Sr Specialist, Hr Operations (Accommodations)

Company Description

LinkedIn is the world’s largest professional network, built to create economic opportunity for every member of the global workforce. Our products help people make powerful connections, discover exciting opportunities, build necessary skills, and gain valuable insights every day. We’re also committed to providing transformational opportunities for our own employees by investing in their growth. We aspire to create a culture that’s built on trust, care, inclusion, and fun – where everyone can succeed.

Join us to transform the way the world works.

At LinkedIn, we trust each other to do our best work where it works best for us and our teams. This role offers both hybrid or remote work options, meaning you can work from home and commute to a LinkedIn office, depending on what’s best for you and when it is important for your team to be together, or this role can be performed remotely in most locations in the country of employment.

As a key member of our HR Operations team, the successful candidate will serve as a primary point of contact for employees, managers, Employee Relations, Benefits Operations, HRBPs, and Legal teams, specializing in Leave of Absence (LOA) and Accommodation requests. This role requires a deep understanding of LOA and accommodation laws and regulations, as well as the ability to apply this knowledge to real-world situations in a fast-paced, global company.

Responsibilities:

• Collaborate with the HRIS team to ensure accurate tracking and reporting of LOA and accommodation data.
• Coordinate with Talent Acquisition for new role requirements, follow up with employees for necessary medical documentation, and ensure proper documentation and communication of LOA and accommodation approvals/denials.
• Serve as the subject matter expert on LOA and accommodation regulations, providing guidance and advice to HR, management, and employees.
• Conduct regular audits of LOA and accommodation cases to ensure compliance with company policies and legal requirements.
• Assist in implementing a global administrative leave process to accurately track, pay, and maintain legal timekeeping records for individuals or groups on both paid and unpaid leave.
• Proactively identify opportunities for process improvements in the LOA and accommodation management process.
• Stay current with changes in employment legislation related to LOA and accommodations, and update company policies and practices accordingly.
• Conduct multiple consultations with managers to review Essential Job Functions, LOA and Accommodation requests, and assess the feasibility of accommodation.
• Conduct monthly reporting on case volumes, status, and effectiveness of the LOA and accommodation program, providing insights and recommendations for continuous improvement.
• Ensure all transactions are processed in line with internal and external compliance guidelines to avoid any legal risk. Conduct risk assessment on processes leveraging risk mitigation framework.
• Develop, implement, and manage comprehensive LOA and accommodation procedures in compliance with federal, state, and local laws.
• Develop and implement return-to-work strategies for employees coming off leave.
• Coordinate with third-party administrators and vendors to manage LOA and accommodation cases effectively.
• Coordinate with ER, Benefits Operations, HRBPs, and Legal teams throughout the LOA and accommodation process.
• Analyze LOA and accommodation trends and provide regular reports to HR and management.
• Manage complex LOA and accommodation case management, including Workers' Compensation, FMLA, ADA, and state leave laws.
• Develop and implement training for managers and HR on LOA and accommodation processes and best practices.
• Provide expert support to and act as final escalation POC on the team. Monitor ongoing accommodations to ensure compliance and feasibility.
• Manage the intake process with employees across AMER, providing detailed information about the LOA and accommodation process.

Qualifications

Basic Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or related field or equivalent experience.
• 3+ years of experience working in a HR functional area including, but not limited to change management, benefits, and employee relations.
• 5+ years of HR experience, with a focus on LOA and accommodations.

Preferred Qualifications:

• Excellent organizational and time management skills, with the ability to manage multiple and changing priorities.
• Strong knowledge of employment law, particularly in relation to LOA and accommodations.
• Familiarity with global employment legislation and the ability to translate this into practical advice for the HR population.
• Certification in Human Resources (PHR, SPHR, SHRM-CP, SHRM-SCP) is a plus.
• Outstanding communication skills, with the ability to build trust quickly with all levels within an organization for effective stakeholder management.
• Proven experience in employee relations and the interactive process to ensure that employees can request an accommodation based on health concerns.
• Ability to remain calm under pressure and handle ambiguity and fluid situations with common sense and pragmatism.
• Experience with HRIS systems and reporting tools.
• Exceptional problem-solving skills and the ability to think pragmatically and strategically.

Suggested Skills:

• Excellent communication, both verbal and written.
• Employment Law
• Change Management
• Stakeholder Management

LinkedIn is committed to fair and equitable compensation practices.

The pay range for this role is $84,000 to $137,000. Actual compensation packages are based on several factors that are unique to each candidate, including but not limited to skill set, depth of experience, certifications, and specific work location. This may be different in other locations due to differences in the cost of labor.

The total compensation package for this position may also include annual performance bonus, stock, benefits and/or other applicable incentive compensation plans. For more information, visit https://careers.linkedin.com/benefits.

Additional Information

Equal Opportunity Statement

LinkedIn is committed to diversity in its workforce and is proud to be an equal opportunity employer. LinkedIn considers qualified applicants without regard to race, color, religion, creed, gender, national origin, age, disability, veteran status, marital status, pregnancy, sex, gender expression or identity, sexual orientation, citizenship, or any other legally protected class. LinkedIn is an Affirmative Action and Equal Opportunity Employer as described in our equal opportunity statement here: https://lnkd.in/equalemploymentopportunity2017. Please reference the following information for more information: https://legal.linkedin.com/content/dam/legal/LinkedIn_EEO_Statement_2020.pdf. Please reference the following information for more information: https://www.eeoc.gov/sites/default/files/migrated_files/employers/poster_screen_reader_optimized.pdf and https://www.dol.gov/ofccp/regs/compliance/posters/pdf/OFCCP_EEO_Supplement_Final_JRF_QA_508c.pdf for more information.

LinkedIn is committed to offering an inclusive and accessible experience for all job seekers, including individuals with disabilities. Our goal is to foster an inclusive and accessible workplace where everyone has the opportunity to be successful.

If you need a reasonable accommodation to search for a job opening, apply for a position, or participate in the interview process, connect with us at [email protected] and describe the specific accommodation requested for a disability-related limitation.

Reasonable accommodations are modifications or adjustments to the application or hiring process that would enable you to fully participate in that process. Examples of reasonable accommodations include but are not limited to:

• Having a sign language interpreter present for the interview
• Having interviews in an accessible location
• Documents in alternate formats or read aloud to you
• Being accompanied by a service dog

A request for an accommodation will be responded to within three business days. However, non-disability related requests, such as following up on an application, will not receive a response.

LinkedIn will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by LinkedIn, or (c) consistent with LinkedIn's legal duty to furnish information.

San Francisco Fair Chance Ordinance

Pursuant to the San Francisco Fair Chance Ordinance, LinkedIn will consider for employment qualified applicants with arrest and conviction records.

Pay Transparency Policy Statement

As a federal contractor, LinkedIn follows the Pay Transparency and non-discrimination provisions described at this link: https://lnkd.in/paytransparency.

Global Data Privacy Notice for Job Candidates

Please follow this link to access the document that provides transparency around the way in which LinkedIn handles personal data of employees and job applicants: https://legal.linkedin.com/candidate-portal.