Leader, Employee Relations-Accommodations

Cisco•San Jose, NC

12h•Remote

About The Position

We are seeking an experienced Human Resources leader with deep Employee Relations expertise to establish and lead a new centralized ER Accommodations function, initially focusing on US operations with strategic influence over future global frameworks. Reporting to the Sr. Director of Global Employee Relations within our People & Communities organization, you will build scalable workflows, mentor a growing team, and shape how Cisco supports employees navigating accommodation requests—setting a foundation for clarity, respect, and timely resolution. Your work will directly influence the experience of employees with disabilities and medical needs, helping them feel heard and supported during periods of challenge.

Requirements

Bachelor's degree in Human Resources, Business Administration, Psychology, or related field.
7+ years of progressive Employee Relations or Human Resources experience.
4+ years handling complex accommodation and leave-of-absence situations.
2+ years in an HR or ER leadership role with demonstrated ability to build and develop teams.
Deep, current knowledge of US employment, privacy and disability laws (ADA, ADAAA, FMLA, PWFA, relevant state laws) and proven ability to apply them to real-world scenarios.
Demonstrated experience partnering with Benefits, People Legal, People Support, Crisis teams and external vendors to deliver integrated solutions.
Strong analytical and problem-solving skills; ability to translate data into actionable operational insights.
Exceptional judgment, integrity, and confidentiality in handling sensitive situations.
Clear, persuasive communication tailored to diverse audiences (employees, managers, executives, and legal partners).
Systems and process thinking; comfort with documentation, governance, and continuous improvement.
Proficiency in Microsoft Office (Word, Excel, PowerPoint); familiarity with HR case management systems (e.g., HR Acuity) and HRIS platforms.

Nice To Haves

Experience designing or owning accommodations processes at scale or in complex organizational environments.
Track record of successfully partnering with third-party administrators to streamline integrated solutions.
Experience designing HR processes with employee experience as primary lens; comfort gathering and acting on employee feedback.
Knowledge of accommodation and disability law frameworks across regions; ability to translate global insights into scalable approaches.
Proven ability to lead teams through change, build trust and psychological safety, foster inclusive decision-making, and influence senior leaders.
Growth-oriented, intellectually curious, and comfortable with ambiguity and complexity.
Comfortable challenging the status quo and championing smart, evidence-based approaches.
Proactive, accountable, and able to execute with quality and urgency despite competing priorities.
Open to emerging technologies and committed to continuous learning.

Responsibilities

Build and lead a high-performing ER Accommodations team, establishing best practices, training curricula, and enablement materials that drive consistency and employee confidence across the organization.
Develop team members as subject matter experts, coaching them through complex scenarios and fostering a culture of continuous learning and inclusive decision-making.
Partner closely with Global ER leaders, regional teams, and cross-functional stakeholders to align accommodation strategy and create scalable frameworks for future global expansion.
Ensure full compliance with federal, state, and local disability laws (ADA, ADAAA, PWFA, FMLA, state-specific requirements) and relevant privacy laws; monitor legislative changes and lead timely implementation of regulatory updates in partnership with People Legal, Benefits, and relevant stakeholders.
Own the design, documentation, and continuous improvement of accommodations, workflows and standard operating procedures; establish governance structures and case management protocols that ensure consistency, auditability, and risk mitigation.
Lead the interactive process end-to-end: review complex medical and religious accommodation requests, evaluate leave as an accommodation, conduct objective and thorough conversations with employees and managers, document interactions meticulously, and communicate clear, timely outcomes.
Coordinate with third-party leave administrators, external vendors and Benefits team to integrate accommodation and return-to-work processes; ensure seamless communication and data flow across systems.
Design and own the employee experience throughout the accommodation journey—from request intake through resolution—ensuring clarity, responsiveness, and respect at every touchpoint.
Develop and maintain comprehensive knowledge articles, guides, and decision trees that enable People Partners, managers, and employees to understand policies, navigate the process, and feel supported throughout.
Lead training initiatives and coaching efforts to help leaders and People Partners understand their role in supporting employees; promote a culture where accommodation requests are met with confidence and empathy, not uncertainty or hesitation.
Create simple feedback process to gather feedback from employees and managers to identify friction points and opportunities to simplify the process and improve outcomes.
In partnership with the ER Strategy and Operations team, establish a robust data and reporting infrastructure for accommodation metrics and leave trends; analyze patterns to identify opportunities for process refinement and to support strategic decision-making.
Monitor the end-to-end employee experience through feedback, case reviews, and trend analysis; use insights to continuously refine processes, timelines, and communication.
Contribute to regional and global initiatives aimed at consistency, operational excellence, and scalability; collaborate on solutions that honor legal requirements while prioritizing employee experience and belonging.
Establish processes and governance structures designed for global scalability; document lessons learned and best practices to support the team's potential transition into global accommodations leadership.
Stay current on emerging legal requirements, industry best practices, and technology solutions; evaluate and adopt tools and approaches that enhance efficiency, accuracy, and employee experience.

Benefits

medical, dental and vision insurance
a 401(k) plan with a Cisco matching contribution
paid parental leave
short and long-term disability coverage
basic life insurance
10 paid holidays per full calendar year, plus 1 floating holiday for non-exempt employees
1 paid day off for employee’s birthday
paid year-end holiday shutdown
4 paid days off for personal wellness determined by Cisco
16 days of paid vacation time per full calendar year, accrued at rate of 4.92 hours per pay period for full-time employees (non-exempt)
flexible vacation time off program (exempt)
80 hours of sick time off provided on hire date and each January 1st thereafter
up to 80 hours of unused sick time carried forward from one calendar year to the next
Additional paid time away may be requested to deal with critical or emergency issues for family members
Optional 10 paid days per full calendar year to volunteer
annual bonuses (non-sales roles)
performance-based incentive pay (sales roles)