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Leave of Absence & Accommodations Specialist

Irvine, United States

MBK Real Estate (MBK) is an industry leader in real estate operations and development. Through its subsidiaries, MBK Rental Living, MBK Industrial Properties and MBK Senior Living, MBK Real Estate is renowned for building award-winning new home and apartment communities, state-of-art distribution facilities and for its reputation in providing exceptional high standards of service throughout its senior living communities.

MBK is a privately held real estate development firm with roots in the business dating back to 1996. MBK's extensive activities through its operating divisions, along with the size and scale of our development and building activities represent the continuation and commitment to American enterprise.

Job Description

MBK Real Estate is hiring a Leave of Absence & Accommodations Specialist to join our team at our Corporate Office in Irvine, CA!

This role will be hybrid with 3 days in office and 2 days remote.

Overview/Purpose:

The Leave of Absence and Accommodation Specialist is responsible for owning and administering employee leave programs and managing workplace accommodation requests in compliance with federal, state, and local laws, as well as company policies. This role serves as a key point of contact for employees navigating leave of absence (LOA) and accommodation processes, including but not limited to FMLA, ADA, workers’ compensation, parental leave, military leave, and personal leave.

This position requires exceptional organizational skills, attention to detail, and strong communication abilities to handle sensitive situations professionally and confidentially.

Duties & Responsibilities:

Oversee all aspects of employee leave programs, including FMLA, STD, LTD, ADA, workers’ compensation, and other statutory and company-sponsored leaves.
Provide excellent customer service by responding promptly to inquiries and guiding employees through the LOA application process and their rights and responsibilities.
Communicate with employees on required documentation (e.g. medical certifications) and keep them informed about their leave status, benefit implications, and return-to-work processes.
When employees are ready to return to work, coordinate return-to-work plans, including any necessary fitness-for-duty certifications or transitional accommodations.
Maintain accurate tracking of leave eligibility and usage, including job-protected leave entitlements
Coordinate with third-party administrators, insurance providers, and healthcare professionals to ensure accurate leave and benefits management.
Review and process medical certifications and documentation, ensuring compliance with applicable laws and company policies.
Advise managers on how to handle employee absences or work restrictions and ensure that management decisions during an employee’s leave or accommodation period are compliant and consistent.
Serve as the subject matter expert on accommodations, providing guidance and support to managers on the process.
Review accommodation requests and medical documentation, coordinate any required medical assessments, and document each step of the interactive process in compliance with ADA guidelines.
Advise managers to ensure approved accommodations are implemented properly and follow up to evaluate effectiveness.
Ensure all ADA accommodation decisions are made in a timely, fair, and consistent manner, and communicate outcomes to all stakeholders with sensitivity.
Lead the implementation of a new leave and accommodations management system, including gathering data, configuring and testing the system, and planning the rollout.
Maintain accurate and confidential employee leave and accommodation records.
Educate employees and managers on leave and accommodation processes, policies, and rights.
Develop and distribute clear communications or training materials (FAQs, guides, checklists) to promote understanding of the leave programs and the accommodation process.
Stay current on relevant federal, state, and local leave and accommodation laws and recommend updates to company policies as needed.
Work closely with the broader People & Culture (HR) team, as well as Payroll and Benefits, to ensure seamless coordination (notifying Payroll/Benefits about employees’ leave status for benefits continuation or reinstatement).
Collaborate with legal counsel or compliance specialists on complex cases to ensure decisions mitigate risk.
Conduct audits, reporting, and analytics related to leaves and accommodations.
Participate in HR projects related to improving LOA/ADA processes or updating policy handbooks, and contribute to fostering an inclusive workplace that supports employees during leaves and accommodations.

Education and Licenses/Certifications Requirements:

Associate’s or Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent work experience.
HR certification such as PHR, SHRM-CP, or LOA/Accommodation certifications.

Experience Requirements (in years):

4+ years of experience managing employee leave programs and/or accommodations for California is required.
Multi-state experience is preferred.
Experience with Workday or other HRIS platforms and Microsoft Office Suite (Excel, Word, Outlook).

Required Competencies:

Knowledge of FMLA, ADA, HIPAA, and other applicable employment laws.
Strong interpersonal and communication skills, with the ability to handle sensitive and confidential matters with professionalism and tact.
Demonstrated ability to make sound decisions independently, using good judgment and critical thinking in ambiguous situations.
Excellent organizational skills and attention to detail, with the ability to manage multiple cases and deadlines simultaneously.
Able to explain complex and sensitive information (like FMLA rights or accommodation decisions) clearly and compassionately to employees and managers.

Physical Demands & Work Environment:

Must be mobile and able to perform the physical requirements of the job, bending, kneeling, stooping, pushing, pulling and repetitive motion.
Ability to sit and work at a computer for long periods of time.
Able to move intermittently throughout the workday and between divisions.
Ability to lift/carry up to 30 lbs. and push up to 20lbs. as necessary
Some travel required

Salary: $90,000-$110,000 + Bonus

We offer a rich benefits package comprising of the following: competitive salaries with opportunities for growth; 401(k) retirement plan with up to 4% employer matching; comprehensive industry leading medical, dental and vision insurance; company-provided life, disability and AD&D insurance; flexible spending accounts, generous paid time off including vacation and sick time, holidays, and bereavement leave; and a variety of programs including leadership development, training, and personal coaching; education loan assistance and scholarships; daily living, financial and legal services; childcare and eldercare assistance; employee discounts; and health and wellness resources that include virtual yoga, mindfulness, and financial readiness for employees and their family members.

If you are ready to meet the challenges of this critical role, we want to hear from you!

MBK is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, genetic information, or other protected reason. Our company is committed to providing access, equal opportunity and reasonable accommodation for qualifying individuals in employment, its services, programs, and activities. To request reasonable accommodation, contact

talentacquisition@mbk.com

Regulatory Disclosures for Senior Living Communities with Medicaid Residents: An “Excluded Party” is a person that the federal or state government found not eligible to provide care and services in a facility that receives Medicare or Medicaid funding. If employed at one of our senior living communities that receives Medicare or Medicaid funding, team members must not be considered an “Excluded Party” as defined by the U.S. Department of Health and Human Services, any state Medicaid Programs, and any additional federal and state government contract programs. If, as a team member, you learn that you are an Excluded Party at any time, you must present your Excluded Party notice letter to your supervisor immediately.

Other Regulatory Requirements: If employed at one of our senior living communities, team members must continually comply with certain laws and regulations that impact the company, including, but not limited to, as applicable, state licensing regulations, the Health Insurance Portability and Accountability Act of 1996 (HIPAA), Resident Rights as defined by the U.S. Department of Health and Human Services, and any other federal or state laws relating to team members’ professional licenses.

HIPAA Disclosure:

All Team Members prior to commencing employment and once employed must not be considered an “Excluded Party” as defined by the Medicare and state Medicaid Programs as well as other federal and state government contract programs. If as an associate you learn you are an Excluded Party, you must present your Excluded Party notice letter to your supervisor immediately. An Excluded Party is a person that the federal or state government found not eligible to provide care and services in a Community that receives Medicare or Medicaid funding. In addition, at all times, during your employment, all associates must be in compliance with certain laws and regulations that affect the company, including but not limited to Resident Rights, HIPAA, State licensing regulations, and those laws relating you an associates’ professional license.

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