Leave of Absence and Accommodation Specialist

Role Description

The Leave of Absence and Accommodation Specialist engages with team members and/or leave vendors in the interactive process when an employee requests an accommodation related to a temporary or permanent work restriction (for ADA requests, leaves of absence, worker's compensation, NJ Safe Act, religion, etc.). This position operates at a network level scope and conducts a systematic and in-depth review of job requirements with the employee's leader on the request for the accommodation in accordance with federal and state laws and internal policies and procedures. This position identifies changes or modifications to the work or work environment with the leader that will allow the employee to perform the essential job duties free from workplace obstacles, when a reasonable accommodation exists. This position determines, in collaboration with department leaders and Legal, if a reasonable accommodation exists. This position maintains consistent contact and timely follow up with the team member, leadership, leave vendor, and Team Health. This position is responsible for staying current with changes to State and Federal regulations and laws related to accommodations to ensure compliance.

*This is a Remote Position*

Responsibilities

• Responsible for planning and supervision of all aspects of the ADA/ADAAA interactive process network wide for all team members, leaders, etc.
• Initiates and manages all documentation of all ADA/ADAAA claims.
• Acts as liaison between team members, Leave of Absence providers, department leaders, and Team Health.
• Coordinates and facilitates return to work process, including updating team member leave status.
• Coordinates all ADA/ADAAA accommodation requests across the network and collaborates with leaders, team members, physicians, Occupational Health and LOA vendors to collect, review and determine appropriate accommodations including but not limited to alternate schedules, extension of leaves, reassignments, etc.
• Partners with leaders to identify an accommodation that is reasonable and effective, and does not impose an undue hardship on the employer.
• Coordinates and determines outcomes on hardship requests in partnership with TMR Leadership and Legal Council as appropriate.
• Ensures the interactive accommodation process is flexible and suited to the employee's and employer's situations.
• Manages and navigates highly complex assessments to ensure compliance with regulatory ADA/ADAAA requirements.
• Acts as a liaison between team members, leaders and vendors when ergonomic assessments are recommended or requested.
• Coordinates review of assessment recommendations and works with internal partners to determine appropriate accommodation.
• Acts as a liaison between Employee Health on post-offer and fit for duty accommodation requests and assessments.
• Participates actively on appropriate committees, workgroups and or meetings. The focus is on creating and supporting initiatives for a proactive and positive team member and leader experience in the ADA/ADAAA process.
• Effectively interacts and participates with other departments in the accomplishment of interdepartmental and institutional LOA and ADA/ADAAA goals.
• Review of ADA/ADAAA Parking requests. Reviews and recommends policies and procedures for ADA/ADAAA programs and processes.
• Oversees new projects as assigned by the Director or as needed by regulatory bodies.
• Adheres to the policies, procedures and standards identified and established by HMH.

Qualifications

• Bachelor's degree in Human Resources or related field or equivalent experience.
• Minimum of 4 years of professional experience in Human Resources, demonstrating a working knowledge of federal and state laws as related to ADA, leaves and the interactive process.
• Proven ability to confidently deliver key messages to all levels of the organization, identify solutions to complex employee issues, exercise influence, work independently within established guidelines utilizing sound judgment, and build trusting and collaborative working relationships within a large organization.
• Experience with both union and non-union employees.
• Strong attention to detail required.
• Effective communication skills-both verbal and written.
• Proven ability to identify and implement effective process improvements and change management techniques.
• Working knowledge of software support products (Google suite or equivalent) and HR systems of record.

Requirements

• Prior direct experience managing Leave of Absence and Interactive ADAA Accommodations process in a healthcare setting.

Licenses and Certifications Preferred

• Leave Management Specialist.

Starting Minimum Rate

Minimum rate of $97,011.20 Annually

Job Posting Disclosure

HMH is committed to pay equity and transparency for our team members. The posted rate of pay in this job posting is a reasonable good faith estimate of the minimum base pay for this role at the time of posting in accordance with the New Jersey Pay Transparency Act and does not reflect the full value of our market-competitive total rewards package. The starting rate of pay is provided for informational purposes only and is not a guarantee of a specific offer. Posted hourly rates may be stated as an annual salary in the offer and posted annual salaries may be stated as an hourly rate in the offer, depending on the level and nature of the job duties and credentials of the candidate. The base compensation determined at the time of the offer may be different than the posted rate of pay based on a number of non-discriminatory factors, including but not limited to: Labor Market Data: Compensation is benchmarked against market data to ensure competitiveness. Experience: Years of relevant work experience. Education and Certifications: Level of education attained, including specialized certifications, credentials, completed apprenticeship programs or advanced training. Skills: Demonstrated proficiency in relevant skills and competencies. Geographic Location: Cost of living and market rates for the specific location. Internal Equity: Compensation is determined in a manner consistent with compensation ranges for similar roles within the organization. Budget and Grant Funding: Departmental budgets and any grant funding associated with the job position may impact the pay that can be offered. Some jobs may also be eligible for performance-based incentives, bonuses, or commissions not reflected in the starting rate. Certain positions may also be eligible for shift differentials for work performed on evening, night, or weekend shifts. In addition to our compensation for full-time and part-time (20+ hours/week) job positions, HMH offers a comprehensive benefits package, including health, dental, vision, paid leave, tuition reimbursement, and retirement benefits.