating transitional work accommodations as needed.
• Maintain accurate tracking of leave time usage and job-protected leave entitlements, leveraging Workday and other tools to record and monitor leave cases. Ensure all records are up-to-date for compliance and reporting purposes.
• Advise and coach managers on how to handle employee absences or work restrictions, ensuring that departmental actions during an employee’s leave or accommodation are consistent and legally compliant. Collaborate with the internal resources on complex cases to mitigate risk.
• Work closely with the Workers’ Compensation manager to coordinate any overlap between injury claims and leave cases. If necessary, analyze leave situations that may result in employment separation and provide recommendations in line with policy and law.
• Identify opportunities to streamline and improve the leave administration process (for example, by utilizing data reports or feedback) to enhance efficiency and employee experience. Participate in P&C projects or continuous improvement initiatives aimed at updating leave policies, improving self-service resources, or implementing best practices in leave management.

Other Responsibilities:

• Vendor Management and Partnerships: Maintain strong working relationships with all external vendors, including the LOA TPA and benefits carriers.
• Compliance and Reporting: Stay current on benefits and leave-related legislation (FMLA, ADA, CFRA, PFL, USERRA, ACA, COBRA, etc.) and update company policies and practices as needed to remain in compliance. Prepare required notices or filings, such as FMLA reports or ACA compliance reports, and support audits by providing accurate benefits/leave data. Maintain confidential and organized records of all benefits transactions and leave cases for auditing and legal purposes.
• Perform other related duties or special projects as assigned, contributing to the overall effectiveness of the People & Culture team.
• Professionalism & Ethics: High level of integrity and ability to handle confidential information with discretion. Exercises good judgment in sensitive situations and adheres to ethical standards and company values. Demonstrates resilience and diplomacy when dealing with challenging cases or conflicts.

Education and Licenses/Certifications Requirements:

• Associate’s or Bachelor’s degree in Human Resources, Business Administration, or a related field; or equivalent work experience.
• Professional HR certification (e.g., PHR, SHRM-CP) or specialized leave/benefits certifications are a plus (demonstrating commitment to ongoing professional development).

Required Competencies:

• Benefits/Leave Administration: 4+ years of experience administering employee leave programs and/or benefits programs (experience in California leave administration is required). Experience supporting a multi-state workforce is preferred, given the company’s multi-state operations.
• HRIS Proficiency: Hands-on experience with Workday HRIS (or a similar HRIS) is preferred. Experience with case management or ticketing systems for HR inquiries is a plus.
• Vendor Collaboration: Prior experience partnering with external leave administration vendors (LOA TPAs) and benefits carriers in a shared-service model is strongly preferred.
• Industry Background: Experience in a large employer environment (e.g., 2,000+ employees) or in industries with significant hourly populations (such as manufacturing, retail, or healthcare) is helpful for understanding the needs of an hourly workforce.

Physical Demands & Work Environment:

• Must be mobile and able to perform the physical requirements of the job, bending, kneeling, stooping, pushing, pulling and repetitive motion.
• Ability to sit and work at a computer for long periods of time.
• Able to move intermittently throughout the workday and between divisions.
• Ability to lift/carry up to 30 lbs. and push up to 20lbs. as necessary
• Some travel required

Pay Rate: $38-$43/hour

We offer a rich benefits package comprising of the following: competitive salaries with opportunities for growth; 401(k) retirement plan with up to 4% employer matching; comprehensive industry leading medical, dental and vision insurance; company-provided life, disability and AD&D insurance; flexible spending accounts, generous paid time off including vacation and sick time, holidays, and bereavement leave; and a variety of programs including leadership development, training, and personal coaching; education loan assistance and scholarships; daily living, financial and legal services; childcare and eldercare assistance; employee discounts; and health and wellness resources that include virtual yoga, mindfulness, and financial readiness for employees and their family members.

If you are ready to meet the challenges of this critical role, we want to hear from you!

MBK is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, genetic information, or other protected reason. Our company is committed to providing access, equal opportunity and reasonable accommodation for qualifying individuals in employment, its services, programs, and activities. To request reasonable accommodation, contact talentacquisition@mbk.com.

Regulatory Disclosures for Senior Living Communities with Medicaid Residents: An “Excluded Party” is a person that the federal or state government found not eligible to provide care and services in a facility that receives Medicare or Medicaid funding. If employed at one of our senior living communities that receives Medicare or Medicaid funding, team members must not be considered an “Excluded Party” as defined by the U.S. Department of Health and Human Services, any state Medicaid Programs, and any additional federal and state government contract programs. If, as a team member, you learn that you are an Excluded Party at any time, you must present your Excluded Party notice letter to your supervisor immediately.

Other Regulatory Requirements: If employed at one of our senior living communities, team members must continually comply with certain laws and regulations that impact the company, including, but not limited to, as applicable, state licensing regulations, the Health Insurance Portability and Accountability Act of 1996 (HIPAA), Resident Rights as defined by the U.S. Department of Health and Human Services, and any other federal or state laws relating to team members’ professional licenses.

HIPAA Disclosure:

All Team Members prior to commencing employment and once employed must not be considered an “Excluded Party” as defined by the Medicare and state Medicaid Programs as well as other federal and state government contract programs. If as an associate you learn you are an Excluded Party, you must present your Excluded Party notice letter to your supervisor immediately. An Excluded Party is a person that the federal or state government found not eligible to provide care and services in a Community that receives Medicare or Medicaid funding. In addition, at all times, during your employment, all associates must be in compliance with certain laws and regulations that affect the company, including but not limited to Resident Rights, HIPAA, State licensing regulations, and those laws relating you an associates’ professional license.