Corporate Accommodations Specialist REMOTE

Aston Carter•Houston, TX

2d•$28 - $28•Remote

About The Position

The HR Specialist II Corporate Accommodations serves as a subject matter expert on disability accommodations and ADA/ADAAA matters, providing high-level case management and consultative support in a high-volume corporate environment. The specialist manages complex and sensitive accommodation cases, partners with HR, leaders, legal stakeholders, and vendors, and supports employees with medical conditions or disabilities through the accommodations process. The role combines analytical, communication, and customer service skills to ensure compliant, efficient, and empathetic administration of leave and accommodation programs while supporting employee retention and business objectives. This is a fully remote contract position based out of Houston, Texas. The specialist supports professional employee populations through virtual channels, using case management systems, HR tools, and the MS Office Suite. The role involves frequent collaboration across regions, typically during standard business hours, with flexibility to meet service-level expectations and manage urgent escalations. Work is knowledge-based and computer-driven in a virtual office setting, emphasizing confidentiality, professionalism, and effective online communication.

Requirements

Bachelor's degree.
At least 3 years of experience in leave of absence, disability case management, ADA/ADAAA accommodations, human resources, or a closely related field.
Working knowledge of federal and state leave and disability regulations, including ADA/ADAAA and FMLA.
Experience managing cases from initiation through resolution in a case management system.
Ability to communicate complex information clearly, verbally and in writing, to employees, managers, and HR partners.
Experience in accommodations is required for consideration.

Nice To Haves

Prior experience in disability accommodations, ADA compliance, or workplace accessibility.
Experience supporting corporate or professional employee populations in a large, fast-paced organization.
Familiarity with accommodation case-management platforms and related HR systems.
Understanding of medical documentation review, including interpreting physician notes about functional limitations and work restrictions.

Responsibilities

Serve as the highest escalation point under operations leadership for accommodation-related issues, providing complex case management and stakeholder consultation.
Manage executive and non-executive escalation responses, ensuring timely, accurate, and empathetic resolution.
Handle highly sensitive cases, including HR-for-HR cases, for an assigned region with discretion and professionalism.
Support new-hire nesting activities by managing nesting plans, conducting audits, and coaching new hires.
Review quality audit results, report regional trends and opportunities, and identify areas for mentoring, training, and process improvement.
Manage workflow adjustments, including out-of-office procedures and work assignments, to meet regional and organizational needs.
Analyze regional case data, including case volume, case types, and approvals, and use findings to recommend and influence training and process decisions.
Recommend training initiatives, provide training survey feedback, and share best practices and successes with site stakeholders.
Collaborate with leave case managers and disability vendors on return-to-work management.
Consult and coach regional HR partners, managers, and employees on accommodation matters to support informed and compliant decisions.
Provide information, referrals, and support to employees with medical conditions or disabilities, supervisors, HR, and other partners to support employee retention.
Provide ongoing consultative support to site stakeholders and accommodation specialists, advocating for problem-solving and creative accommodation solutions.
Facilitate escalated communications among employees with disabilities, HR, managers, and stakeholders involved in leave of absence, short-term disability, long-term disability, and workers' compensation.
Coordinate escalated issues with disability and leave services management and legal partners to ensure alignment with policies and regulations.
Manage sensitive cases involving behavioral health conditions with care, discretion, and appropriate escalation.
Assist HR and department supervisors in identifying essential and marginal job functions to support accommodation decisions.
Conduct job-site analyses as needed to evaluate job demands and potential accommodations.
Help employees understand work restrictions, functional limitations, and their legal rights and responsibilities under applicable laws.
Maintain confidentiality in verbal and written communications and safeguard sensitive information.
Stay current on legislation and national, state, and local issues affecting workplace access and accommodations for employees with disabilities.
Maintain accurate, current case records and notes in the case management system and other designated databases.
Assess business-unit training needs and deliver or support group training on accommodations and related topics as appropriate.
Provide professional opinions and documentation regarding actions taken on behalf of employees with disabilities in formal grievances, arbitration, depositions, and other forums as requested.
Meet internal service-level agreements and quality standards while managing a high volume of complex cases.
Contribute to a fast-paced, high-volume corporate accommodations function serving a professional employee population.

Benefits

Medical insurance, if eligible.
Dental insurance, if eligible.
Vision insurance, if eligible.
Critical illness, accident, and hospital coverage, if eligible.
401(k) retirement plan with pre-tax and Roth post-tax contributions available, if eligible.
Voluntary life and AD&D insurance for employees and dependents, if eligible.
Short- and long-term disability coverage, if eligible.
Health Spending Account (HSA), if eligible.
Transportation benefits, if eligible.
Employee Assistance Program, if eligible.
Time off or leave, which may include PTO, vacation, or sick leave, if eligible.