District Manager, Benefits

District Manager, Benefits

Special Instructions Summary

Work Schedule: District employees can apply for the Flexible/Hybrid Work Program, working a hybrid schedule of remote work and in‑person each week. Approval and number of in‑person days may vary by position/department. Questions regarding the work schedule may be discussed with Hiring Manager if selected as an interview candidate.

This is a designated classified management position subject to a six month probationary period. Initial salary placement will be determined by the Office of Human Resources in accordance with Board Policy and is not negotiable. The candidate selected for employment may need to submit official transcripts, as applicable, prior to the first duty day, and will be required to provide identification and employment eligibility as outlined in the Immigration Reform and Control Act. NOCCCD will not sponsor any visa applications.

The District may choose to fill one or more positions from this recruitment within eight (8) months.

To ensure consistency and fairness to all applicants, please do not submit materials in addition to those requested. Additional materials will not be considered or returned. Be sure to complete all questions and sections of the application. For questions which may not apply, indicate “N/A” (not applicable). Do not use terms such as “see resume” or “see attached”. The minimum required number of references for this position is three (3) and will be requested at the finalist and/or offer of employment phase of the hiring process. All applications will be screened under a process of utmost confidentiality by a committee of representatives from the college community. Possession of the minimum qualifications does not ensure an interview. At the time of the interview a written exercise and/or an oral presentation related to the assignment may be required. Subsequent to the interviews, the screening committee will select candidates for final consideration. A second interview will be required of candidates selected as finalists.

Minimum Qualifications – Experience: One year of experience is equivalent to 12 months of experience at a maximum of 40 hours per week (full time). Applicable part‑time experience will be converted to the full‑time equivalent for the sole purpose of meeting the experience minimum qualification (example: Twelve (12) months of part time work experience is equivalent to six (6) months full time).

Minimum Qualifications – Education: 24 units are equal to one year of education. As applicable, education must be from a regionally accredited institution and verifiable on a legible unofficial transcript.

NOCCCD offers reimbursement for candidate travel expenses. Visit here to view the administrative procedures – AP .

Evaluations of foreign degrees and/or course work are required. See our website here for information regarding evaluation of foreign degrees.

If you would like to add additional transcripts not required by the position, you may upload them to the “Additional Transcripts” link when completing your application.

Reasonable accommodations for applicants with disabilities may be requested by calling at least three business days in advance of the scheduled examination/interview date.

NORTH ORANGE COUNTY COMMUNITY COLLEGE DISTRICT NON-DISCRIMINATION STATEMENT

The policy of the North Orange County Community College District is to provide an educational, employment, and business environment, including but not limited to, access to its services, classes, and programs in which no person shall be unlawfully denied full and equal access to the benefits of, or be unlawfully subjected to discrimination on the basis of ethnic group identification, national origin, religion, age, sex, gender, gender identification, gender expression, race, color, medical condition, genetic information, ancestry, sexual orientation, marital status, physical or mental disability, pregnancy, or military and veteran status, or as otherwise prohibited by state and federal statutes, or because they are perceived to have one or more of the foregoing characteristics, or based on association with a person or group with one or more of these actual or perceived characteristics.

Position Details

Classification Information

Classification Title: District Manager, Benefits

Salary Range: $137,462 - $173,349 Annually

Salary Schedule Information Click Here for Current Management Salary Schedule

Position Information

Job Title: District Manager, Benefits

Position Number: DEM997

Location: District Services Department District Human Resources

Percentage of Employment: 100%

Months of Employment: 12

Months Per Year: 12

Work Schedule: Monday – Friday, 8:00 am – 5:00 pm (However, some flexibility such as evenings and weekends will be required to meet the needs of the department.)

About Us

Do you strive to make a difference in higher education? Are you looking for a rewarding career opportunity to be a part of our students’ educational success and lifelong learning? If so, we invite you to join North Orange County Community College District. The District is renowned as one of the best two‑year college districts in California. Located approximately 40 miles southeast of Los Angeles, California, the North Orange County Community College District ( NOCCCD ) serves approximately 60,000 students annually at three institutions: Cypress College, Fullerton College, and North Orange Continuing Education. Students are able to shape their futures in programs leading to associate degrees, a baccalaureate degree, career education certificates, and transfer opportunities. Life‑long learning is also possible in continuing education programs that range from high school completion and basic skills mastery through an array of career education training and self‑developed courses. The district’s geographic boundaries encompass 155 square miles, taking in most of north Orange County and a small portion of Los Angeles County. The district’s service area includes 18 cities and communities and 16 school districts. The NOCCCD campuses serve an area of over one million diverse people. The student population demographics, district‑wide are: Latinx 47.2%; Asian 17.9%; White; 16.5%; African American 2.6%; Multi‑Ethnicity 2.6%; Pacific Islander 0.3%; and America Indian/Alaskan Native 0.2%. The district is part of a regional higher education community that includes the California State University campuses at Fullerton and Long Beach, the University of California Irvine, and the Chapman University system.

