Job description

SUMMARY Responsible for leading the workplace accommodations process, partnering with employees, HR Business Partners, Legal, and business leaders to deliver thoughtful, compliant, and employee-centric solutions. This role will also help drive scalable programs, policies, and resources that support an inclusive workplace while ensuring compliance with applicable employment laws. ESSENTIAL DUTIES AND RESPONSIBILITIES Serve as the primary point of contact for employees and candidates regarding workplace accommodation requests. Lead interactive discussions by conducting thorough and respectful accommodation intakes with employees, including gathering information about job limitations, essential job functions, and potential workplace solutions. Manage a high volume of confidential accommodation cases from intake through implementation, documentation, and follow-up. Evaluate accommodation requests in accordance with applicable ADA requirements and company policies. Obtain, review, and appropriately manage supporting medical documentation when necessary and permitted. Identify potential reasonable accommodations and assess their effectiveness, feasibility, and impact on business operations. Partner with HR and management to evaluate job functions, including assessing the “essential functions" of a role. Coordinate accommodation-related leave requests with the internal Leave of Absence (LOA) administrator. Research and recommend appropriate workplace accommodations, assistive technologies, and workplace modifications in partnership with Facilities, vendors, and other cross-functional teams, as needed. Consult with HR leadership, Legal, and other appropriate partners on complex, high-risk, or potentially disputed accommodation matters. Draft and send written correspondence regarding accommodation decisions, including approval, denial, requests for additional information, temporary arrangements, and changes to existing accommodations. Maintain accurate and confidential records of all accommodation requests, communications, decisions, and follow-up activities, including periodic check-ins with employees to assess effectiveness and determine whether adjustments are needed. Track accommodation cases, deadlines, expiration dates, review periods, and required follow-up actions. Partner with the broader Employee Relations team on cases involving performance management, investigations, behavioral concerns, or other workplace matters. Provide guidance and education to managers and HRBPs on the accommodation process, confidentiality, documentation, and appropriate workplace communication. Help develop and maintain accommodation procedures, templates, tracking tools, training materials, and reporting to develop consistent employee experience. Support audits and provide reporting on accommodation activity while protecting confidential employee information. QUALIFICATIONS EDUCATION/EXPERIENCE Five (5) or more years of Employee Relations experience with significant responsibility for workplace accommodations. Experience partnering with HR, Legal, managers, and leave administrators throughout the interactive process. Experience with ADA accommodations in a multi-state or multi-location organization. Experience partnering with HR Business Partners, Leave, Legal, Employee Relations, and business leaders. Experience with accommodation or leave-management platforms. Experience creating manager guidance, training, and process documentation. HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR. SKILLS Strong knowledge of U.S. and state specific accommodation and leave laws (e.g., ADA, FMLA, CFRA) Knowledge of state and local disability accommodation requirements Strong written and verbal communication skills, including the ability to communicate complex or sensitive decisions clearly and professionally Strong organization and case-management skills with the ability to manage multiple cases, deadlines, and competing priorities Proficiency with HRIS, case-management, document-management, and Microsoft Office tools Ability to exercise sound judgment and discretion and maintain appropriate confidentiality Ability to manage high-volume accommodation cases in a fast-paced environment Ability to manage confidential employee information and sensitive workplace matters #LI-AQ1 #LI-REMOTE

Requirements

Must-haves

Serve as the primary point of contact for employees and candidates regarding workplace accommodation requests.
Lead interactive discussions by conducting thorough and respectful accommodation intakes with employees, including gathering information about job limitations, essential job functions, and potential workplace solutions.
Manage a high volume of confidential accommodation cases from intake through implementation, documentation, and follow-up.
Evaluate accommodation requests in accordance with applicable ADA requirements and company policies.
Obtain, review, and appropriately manage supporting medical documentation when necessary and permitted.
Identify potential reasonable accommodations and assess their effectiveness, feasibility, and impact on business operations.
Partner with HR and management to evaluate job functions, including assessing the “essential functions" of a role.
Coordinate accommodation-related leave requests with the internal Leave of Absence (LOA) administrator.
Research and recommend appropriate workplace accommodations, assistive technologies, and workplace modifications in partnership with Facilities, vendors, and other cross-functional teams, as needed.
Consult with HR leadership, Legal, and other appropriate partners on complex, high-risk, or potentially disputed accommodation matters.
Draft and send written correspondence regarding accommodation decisions, including approval, denial, requests for additional information, temporary arrangements, and changes to existing accommodations.
Track accommodation cases, deadlines, expiration dates, review periods, and required follow-up actions.
Partner with the broader Employee Relations team on cases involving performance management, investigations, behavioral concerns, or other workplace matters.
Provide guidance and education to managers and HRBPs on the accommodation process, confidentiality, documentation, and appropriate workplace communication.
Help develop and maintain accommodation procedures, templates, tracking tools, training materials, and reporting to develop consistent employee experience.
Support audits and provide reporting on accommodation activity while protecting confidential employee information.
Five (5) or more years of Employee Relations experience with significant responsibility for workplace accommodations.
Experience partnering with HR, Legal, managers, and leave administrators throughout the interactive process.
Experience with ADA accommodations in a multi-state or multi-location organization.
Experience partnering with HR Business Partners, Leave, Legal, Employee Relations, and business leaders.
Experience with accommodation or leave-management platforms.
Experience creating manager guidance, training, and process documentation.
HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
Strong knowledge of U.S. and state specific accommodation and leave laws (e.g., ADA, FMLA, CFRA)

Nice-to-haves

None flagged.

Application prep

Use the role’s language and application details while tailoring your materials.

Platform: dayforce
Effort: medium