HR Business Partner, Leave and Disability Management

Make a difference in Human Resources!

An exceptional health system needs to engage top talent to achieve its mission of providing extraordinary healthcare. That requires a world-class Human Resources function, and that’s what we’re delivering. Join us and make a difference every single day in service of this outstanding work – excellence and innovation in patient care, research, and community service. We’re improving our technology, energizing interpersonal climate, facilitating change, and enabling talent. The healthcare industry is exciting! Cedars-Sinai Human Resources is pursuing outstanding service and support for a hardworking workforce passionate about those challenges, engaged in their work, and deft in their ability to adapt to the constantly evolving environment!

What will I be doing in this role?

The HR Business Partner (HRBP), Leave and Disability Management, supports the alignment of business initiatives with employees and management for their assigned line of business (LOB). The HRBP will serve as a strategic partner to leadership in the LOB they serve and will assess and anticipate HR related needs and deliver valuable service that addresses the initiatives of the organization. Additionally, the role will demonstrate and formulate partnerships across the Centers of Excellence (COE) to ensure HR deliverables are addressed in a timely and thorough matter.

• Provide expertise and support the coordination of the ADA accommodations and return to work process for end-to-end case management, including working with HRBP LOB, management, and other collaborators.
• Provide knowledge, support and guidance while performing activities related to short-term and long-term accommodations for employees at work or returning to work for medical-based accommodations.
• Apply expertise to make recommendations on transitional / temporary work assignments or long-term accommodations within position based on restrictions and essential functions.
• Provide guidance, assess risk, resolve issues, and escalate as appropriate for employees, managers, and HR colleagues.
• Escalate complex issues including inability to accommodate, complex cases, and transitional / temporary work for guidance, providing expertise and recommendations.
• Ability to interpret and apply knowledge of State, Federal and Agency standards to align with regulations.

Requirements :