Wild Fork Jobs Hiring Now
Wild Fork is hiring for 32 open roles on Migrate Mate as of July 16, 2026, concentrated in IT support and business operations. Migrate Mate updates Wild Fork's live openings daily. Wild Fork is a specialty retail grocer focused on frozen and fresh proteins, operating a growing network of retail stores.
Find Wild Fork JobsOverview
Wild Fork hiring data on Migrate Mate, as of July 16, 2026.
- Open jobs
- 32
- Top team
- IT Support
- Seniority
- Mid to senior level
- Work type
- 0% remote or hybrid
- Top location
- Doral
Open Roles at Wild Fork
Showing 25 of 32+ Wild Fork jobs
Description
HR Analyst – Leave, Accommodations & Workers’ Compensation
Position Summary
The HR Analyst – Leave, Accommodations & Workers’ Compensation is responsible for the end-to-end administration, continuous improvement, and operational excellence of Wild Fork Foods’ centralized Leave of Absence (LOA), ADA accommodation, and Workers’ Compensation programs.
This role serves as the primary point of contact for employees, People Managers, Regional HR Leaders, Asset Protection, third-party administrators, and external vendors to ensure timely, compliant, and consistent case management.
In addition to administering programs, this position is responsible for evaluating current processes, identifying opportunities for improvement, developing standardized operating procedures, monitoring compliance, analyzing trends and KPIs, and driving operational excellence across all three programs.
Key Responsibilities
Leave of Absence Administration (30%)
- Own the end-to-end administration of all leave programs, including:
- FMLA
- State leaves
- Personal leaves
- Military leave
- Parental leave
- Company leave programs
- Coordinate with employees, managers and HR leaders throughout the leave lifecycle.
- Ensure all required documentation is received and maintained.
- Track deadlines and required notices.
- Coordinate return-to-work activities.
- Partner with payroll, benefits and vendors to ensure accurate administration.
- Maintain complete and accurate case documentation.
ADA Accommodation Administration (25%)
- Coordinate the interactive process from intake through resolution.
- Collect and review medical documentation for completeness and accuracy and escalate cases to supervisors for evaluation and final determination.
- Schedule and facilitate interactive discussions.
- Partner with HR, Compliance, Legal and business leaders on accommodation options.
- Track accommodations and periodic reviews.
- Ensure compliance with ADA and applicable state regulations.
- Maintain confidential documentation.
Workers’ Compensation Administration (20%)
- Serve as the centralized HR contact after initial injury reporting.
- Partner with Asset Protection, Safety and Sedgwick.
- Coordinate claim administration.
- Monitor claim status.
- Track return-to-work activities.
- Communicate with managers and employees throughout the claim.
- Escalate complex cases appropriately.
Process Improvement & Program Ownership (15%)
- Conduct current-state assessments and process mapping.
- Identify operational inefficiencies.
- Recommend process improvements.
- Develop and maintain Standard Operating Procedures (SOPs).
- Standardize templates and communications.
- Build scalable workflows.
- Lead continuous improvement initiatives.
- Identify automation opportunities.
- Improve employee experience across all programs.
Reporting & Analytics (10%)
- Maintain centralized case tracking.
- Maintain KPI dashboards.
- Monitor:
- Case volume
- Cycle times
- SLA compliance
- Return-to-work metrics
- Accommodation turnaround time
- Identify trends.
- Present recommendations to HR leadership.
- Support audits and compliance reviews.
Stakeholder Management
Serve as the primary liaison for:
- Employees
- Store Managers
- Regional HR Leaders
- HR Business Partners
- Payroll
- Benefits
- Asset Protection
- Safety
- Sedgwick
- Medical providers (as appropriate)
- Legal (when necessary)
Build strong partnerships to ensure timely communication, consistency, and a positive employee experience.
Compliance Responsibilities
Ensure compliance with:
- FMLA
- ADA
- PWFA
- Workers’ Compensation regulations
- HIPAA/confidentiality requirements
- State leave laws
- Company policies
Monitor legislative changes and recommend updates to policies and procedures.
Qualifications
Education
Bachelor’s degree in Human Resources, Business Administration, Psychology and/or related field.
