Senior Leave of Absence & Accommodations Administrator

ABOUT US

Fashion Nova is the world’s leading trend-to-market fashion and lifestyle brand with high-growth categories across its Women, Men, Kids and Beauty divisions. Renowned for delivering the most-wanted styles to millions worldwide, Fashion Nova earned the title of the Top 5 Most-Searched Fashion Brand on Google in 2022, alongside Louis Vuitton and Nike.

Founder & CEO Richard Saghian launched the brand in 2006, from a retail location in Los Angeles. After multiple store openings, Saghian launched the e-commerce website for Fashion Nova in 2013, pioneering a disruptive social commerce model of affordable, on-trend, size-inclusive clothing online– powered by an innovative, social media-first marketing strategy.

Today, Fashion Nova has amassed over 40 million social media followers, with annual sales of approximately $2 billion!

The brand’s name has been featured in chart-topping hit songs by Cardi B, Drake, 21 Savage, Saweetie, The Game, Tyga and Offset and its styles have been worn by many celebrities, artists and athletes including Meg The Stallion, Ice Spice, Chris Brown, Floyd Mayweather, Rick Ross, Kourtney Kardashian, and Kylie Jenner.

ROLE OVERVIEW

As part of the People and Culture team, you as the Senior Leave of Absence and Accommodations Administrator will provide expertise in leave and accommodation policies and programs to team members across Fashion Nova. This is a full-time, permanent, employment opportunity, and will have an on-site schedule.

You would manage the Americans with Disabilities Act of 1990 (ADA) accommodation process for team members with disabilities. You would manage and conduct the interactive dialogue with team members, managers, business partners, and medical professionals to facilitate accommodations. You will also provide consultative guidance for complex, leave and accommodation transactions. As policies change, you will also provide guidance and education to the People & Culture team as needed.

In this role, you will ensure all LOA processes and accommodations adhere to all state/federal regulations while championing the company's vision, culture and values. You will also draft and propose revisions to leave policies in accordance with updates to state and government leave regulations, standard operating procedures, and other required documentation. 

KEY RESPONSIBILITIES

Accommodation Administration:

• Manages interactive dialogue process with employees with disabilities to determine appropriate reasonable accommodations that enable employees to perform their essential job functions.
• Helps ensure equal opportunity for individuals with disabilities by working throughout the institution to implement and manage reasonable accommodations. Requests, receives and reviews medical information for temporary and permanent disability-related accommodations. Ensures that all work restrictions requested are objective, quantifiable and medically supported.
• Maintains regular contact with managers, treatment providers, and employees regarding progress and status of accommodations and assists in the resolution of any challenges. Maintains complete and accurate case records in a manner that complies with local, state and federal regulations.
• Responsible for developing, implementing, and conducting interactive dialogue procedures, processes, and best practices. Serves as primary point of escalation in difficult or challenging cases.

Leave Administration:

• Maintains and improves a leave management process that ensures compliance with labor laws, creates policy consistency, and increases transparency in helping managers transition operations smoothly in preparation for their team member’s leave.
• Reviews and provides expert consultation on complex personal, medical, and statutory leave of absence and reasonable accommodation issues. Provides expertise and training in policies and programs affecting different types of leaves and accommodations. Demonstrates knowledge of the Family and Medical Leave Act, Americans with Disabilities Act, California Family Rights Act and other laws that can affect leaves of absence.
• Advises managers, and other relevant stakeholders on complex leave cases and/or process adjustments based on policy changes.

Overall:

• Works collaboratively with managers to understand the diversity of business needs and employment opportunities throughout the company.
• Advises clients, People and Culture team members, and relevant stakeholders on updates to leave of absence policies.
• Identifies opportunities for transactional process improvements to better enable compliance with policy and streamline LOA and accommodation processes where possible
• Tracks and reports on leaves, relaying communication between team members and managers to facilitate smooth and timely returns to work.
• Tactfully and discreetly solicits relevant documentation from employees and managers.
• Maintains open lines of communication with managers, the General Counsel, and People and Culture team members.
• Works with communication teams to educate employee populations on leave management policies and broadcasts important updates in a timely manner.
• Drafts, revises, and recommends revisions to leave policies and standard operating procedures.
• Creates and updates required leave template letters, required documentation and others.
• Demonstrates fairness, impartiality and integrity in decision making.
• Interprets leave data reports to infer trends and identify recommendations for future policy or process improvements.
• Creates and distributes end-user reports as needed and assists People and Culture teams, employees, and other end users with understanding the data.
• Stays current with latest industry knowledge, best practices, and federal and state laws.
• Maintains proper use and safeguards of personally identifiable and protected health data consistent with privacy laws and university policy.
• Adapts working approaches in response to received feedback.

ROLE REQUIREMENTS

• Five or more years’ experience in leave administration.
• Expertise in U.S. government and state leave of absence regulations (e.g., FLSA, ADA, FMLA, the California Family Rights Act).
• Ability to work collaboratively with stakeholders professionally and compassionately with excellent interpersonal skills and demonstrated emotional intelligence.
• Familiarity with Equal Employment Opportunity (EEO) regulations and healthcare laws applicable to individual positions (e.g., HIPAA).
• Experience in disability management, return- to-work administration, reasonable accommodations and the interactive process.
• Excellent written and oral communications skills and attention to detail, able to exercise discretion with confidential information.
• Team-oriented self-starter with excellent relationship-building skills, able to work independently and proactively and provide support and guidance as needed on projects.
• Demonstrated organizational and analytical skills, able to think strategically and creatively.
• Ability to assist in the development and modification of company guidelines, procedures, policies, and documentation.
• Ability to quickly gain familiarity with policies and procedures (e.g., vacation, compensation, EAP programs).
• Proficiency with Microsoft Office.
• Demonstrated sound judgment for making decisions with minimal supervision.
• Demonstrated ability to effectively communicate with senior leadership.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) certification credential, or other similar certification.
• Proficiency in English is required - ability to speak Spanish is preferred.
• Schedule of this position: Monday – Friday | Core business hours | Onsite

BENEFITS

Fashion Nova, LLC, and subsidiaries thereof, is an Equal Opportunity Employer. We are steadfast in our commitment to equal employment opportunities and pledge that these objectives are reflected in all aspects of our daily operations. We will continue to recruit, hire, train, and advance in employment qualified individuals in all job titles without regard to race, color, national origin, gender, sexual orientation, gender identity, religion, age, status as a protected veteran, criminal history, or status as an individual with a disability; and shall not discriminate against any individual, any such characteristic, nor any other classification protected by local, state and|or federal law.