What We Offer

• 100% employee medical premium coverage and a contribution toward dependent coverage (up to $11,359.32 for one dependent or $18,174.84 for two or more dependents annually)
• Fringe allowance to be used at employee’s discretion ($2,646.10 annually)
• Voluntary (Medical/Dependent Day Care) Flexible Spending Account
• $50,000 life insurance benefit
• Deferred Compensation Program (403(b)/457 plans)
• Retirement Pension Plan (CalSTRS /CalPERS )
• Abundant Professional Growth & Development opportunities (Receive up to $3,500 annually)
• 20 paid holidays + Paid vacation
• Cumulative sick leave
• Flexible/Hybrid Work Program: 3 days in office/2 days remote (Management approval required; may vary by Department/Position)
• Summer schedule (exceptions apply)
• Employee Assistance Program
• Environment that fosters diversity and inclusion
• Progressive and innovative culture
• Opportunity to participate in various Faculty & Staff Associations

Primary Purpose

Under the general direction of an administrator, manager, or designee, the District Manager, Benefits is responsible for the administration, coordination, and oversight of all employee leave of absence and workplace accommodation programs. The Manager ensures compliance with federal, state, and local laws, collective bargaining agreements, and organizational policies, while delivering timely, accurate, and empathetic service to employees and managers.

The District Manager, Benefits serves as the primary subject‑matter expert ( SME ) and point of contact for complex leave and accommodation matters, partners closely with Payroll and HR colleagues, and provides training and guidance to supervisors and leadership. The Manager requires a high degree of discretion, independent judgment, and expertise in employment law, particularly within a California and unionized environment.

Distinguishing Characteristics

The District Manager, Benefits is distinguished by its responsibility for managing complex, highly regulated leave and accommodation programs that require advanced knowledge of employment law, policy interpretation, and risk mitigation. Unlike generalist or coordinator‑level roles, the District Manager, Benefits independently oversees all aspects of leave and accommodation administration, leads the interactive process for disability and medical accommodations, provides training and consultation to leadership, and ensures consistent application of legal and contractual requirements across a large and diverse workforce. The District Manager, Benefits requires strong analytical skills, discretion in handling sensitive information, and the ability to balance legal compliance with employee‑centered service delivery.

Essential Functions

Leaves of Absence Administration

Administers and manages all leave of absence programs, including but not limited to the Family and Medical Leave Act (FMLA), California Family Rights Act (CFRA), Pregnancy Disability Leave (PDL), Americans with Disabilities Act (ADA), workers’ compensation, union‑related leaves, and applicable local leave ordinances.

Reviews and processes leave requests, ensuring required documentation is complete, accurate, and compliant with applicable laws, collective bargaining agreements, and organizational policies.

Communicates approvals, denials, extensions, and return‑to‑work (RTW) requirements to employees, supervisors, and leadership in a timely and professional manner.

Updates and maintains accurate leave records, monitors leave timelines, and prepares reports and audits as required.

Provides training and guidance to supervisors and leadership regarding leave rights, responsibilities, and procedures.

Workplace Accommodations

Coordinates and oversees the reasonable accommodation process in compliance with the ADA, Fair Employment and Housing Act (FEHA), and related regulations.

Leads and documents the interactive process with employees, managers, HR partners, and union representatives, to identify and implement appropriate workplace accommodations.

Evaluates medical and non‑medical documentation, partners with leadership to assess operational impact, and ensures accommodations are implemented consistently and in good faith.

Updates, maintains, and audits comprehensive and confidential records of accommodation requests and actions taken.

Provides training and consultation to supervisors and leadership regarding accommodation requirements and best practices.

