We recently came across [an article](http://blogs.hbr.org/cs/2012/07/why_hr_still_isnt_a_strategic_partner.html) that declared that many HR professionals still aren’t a part of the strategic leadership team at most organizations. We quickly asked ourselves why, as most HR and leave managers are among the hardest working people in their companies.
When we look at a typical day in leave management, there are FMLA state and federal leave laws to look up and understand, letters to write, reminders on sticky notes to get a doctor’s note or to email an absent employee, and a need to keep track of all the hours that those on intermittent leave are racking up. (Just to name a few things, that is.)
All of these activities revolve around a company’s most important asset: their people. And, when federal and state laws are involved, a company’s compliance (or lack there of) has repercussions that can have severe corporate impacts on the business and stakeholders.
So, with all of the social and financial risks being left to a Leave Manager and the HR Team, why aren’t they being recognized as the leaders they are?
We’ll say it again, ‘HR and Leave Managers are among the hardest working people in their companies.’ While the dedicated Leave Manager looks up leave laws, sends the appropriate communications, and keeps the company away from potential legal issues, there isn’t time for them to tell anyone how much they’ve done. And their work is going unnoticed.
In today’s workplace, a Leave Manager needs a system that will bring all necessary data into one place, provide updates and necessary information regarding state and federal leaves, include correspondence templates, auto-generate reminders and tasks, and help determine eligibility for leave. With a system in place to manage the day-to-day tasks, a leave manager will suddenly find themselves with… time!
And what can be done with that precious time? Evaluation of programs and implementation of changes to improve processes. They can provide reports detailing cost reductions, compliance issues avoided, and savings on absence that ultimately impact the bottom line.
“Impact the bottom line.” Now your HR Department and Leave Management team are providing a critical piece of the strategic plan. Continuing to provide insights, improvements, and savings opportunities will elevate HR professionals into the strategic leadership positions they deserve.
It’s like they say, “Work Smarter, Not Harder,” but make sure you have the tools in place to do so.
*Side note*: Have you taken our Leave Management Survey yet? [Click here](http://web.oci.com/thank-you-for-taking-our-survey/) to complete our survey and see the results this fall!
Manage Leave Smarter (Not Harder)