Experience
- 3+ years of HR experience
- Experience administering Leave of Absence, ADA or Workers’ Compensation programs preferred
- Experience working with third-party administrators (Sedgwick preferred)
- Experience with HRIS systems
- Experience managing confidential employee information
- Experience developing processes or SOPs preferred
Technical Skills
- HRIS systems
- Microsoft Excel (Intermediate to Advanced)
- Case management
- Reporting and analytics
- Process documentation
- Workflow improvement
- Microsoft Office Suite
Competencies
- Exceptional organization
- Strong attention to detail
- Analytical thinking
- Project management
- Problem solving
- Continuous improvement mindset
- Strong written and verbal communication
- Relationship management
- Customer service orientation
- Judgment and discretion
- Ability to manage multiple priorities
- Resilience under pressure
Success Measures
The role will be evaluated on:
- Leave case cycle time
- ADA case turnaround time
- Workers’ Compensation response time
- Compliance with legal timelines
- Documentation accuracy
- Employee satisfaction
- Manager satisfaction
- Reduction in HR Leader administrative workload
- SOP completion and maintenance
- Continuous improvement initiatives implemented
- Vendor service performance
- Audit results
EOE/Vets/Disability
Description
HR Analyst – Leave, Accommodations & Workers’ Compensation
Position Summary
The HR Analyst – Leave, Accommodations & Workers’ Compensation is responsible for the end-to-end administration, continuous improvement, and operational excellence of Wild Fork Foods’ centralized Leave of Absence (LOA), ADA accommodation, and Workers’ Compensation programs.
This role serves as the primary point of contact for employees, People Managers, Regional HR Leaders, Asset Protection, third-party administrators, and external vendors to ensure timely, compliant, and consistent case management.
In addition to administering programs, this position is responsible for evaluating current processes, identifying opportunities for improvement, developing standardized operating procedures, monitoring compliance, analyzing trends and KPIs, and driving operational excellence across all three programs.
Key Responsibilities
Leave of Absence Administration (30%)
- Own the end-to-end administration of all leave programs, including:
- FMLA
- State leaves
- Personal leaves
- Military leave
- Parental leave
- Company leave programs
- Coordinate with employees, managers and HR leaders throughout the leave lifecycle.
- Ensure all required documentation is received and maintained.
- Track deadlines and required notices.
- Coordinate return-to-work activities.
- Partner with payroll, benefits and vendors to ensure accurate administration.
- Maintain complete and accurate case documentation.
ADA Accommodation Administration (25%)
- Coordinate the interactive process from intake through resolution.
- Collect and review medical documentation for completeness and accuracy and escalate cases to supervisors for evaluation and final determination.
- Schedule and facilitate interactive discussions.
- Partner with HR, Compliance, Legal and business leaders on accommodation options.
- Track accommodations and periodic reviews.
- Ensure compliance with ADA and applicable state regulations.
- Maintain confidential documentation.
Workers’ Compensation Administration (20%)
- Serve as the centralized HR contact after initial injury reporting.
- Partner with Asset Protection, Safety and Sedgwick.
- Coordinate claim administration.
- Monitor claim status.
- Track return-to-work activities.
- Communicate with managers and employees throughout the claim.
- Escalate complex cases appropriately.
Process Improvement & Program Ownership (15%)
- Conduct current-state assessments and process mapping.
- Identify operational inefficiencies.
- Recommend process improvements.
- Develop and maintain Standard Operating Procedures (SOPs).
- Standardize templates and communications.
- Build scalable workflows.
- Lead continuous improvement initiatives.
- Identify automation opportunities.
- Improve employee experience across all programs.
Reporting & Analytics (10%)
- Maintain centralized case tracking.
- Maintain KPI dashboards.
- Monitor:
- Case volume
- Cycle times
- SLA compliance
- Return-to-work metrics
- Accommodation turnaround time
- Identify trends.
- Present recommendations to HR leadership.
- Support audits and compliance reviews.
