Workplace Accommodations Program Manager

Johns Hopkins Medicine•Baltimore, MD

1d•$45 - $72

About The Position

The Workplace Accommodations Program Manager (“Program Manager”) leads the design, implementation, and continuous improvement of Johns Hopkins Health System’s workplace accommodations program. This role oversees the end-to-end accommodation process, ensuring timely, equitable, and compliant support for employees and applicants with diverse needs, including medical conditions, disabilities, pregnancy, religious practices, and other circumstances that require workplace flexibility.

Requirements

Bachelor’s degree in human resources, disability/accessibility, or related field, or law degree required.
Minimum of seven (7) years’ work experience in workplace accommodations, HR compliance, employment law, or a related HR function.
At least 3 years of direct experience managing complex workplace accommodation cases, including facilitating the interactive process and conducting undue hardship analysis.
Demonstrated experience interpreting and applying federal, state, and local employment laws related to accommodations and protected leave.
Experience partnering with legal, HR Business Partners, Occupational health, and business leaders in a multi-state and/or large organizational environment.
Proven experience developing or administering accommodation policies, procedures, and training programs.
Experience using case management or HR systems to document, track, and report on accommodation requests.
One year of relevant education and experience may be substituted for one year of required work experience, or one year of relevant professional-level work experience may be substituted for one year of required education.

Nice To Haves

Master’s degree preferred.
Experience in the healthcare field is preferred.
Experience supporting audits, investigations, or litigation related to accommodation or compliance matters preferred.

Responsibilities

Manage and administer Johns Hopkins Health System’s workplace accommodation program across multiple accommodation types, including disabilities (ADA), religion (Title VII), pregnancy, childbirth, and related medical conditions (PWFA), lactation (PUMP Act), and medical conscience, based on applicable state laws and other related medical-condition-related accommodation requests.
Serves as the subject-matter expert on federal, state, and local accommodation laws and ensures program compliance.
Develop, maintain, and update accommodation policies, procedures, templates, and guidance materials.
Monitor legal and regulatory changes and recommend program updates as needed.
Lead and facilitate the interactive accommodation process when managers are unable to readily identify or implement an accommodation.
Ensure timely, good-faith interactive discussions are held with employees, managers, and relevant stakeholders.
Evaluate accommodation requests on a case-by-case basis, considering job functions, operational needs, and legal requirements.
Identify and assess reasonable accommodation options, including alternative solutions when initial requests present challenges.
Determine when accommodations may pose undue hardship and document the analysis appropriately.
Work closely with Occupational Health, HR Business Partners, Legal, Talent Acquisition (TA), Leave team, managers, and employees throughout the accommodation process.
Coordinate medical documentation review with Occupational Health while maintaining confidentiality and compliance with privacy laws.
Partner with managers to clarify essential job functions and operational constraints.
Provide guidance and coaching to managers on accommodation obligations and best practices.
Provide oversight to case management (VMS, HR Acuity) from intake through resolution, including extensions, modifications, or reassessments.
Ensure consistent documentation of requests, interactive discussions, decisions, and outcomes.
Provide oversight in maintaining accurate records to support compliance, audits, and reporting requirements.
Provide oversight in tracking timelines to ensure accommodations are addressed promptly and without unnecessary delay.
Act as a neutral, trusted point of contact for employees requesting accommodations.
Explain rights, responsibilities, and processes clearly to employees and managers.
Address concerns, questions, or disputes related to accommodations in a professional and empathetic manner.
Support employees and managers during transitions, such as return-to-work, job modifications, or temporary accommodations.
Develop and deliver training for managers, OH, and HR partners on accommodation laws, the interactive process, and program procedures.
Provide targeted education on specific accommodation areas (e.g., pregnancy-related accommodations, lactation needs, religious accommodations).
Promote awareness of the accommodation program and encourage early engagement.
Partner with the Director to analyze accommodation data and trends to identify opportunities for process improvement.
Support the ER Program Manager in developing and maintaining key accommodation metrics, dashboards, and reports.
Review and recommend enhancements to policies, workflows, or resources to improve efficiency and employee experience.
Support audits, investigations, or litigation-related inquiries related to accommodation cases.