OPEN TO HUMAN RESOURCES DEPARTMENT EMPLOYEES ONLY - This position has an anticipated work schedule of Monday – Friday, 8:00 am – 4:30 pm; subject to change. The Leave and Accommodations Specialist administers and manages employee leave and accommodation programs, including the Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), Healthy Families and Workplaces Act (HFWA), Colorado Family and Medical Leave Insurance (CO FAMLI), Pregnant Workers Fairness Act (PWFA), Uniformed Services Employment and Reemployment Rights Act (USERRA), Short-Term Disability (STD), Long-Term Disability (LTD), and other statutory or organizational programs. Ensures compliance with applicable federal, state, and local laws by interpreting regulations, applying policy, and making case-specific determinations on leave eligibility and workplace accommodations. Serves as a subject matter expert and consultative resource to departments and offices, exercising independent judgment in evaluating options, determining appropriate actions, and resolving complex issues; escalates high-risk or precedent-setting matters as appropriate. Employment is subject to the terms, conditions, and policies detailed in the Personnel Policies Manual (PPM). This position requires regular in-person presence as an essential job function. Essential Duties/ Responsibilities Administers employee leave and accommodation programs, providing end-to-end case management from initiation through closure in accordance with applicable federal, state, and local laws, and organizational requirements. Interprets and applies leave and accommodation laws, including FMLA, ADA, HFWA, CO FAMLI, PWFA, USERRA, the Fair Labor Standards Act (FLSA), and related policies, to varied and complex situations. Provides guidance to applicants, employees, and leadership regarding leave and accommodation rights, responsibilities, documentation requirements, timelines, and appropriate next steps to support coordinated and compliant outcomes. Reviews leave requests, medical certifications, and supporting documentation to determine employee eligibility and appropriate designation under FMLA and related leave programs. Coordinates disability-related leave and benefits, including interaction with STD and LTD carriers; ensures alignment between benefit programs and statutory leave requirements. Facilitates the ADA interactive process for employees and applicants, including evaluating medical information, identifying reasonable accommodations, coordinating reassignment considerations, processing service animal accommodation requests, and ensuring all actions are documented and compliant with applicable legal requirements. Coordinates closure of the ADA interactive process if reassignment is not available or successful by compiling relevant documentation, preparing closure summaries or final determination materials, and ensuring case files reflect the basis for decisions and actions taken. Administers religious accommodation requests, including evaluating supporting information, assessing operational impacts, and documenting final determinations. Preserves leave and accommodation records, as requested, ensuring compilation and secure delivery of applicable documents for legal holds or litigation discovery related to leave and accommodation cases. Maintains accountability for accurate tracking of leave usage and case status; ensures integrity of HRIS data to support compliance, reporting, and audit requirements. Provides responsive, employee-centered customer service throughout the leave and accommodation process, supporting workforce engagement and coordinating successful reintegration and return-to-work planning for employees returning from leave. Navigates modified duty requests by evaluating work restrictions, coordinating with departments/offices and Risk Management as appropriate, assessing operational feasibility, and documenting approved temporary work modifications or alternative work arrangements. Identifies compliance risks or inconsistencies within assigned cases and determines appropriate corrective actions within scope; consults with leadership on complex or high-impact issues. Contributes to the development of guidance materials and assists in delivering training related to leave and accommodation programs and applicable legal requirements. Partners with Risk Management on matters involving fitness-for-duty evaluations, medication-related concerns, and workers’ compensation claims that intersect with leave and accommodations. Collaborates with HR staff, the County Attorney’s Office, and department/office leadership to ensure consistent application of policies and regulatory requirements. Performs other duties as required. Supervision Exercised: This classification does not have supervisory authority; however, may be required to provide expertise or limited guidance or direction to employees, such as overseeing work quality, training, and guidance. Typically serves as a subject matter expert on the scope of functional area. Supervision Received: Receives general supervision. This classification typically performs job duties by following established standard operating procedures and/or policies. Regular direction, guidance, and coaching from supervisor may be expected. There is a choice of the appropriate procedure or policy to apply to duties. Performance reviewed periodically. Qualifications Knowledge, Skills & Abilities. Strong working knowledge of federal, state, and local laws and regulations governing employee leave and accommodations, including FMLA, ADA, HFWA, CO FAMLI, PWFA, USERRA, STD, LTD, and the FLSA. Ability to interpret and apply applicable laws, regulations, and policies to individual cases, including making defensible determinations or recommendations regarding leave eligibility and workplace accommodations. Demonstrated ability to exercise independent judgment and discretion in managing assigned cases, resolving issues, and determining appropriate actions within established guidelines. Strong analytical and problem-solving skills, with the ability to evaluate medical documentation, identify compliance risks, and determine appropriate case outcomes. Ability to manage sensitive and confidential information in compliance with legal and organizational standards. Effective communication skills, both verbal and written, with the ability to explain complex processes, requirements, and decisions to employees and leadership. Must possess excellent customer service skills. Ability to serve as a consultative resource to departments on leave and accommodation matters, providing guidance and support to ensure consistent application of policies and regulations. Ability to establish and maintain effective working relationships with employees, leadership, vendors, and external partners. Ability to manage multiple cases and competing priorities, apply sound judgment under time constraints, and meet required deadlines. Proficiency in HR information systems and standard business applications (e.g., Microsoft Office Suite), with the ability to maintain accurate records and support compliance reporting. Demonstrated professionalism, integrity, and sound judgment in handling complex and sensitive matters. Maintain regular and punctual attendance. Required Education & Experience. High school diploma or equivalent education. Three years of experience in leave and/or accommodation administration, HR compliance, or related field. Experience applying federal, state, and local employment laws in the management of leave and/or accommodation cases. Preferred Education & Experience. Experience facilitating the ADA interactive process and making case-level accommodation determinations. Experience managing cases involving multiple overlapping leave laws and programs (e.g., FMLA, HFWA, CO FAMLI, USERRA). Experience with HRIS systems, case management tools, and compliance-related reporting. Licenses/ Certificates. Certified Leave Management Specialist (CLMS), Certified Leave Administrator (CLA), or equivalent leave administration certification preferred. Associate Disability Management Specialist (ADMS) or Certified Professional in Disability Management (CPDM) preferred. Pre-Employment Requirements. Must pass conditional post-offer background investigation and drug screen.