Collaboration and Communication

Develops and manages trusted partnerships with third‑party administrators, vendors, and contractors to ensure high‑quality, cost‑effective services supporting leave, accommodation, and disability programs.

Serves as a central point of coordination and SME for leave and accommodation matters; responds to complex inquiries from employees, supervisors, union representatives, and leadership; ensures consistency, accuracy, and compliance across HR systems and processes.

Collaborates closely with Payroll, Benefits, Risk Management, and HR team members to ensure accurate pay continuation, benefits deductions, coordination with disability and workers’ compensation programs, and timely return‑to‑work processing.

Designs and delivers training, presentations, employee education materials, and communications addressing changes that impact benefit plans, leaves, and accommodation requirements.

Communicates clearly and empathetically, particularly when addressing sensitive, complex, or high‑risk situations.

Conducts regular case management meetings to update leadership, Human Resources Business Partners, and Risk Services regarding the status of open leave cases.

Compliance and Risk Management

Receives, investigates, and responds to requests and complaints from District employees and students related to ADA violations and other compliance and leave matters; researches and evaluates cases; develops and recommends responses and determines appropriate resolutions in alignment with District policies, practices, and procedures; recommends corrective actions as needed; and provides guidance to employees regarding compliance requirements.

Reviews, verifies, and ensures all leave and accommodation practices comply with federal, state, and local laws, collective bargaining agreements, and internal policies.

Stays current on changes to employment laws and regulations; updates best practices and procedures accordingly.

Identifies compliance risks and recommends corrective actions or policy updates to mitigate exposure.

Ensures benefit, leave, and accommodation programs are administered accurately and in compliance with plan documents and applicable federal and state regulations.

Process Improvement and Employee Experience

Reviews and analyzes market conditions, program structures, emerging trends, and cost data to evaluate the effectiveness of benefit programs and recommends enhancements or new offerings.

Evaluates existing leave and accommodation processes and recommends improvements to enhance efficiency, consistency, compliance, and the employee experience.

Develops and updates tools, templates, workflows, and guidance materials to support supervisors, employees, and HR partners.

Utilizes HRIS and leave management systems to track data, analyze trends, and support continuous improvement initiatives.

Supervision and Staff Development

Supervises, trains, evaluates, and directs assigned management and classified personnel.

Conducts performance evaluations, provides coaching, and fosters professional growth.

Diversity, Equity, Inclusion, and Accessibility ( DEIA )

Supports the success of a diverse workforce and student population through interculturally competent and equity‑minded policies, decision‑making, and conflict resolution.

Provides training and participates in District and State‑level committees.

General and Administrative Responsibilities

Represents Human Resources on District and campus committees; serves as a subject matter expert ( SME ) and resource to participatory governance groups, including hiring committees and administrative councils.

May participate in labor negotiations and collective bargaining activities.

Performs other related duties to support the operational objectives of the Human Resources Department.

Working Relationships

The District Manager, Benefits maintains frequent contact with the Chancellor and Chancellor’s Staff, college presidents, vice presidents, deans, and District and campus administrators to coordinate the implementation of District‑wide human resources programs and policies. The position interacts regularly with representatives of local, state, and federal agencies; employee association leadership; vendors, contractors, and/or third‑party administrators; and collective bargaining representatives. The District Manager, Benefits also collaborates with academic and classified staff, governance committee members, and HR staff to support institutional goals related to employee benefits, leaves, accommodations, and HR initiatives.

Knowledge, Skills and Abilities

Knowledge of:

• Federal laws and guidelines including but not limited to COBRA, Health Insurance Portability and Accountability Act (HIPAA), Employee Retirement Income Security Act of 1974 (ERISA), Uniformed Services Employment and Reemployment Rights Act (USERRA), FMLA, CFRA, PDL, ADA, FEHA, workers’ compensation, coordination, and applicable local leave laws.
• Proficiency with HRIS and leave management systems and strong working knowledge of Microsoft Office applications.
• Principles and practices of human resources management in public sector and higher education settings.
• Strategies utilized in the administration of comprehensive leave of absence and workplace accommodation programs.
• Terminology and documentation associated with leave of absence and workplace accommodation administration.
• Industry resources to stay current with legislative issues and industry trends.
• HR principles, laws, regulations, and best practices.
• HRIS, ATS, and ERP system management.
• Federal and California employment laws, Education Code, Title 5, and regulations governing public education and collective bargaining.
• Collective bargaining and contract interpretation.
• Organizational development, classification and compensation systems, benefits administration, and employee evaluation processes.
• Principles of diversity, equity, inclusion, and accessibility (DEIA) and their application in employment practices.
• Administrative procedures, policy development, and participatory/shared governance in a multi‑campus academic environment.
• Processes for developing board policies, administrative procedures, and presenting HR matters to governing boards.
• Public agency budgeting, fiscal accountability, and personnel management practices.
• Techniques for conducting investigations, hearings, and compliance reviews in a confidential and legally sound manner.
• Use of human capital management systems (e.g., PeopleSoft, Banner) and HR analytics tools for planning and decision‑making.

