Benefits & Leave Coordinator

Who We Are

At Synapse Health, we're streamlining the durable medical equipment (DME) process. We manage intake, documentation, routing, claims, billing, and patient support. Our model reshapes how DME is delivered and experienced.

Since 2016, with decades of industry and leadership experience, we've delivered tech-based solutions that help our partners to modernize operations, improve coordination, and reduce administrative burdens. By taking on operational and financial complexity, we're redefining how DME works for providers, prescribers, and patients. We are proud to offer work that matters, on a mission that matters.

Learn more at SynapseHealth.com and on Synapse Health’s LinkedIn.

What We Need

The Benefits & Leave Coordinator is a full-time member of the Total Rewards team, with a primary focus on benefits administration, leave of absence (LOA) coordination, and HR operations. This role serves as a first point of contact for employees, managers, and HR Business Partners, ensuring timely, accurate, and compliant administration of employee benefits and leave programs while delivering an exceptional employee experience.

As a core member of the team, the Benefits & Leave Coordinator takes ongoing ownership of key HR processes, builds strong working relationships with vendors and internal partners, and contributes to continuously improving how Total Rewards serves employees.

What You Will Do

Benefits Administration

• Serve as the first point of contact for employee questions regarding medical, dental, vision, life insurance, 401(k), and other benefit programs.
• Assist employees with benefit enrollments, qualifying life event changes, and general benefits administration.
• Support annual open enrollment, including employee communications, enrollment assistance, and post-enrollment reconciliation.
• Support new hire benefits orientation and onboarding activities.
• Coordinate with benefit vendors and internal partners to resolve employee benefit issues.
• Own benefits offboarding in coordination with the benefits broker.
• Maintain accurate benefits records and documentation within the HRIS.
• Support benefits audits, reporting, and reconciliation activities as needed.

Leave of Absence Administration

• Serve as the initial point of contact for employee, manager, and HR inquiries regarding leaves of absence and workplace accommodations.
• Partner closely with the third-party leave administrator to monitor approvals, documentation, and status changes, and to resolve discrepancies.
• Communicate proactively with employees regarding leave timelines, documentation requirements, and return-to-work expectations.
• Coordinate return-to-work activities and ensure required documentation is received and processed.
• Process leave-related transactions accurately within HRIS, payroll, and third-party systems.
• Respond to inquiries regarding leave eligibility under company policies and applicable federal, state, and local leave laws.
• Explain leave procedures and policies while escalating complex cases as appropriate.
• Participate in recurring meetings with third-party leave administrators to resolve outstanding issues.
• Support accommodation requests by coordinating documentation and communication with employees, managers, POPS, and third-party administrators.
• Track leave durations, company-paid benefit eligibility, and return-to-work dates, escalating issues as appropriate.

HR Operations & Payroll Coordination

• Manage the HR shared inbox, triaging, responding, and forwarding inquiries to appropriate team members with accuracy and professionalism.
• Provide first-line HR support by answering employee questions related to policies, processes, benefits, payroll, and general HR topics.
• Partner closely with Payroll to resolve employee pay issues, benefit deduction discrepancies, timekeeping questions, and leave-related pay matters.
• Coordinate company-paid leave benefits, including salary continuation, paid parental leave, company-sponsored leave programs, and PTO/FTO.
• Ensure leave-related pay, benefit deductions, and time-off coding are accurately coordinated between HRIS, payroll, and third-party administrators.