LOA/ADA Coordinator

Maintain auditable records of leave dates, hours, notices, certifications, and disputes consistent with recordkeeping requirements

Ensure appropriate HR and Legal consultation occurs before high-risk outcomes,

including denial or separation/termination where ADA or leave may be implicated, with documented decision rights and escalation paths

Collaborate with People Partners and HRBPs to ensure specialty casework remains centralized and consistent, with HRBPs coordinating business impact and Leave & Accommodations owning compliance workflows

Maintain complete, accurate, and confidential case files for leave and accommodations; store medical certifications and related documents as confidential medical records separate from personnel files with access limited to need-to-know

Track and report operational metrics including case volumes, time-to-decision, overdue documentation, return-to-work outcomes, and SLA adherence to inform capacity planning and risk containment

$55,000\u2013$65,000 depending on experience and location of residence; $71,000\u2013$74,000 for California residents, depending on experience

Full-time Employees:

\u2022

Paid vacation days (increase with tenure)

\u2022

The LOA/ADA Coordinator is responsible for owning end-to-end administration of leave of absence (LOA), FMLA, state and local leave coordination, and ADA workplace accommodations across a multi-state workforce.

partners closely with Total Rewards/Benefits, HR Operations/HRIS, Employee Relations, HR Business Partners, and Legal/Compliance to balance employee experience with operational continuity and risk mitigation.

Coordinate with leave administration vendors/processes to support intake, eligibility review, claim status updates, and return-to-work reporting

Partner with Benefits and Payroll/HRIS stakeholders to ensure accurate HRIS actions and employee guidance, including status changes, leave codes, and related workflow steps

Maintain proactive follow-up on overdue items such as missing certifications, pending return-to-work documentation, and extension requests; ensure consistent escalation when employees or managers are non-responsive

Administer FMLA in alignment with federal timelines and documentation requirements; ensure required notices and letters are issued and tracked