Hr Operations Manager Jobs in Florida (NOW HIRING)

Key Responsibilities

Program Design & Infrastructure Build

1. Design and document the end-to-end accommodations process, from intake through determination and monitoring, covering ADA/ADAAA, PWFA, Title VII, and applicable state laws.

2. Establish case management infrastructure — data fields, workflow logic, documentation standards, and retention requirements.

3. Develop a tiered case model that reflects the complexity of company's workforce, including corporate, field, and construction environments.

4. Define the governance model for the function: escalation paths, decision authority, Legal partnership triggers, and oversight mechanisms.

Policy, SOP & Resource Development

1. Review, and refine, and draft accommodations-specific policies, standard operating procedures, and associate- and manager-facing process guides.

2. Build interactive process templates, determination letter frameworks, and other repeatable documentation tools.

3. Develop a resource library aligned to company's business lines that enables the permanent team to operate with consistency and defensibility.

Stakeholder Alignment & Training

1. Engage HR leadership, Legal, Associate Relations, Leave of Absence, Benefits, and Workers' Compensation to align the new function with existing workflows and handoff points.

2. Design and deliver training for HR Business Partners and people managers on the interactive process, their legal obligations, and how to use the new tools & resources.

3. Serve as the senior subject matter resource for complex cases during the build period, modeling best-practice case handling alongside the incoming specialist.

Technology & Reporting

1. Assess and recommend case management design in ServiceNow; lead or support implementation in partnership with HR Technology.

2. Define the reporting framework for the function: key metrics, data sources, reporting cadence, and audience-appropriate views (operational vs. executive).

3. Build initial dashboards or report templates that give the permanent team ongoing visibility into caseload, cycle times, and accommodation trends.

Transition Planning & Successor Readiness

1. Onboard the permanent Senior Accommodations Specialist, providing structured mentorship on both case management and program operations.

2. Develop a written program roadmap outlining the maturation priorities and milestones for the 12–24 months following the engagement.

3. Conduct a formal knowledge transfer and program handoff, ensuring the permanent team is fully equipped to operate independently.

Qualifications

Required

1. 5+ years of direct experience managing workplace accommodation programs under ADA/ADAAA, PWFA, and/or Title VII

2. Demonstrated experience designing or significantly overhauling an accommodations program — not just operating within one

3. Deep knowledge of the ADA interactive process, medical documentation standards, undue hardship analysis, and essential functions assessment

4. Experience supporting accommodations across diverse workforce populations, including field, construction, or similarly complex environments

5. Proven ability to develop employment-related policies, SOPs, and training programs that hold up under legal scrutiny

6. Strong project management skills; ability to drive multiple workstreams simultaneously in an ambiguous, build-from-scratch environment

7. Executive-level communication and stakeholder management skills

8. Proven utilization of AI technology to simplify and streamline workflows.

Preferred

1. Utilization of ServiceNow case management system or a strong technical aptitude for learning and navigating new systems.

2. Prior experience in a contract, consulting, or interim program build capacity — comfortable with defined engagement timelines and clean handoffs

3. Background in vocational rehabilitation, occupational health, or disability management

4. Familiarity with intersecting leave frameworks (FMLA, state leave) and workers' compensation processes

5. Experience in homebuilding, construction, real estate, or another industry with a significant non-desk workforce

6. Professional certification: ADAC, CPDM, CLMS, PHR/SPHR, or equivalent

Core Competencies

1. Program Architecture — Translates a blank slate into a durable, scalable operational model; knows what good looks like from day one

2. Legal & Compliance Acumen — Applies deep, current knowledge of disability and accommodation law to both individual cases and program-level design decisions

3. Builder's Judgment — Prioritizes ruthlessly in a constrained timeline, sequencing the work that creates the most leverage for the permanent team

4. Stakeholder Influence — Aligns cross-functional partners without formal authority; earns trust quickly in a new environment

5. Knowledge Transfer — Teaches, documents, and systematizes in ways that outlast the engagement; defines success as what others can do after you leave

6. Executive Presence — Communicates program status, risks, and recommendations clearly to HR and business leadership

7. Case Load Management — Balances active caseload demands with program-building priorities; triages effectively, maintains momentum, and escalates risks when needed