Stakeholder Management
Serve as the primary liaison for:
- Employees
- Store Managers
- Regional HR Leaders
- HR Business Partners
- Payroll
- Benefits
- Asset Protection
- Safety
- Sedgwick
- Medical providers (as appropriate)
- Legal (when necessary)
Build strong partnerships to ensure timely communication, consistency, and a positive employee experience.
Compliance Responsibilities
Ensure compliance with:
- FMLA
- ADA
- PWFA
- Workers’ Compensation regulations
- HIPAA/confidentiality requirements
- State leave laws
- Company policies
Monitor legislative changes and recommend updates to policies and procedures.
Qualifications
Education
Bachelor’s degree in Human Resources, Business Administration, Psychology and/or related field.
Experience
- 3+ years of HR experience
- Experience administering Leave of Absence, ADA or Workers’ Compensation programs preferred
- Experience working with third-party administrators (Sedgwick preferred)
- Experience with HRIS systems
- Experience managing confidential employee information
- Experience developing processes or SOPs preferred
Technical Skills
- HRIS systems
- Microsoft Excel (Intermediate to Advanced)
- Case management
- Reporting and analytics
- Process documentation
- Workflow improvement
- Microsoft Office Suite
Competencies
- Exceptional organization
- Strong attention to detail
- Analytical thinking
- Project management
- Problem solving
- Continuous improvement mindset
- Strong written and verbal communication
- Relationship management
- Customer service orientation
- Judgment and discretion
- Ability to manage multiple priorities
- Resilience under pressure
Success Measures
The role will be evaluated on:
- Leave case cycle time
- ADA case turnaround time
- Workers’ Compensation response time
- Compliance with legal timelines
- Documentation accuracy
- Employee satisfaction
- Manager satisfaction
- Reduction in HR Leader administrative workload
- SOP completion and maintenance
- Continuous improvement initiatives implemented
- Vendor service performance
- Audit results
EOE/Vets/Disability
Job Roles at Wild Fork
Working at Wild Fork
Wild Fork's 32 open roles are mid to senior level, and about 0% are remote or hybrid. The most active teams are IT support, business operations, and business strategy. Wild Fork is a specialty retail grocer selling frozen and fresh proteins through a network of retail stores. The company staffs its locations with customer-facing sales associates, store team leads, and retail managers, alongside distribution and logistics coordinators and pricing and commercial roles. Most Wild Fork roles are based in Doral, with some in Lewisville and Pinecrest.
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Browse jobs by roleWild Fork Jobs: Frequently Asked Questions
How many jobs is Wild Fork hiring for right now?
Wild Fork is hiring for 32 open roles on Migrate Mate as of July 16, 2026, updated daily, concentrated in IT support and business operations. Roles span retail store positions, logistics and distribution coordination, and commercial functions such as pricing management. Migrate Mate pulls new Wild Fork postings as soon as they are listed, so the count reflects what is actively open.
What kinds of roles does Wild Fork hire for?
The most active teams are IT support, business operations, and business strategy. Wild Fork hiring spans customer-facing retail positions including sales associates, team leads, and store managers, as well as supply chain and logistics roles and commercial functions like pricing management. Most postings are mid to senior level, covering both hourly store staff and salaried operational and management positions.
Are Wild Fork jobs remote or in-person?
Mostly on-site. About 0% of Wild Fork's open roles on Migrate Mate are remote or hybrid as of July 16, 2026, with the rest based in Doral. Each Wild Fork listing shows its work location so you can filter before applying.
How do I apply to a job at Wild Fork?
Find a Wild Fork role that fits your background on Migrate Mate, then follow the listing through to Wild Fork's own careers page to submit your application directly. Wild Fork manages its own hiring process, so applications, interviews, and offers all come from the company. Migrate Mate does not collect applications or share your information with employers.
Does Wild Fork hire entry-level?
Most of Wild Fork's open roles on Migrate Mate are mid to senior level as of July 16, 2026. Entry-level openings are limited. Check individual Wild Fork listings for stated experience requirements.
Where is Wild Fork hiring?
Most Wild Fork roles are based in Doral, with some in Lewisville and Pinecrest, and about 0% offer remote or hybrid work as of July 16, 2026. Migrate Mate shows the location on each listing.