Role purpose

The HR Absence and Reintegration Coordinator, Switzerland, provides professional HR support for complex sickness absence, long-term absence, reintegration and return to work cases in Switzerland. The role supports a consistent, compliant and employee-centred approach to absence management, working closely with managers, employees, Employee Relations, HR Operations, Payroll, insurers and external care managers.

The role helps ensure that complex absence cases are actively monitored, documented and progressed in a timely way. It supports appropriate return to work planning, coordinates round table meetings, liaises with external insurance providers including SWICA and SUVA, and provides practical guidance to managers on handling sensitive absence and reintegration conversations.

This is not a general HR administration role. It requires strong judgement, confidentiality, case discipline, local Swiss labour law knowledge, and the ability to work carefully across multiple stakeholders, systems and processes.

Key responsibilities

1. Complex absence and reintegration case coordination

Monitor long term sickness absence cases in Switzerland and identify cases requiring early intervention, escalation or insurer involvement.

Coordinate support for long-term sickness absence, repeated absence, phased returns and complex return to work arrangements.

Track absence cases where the employee is subject to an involuntary termination process, including cases where sickness absence may affect the termination date.

Maintain oversight of case progress, next steps, deadlines and required follow-up actions.

Support a structured, timely and consistent approach to reintegration and return to work planning.

2. Insurance and external partner liaison

Liaise with external insurers and care management providers, including SWICA and SUVA.

Coordinate referrals to external care managers where required.

Regularly monitor progress with insurer case managers and ensure timely follow-up on open matters.

Prepare and submit required forms, case histories and supporting documentation for sickness, accident, disability or daily sickness benefit processes.

Ensure relevant internal stakeholders are updated appropriately, while respecting confidentiality and data protection requirements.

SWICA’s care management model describes support for employees after illness or accident with the goal of sustainable reintegration, and the role should sit as the internal HR coordination point for that work, not duplicate the insurer’s clinical or care management role. 

3. Manager and employee support

Support managers in preparing for complex return to work or reintegration meetings.

Provide practical guidance to managers on meeting structure, tone, documentation, follow-up actions and appropriate phased return arrangements.

Coordinate round table meetings involving employees, managers, care managers, HR, ER and other relevant stakeholders.

Help ensure conversations are handled with care, consistency and professionalism.

Keep the employee experience central while balancing legal, operational and process requirements.

4. Documentation, systems and reporting

Maintain accurate records of absence, reintegration and case management activity.

Update relevant HR systems, case trackers and documentation in line with internal process requirements.

Prepare regular reporting for the Regional Lead, Employee Relations, EMEA.

Identify trends, risks, bottlenecks and overdue actions across the Swiss complex absence caseload.

Support accurate case documentation to enable good decision-making by ER, HR, Payroll and Legal stakeholders.

5. Cross-functional coordination

Work closely with Employee Relations, HR Operations, Payroll, Legal, managers, external insurers, EHS and other Centres of Excellence.

Ensure absence-related processes are coordinated across systems, teams and external parties.

Support ER colleagues with absence-related inputs in restructuring, termination and employee relations processes.

Escalate risks, delays or sensitive cases promptly to the appropriate ER lead.

6. Process improvement

Identify opportunities to improve the management of complex absence and reintegration cases in Switzerland.

Support the development of clearer templates, trackers, process maps and manager guidance.

Contribute to more proactive case management, better reporting and improved employee experience.

Help streamline ways of working between ER, HR Operations, Payroll, insurers, EHS and managers.

Scope of the role

The role focuses on long-term sickness absence, reintegration and return to work coordination in Switzerland. It does not own formal ER decision-making on disciplinary action, grievance handling, restructuring outcomes or termination strategy. Those matters remain with the ER team, Legal and relevant business leaders.

The role does, however, provide critical case coordination, documentation, stakeholder liaison and practical manager support where absence and health-related matters intersect with ER risk.

Required experience and skills

Essential

• Several years’ experience in an HR coordinator, HR generalist, HR operations or HR support role.
• Good working knowledge of Swiss employment practices, sickness absence processes, accident insurance and social security interfaces.
• Experience supporting long term sickness absence, reintegration, return to work or health-related HR cases.
• Strong written and spoken German and English.
• Swiss German language capability, particularly for employee and manager conversations.
• Strong attention to detail and confidence handling sensitive documentation.
• High level of confidentiality, integrity and judgement.
• Ability to manage multiple cases, deadlines and stakeholders at the same time.
• Confident working with managers, employees, insurers and internal HR teams.
• Comfortable working independently and escalating appropriately.
• Practical, hands-on approach with curiosity and willingness to learn.

Desirable

• Experience working with SWICA, SUVA or similar Swiss insurance/care management providers.
• Experience in a multinational organisation.
• Familiarity with HR case management systems, ServiceNow or similar platforms.
• Understanding of employee relations processes, restructuring or involuntary termination processes in Switzerland.
• French language.
• Experience supporting phased return to work planning or round table meetings.

Key capabilities

• Case coordination and follow-through.
• Strong organisation and documentation.
• Sound judgement in sensitive employee matters.
• Clear, careful communication.
• Stakeholder management.
• Confidentiality and data discipline.
• Employee-centred thinking.
• Process improvement mindset.
• Ability to balance empathy, compliance, employee experience and operational reality.
• Success measures

The role will be successful when:

Complex sickness absence cases are identified, tracked and progressed earlier and more consistently.

Round table meetings and return to work processes are well coordinated.

Managers receive timely and practical guidance on complex reintegration cases.

External insurer and care manager activity is monitored effectively.

ER has clear visibility of absence cases that affect restructures, terminations or legal risk.

Documentation is accurate, complete and available when needed.

Reporting gives the Regional ER Lead a clear view of trends, risks and workload.

Processes become more consistent, proactive and employee-centred.

This position is open for application from Monday 4th May until Monday 11th May at 18:00 BST.

About CSL Behring

CSL Behring is a global biotherapeutics leader driven by our promise to save lives. Focused on serving patients’ needs by using the latest technologies, we discover, develop and deliver innovative therapies for people living with conditions in the immunology, hematology, cardiovascular and metabolic, respiratory, and transplant therapeutic areas. We use three strategic scientific platforms of plasma fractionation, recombinant protein technology, and cell and gene therapy to support continued innovation and continually refine ways in which products can address unmet medical needs and help patients lead full lives.

CSL Behring operates one of the world’s largest plasma collection networks, CSL Plasma. Our parent company, CSL, headquartered in Melbourne, Australia, employs 32,000 people, and delivers its lifesaving therapies to people in more than 100 countries.

To learn more about CSL, CSL Behring, CSL Seqirus and CSL Vifor  visit https://www.csl.com/ and CSL Plasma at https://www.cslplasma.com/.

Our Benefits

For more information on CSL benefits visit How CSL Supports Your Well-being | CSL.

You Belong at CSL

At CSL, Inclusion and Belonging is at the core of our mission and who we are. It fuels our innovation day in and day out. By celebrating our differences and creating a culture of curiosity and empathy, we are able to better understand and connect with our patients and donors, foster strong relationships with our stakeholders, and sustain a diverse workforce that will move our company and industry into the future.

 To learn more about inclusion and belonging visit https://www.csl.com/careers/inclusion-and-belonging

Equal Opportunity Employer

CSL is an Equal Opportunity Employer. If you are an individual with a disability and need a reasonable accommodation for any part of the application process, please visit https://www.csl.com/accessibility-statement.