Skills in

• Strong analytical, organizational, and documentation skills with exceptional attention to detail.
• Facilitating collaborative decision‑making and building consensus among diverse stakeholders.
• Negotiating and resolving complex labor relations issues with employee associations and legal counsel.
• Preparing and delivering clear, concise reports, proposals, and presentations to executive leadership and governing boards.
• Managing multiple priorities, responding to critical incidents, and adapting to rapidly changing environments.
• Strategic planning, project management, and analytical skills.
• Using sound judgment, diplomacy, and discretion in handling sensitive personnel matters
• Applying emerging technologies and data‑informed strategies to human resources operations.

Ability to

• Develop leave of absence and workplace accommodation workflows, policies, and procedures.
• Incorporate changes in regulations and provide strategic leadership and operational oversight of District‑wide human resources functions.
• Maintain up‑to‑date knowledge of regulations and laws related to leaves and accommodations to ensure compliance with District policies and procedures.
• Prepare concise and comprehensive reports related to the area of assignment.
• Interpret, explain, and ensure compliance with laws, collective bargaining agreements, and district policies.
• Foster a culture of accountability, inclusion, and service excellence across campuses and departments.
• Lead and develop high‑performing teams aligned with institutional goals and values.
• Communicate effectively, both verbally and in writing.
• Lead and inspire a diverse HR team.
• Establish and maintain effective working relationships with employees at all levels of the organization, including legal counsel, bargaining units, trustees, and external agencies.
• Support the success of a diverse workforce and student body through equity‑minded leadership and decision‑making.
• Demonstrate a sensitivity to and understanding of the diverse academic, socioeconomic, cultural, disability, gender, gender identity, sexual orientation, and ethnic backgrounds of community college students, faculty and staff. The applicant must be able to demonstrate how their experience with these factors relates to successfully achieving the goals of the position.

Special Requirements, Licenses and Certifications

Must meet and maintain the requirements of the position as outlined under applicable federal, state, and local laws, and Board policies.

The award of all degrees must be verifiable on a legible transcript. If degree award date is not posted on transcript your application will be deemed incomplete and removed from consideration. All degrees and course work used to satisfy the required minimum qualifications must be from accredited post‑secondary institutions.

If selected as a finalist and/or given an offer of employment for this position, you will be required to provide a transcript (may be unofficial). Human Resources will contact the finalist to obtain this required documentation at that phase of the recruitment.

Physical and Mental Demands

The physical and mental demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical Demands: While performing the duties of this class, the incumbent is regularly required to use written and oral communication skills; read and interpret data, information and documents; analyze and solve problems; observe and interpret people and situations; learn and apply new information or skills; perform highly detailed work on multiple, concurrent tasks; use math/mathematical reasoning; perform highly detailed work under changing priorities and deadlines on multiple concurrent tasks; work with frequent interruptions, and interact with District and/or college faculty, staff, management, administrators, students, educational institutions, and others encountered in the course of work.

Mental Demands: While performing the duties of this class, the incumbent is regularly required to use written and oral communication skills; read and interpret data, information and documents; analyze and solve problems; observe and interpret people and situations; learn and apply new information or skills; perform highly detailed work on multiple, concurrent tasks; use math/mathematical reasoning; perform highly detailed work under changing priorities and deadlines on multiple concurrent tasks; work with frequent interruptions, and interact with District and/or college faculty, staff, management, administrators, students, educational institutions, and others encountered the course of work.

Minimum Qualifications

• Bachelor’s Degree from a regionally accredited institution in Human Resources, Business Administration, Public Administration, or related discipline; AND
• Three (3) years of increasingly responsible experience in administering leaves of absence and workplace accommodations, with at least one (1) year of experience in a management or supervisory role;