Accommodations Consultant

Innovate Remotely
This position is fully remote, allowing you to enjoy the flexibility of working from home while collaborating with skilled team members and contributing to groundbreaking solutions.
Your Impact
The Accommodations Consultant will work directly with associates, leaders, and Human Resources in the management of associate's workplace accommodation. The Consultant will oversee and
coordinate the accommodation process by performing individual case-by-case, determining the reasonable accommodation needed to meet the needs of the associate as well as coordinating,
participating in and documenting the interactive process. Acting as a subject matter expert, the Consultant will serve as a resource to leaders, human resources business partners and associates by providing counsel, assessing risk, and resolving issues; escalating to the Assistant Manager as needed. The consultant will be responsible for ensuring ensure compliance with applicable laws and
local regulations, surrounding employees and candidates with disabilities, including FMLA, ADA, and ADAAA.
What you will do

• Manages accommodation case including initial review of medical, interactive process, accommodation implementation and documentation.
• Provides end-to-end case management by serving as a subject matter expert on the accommodation process, including administration of the interactive process by understanding associate's medical restrictions, need for a reasonable accommodation and developing potential solutions.
• Reviews and evaluates accommodation requests and medical substantiation information and determines the accommodation options to leaders and associates.
• Serves as a subject matter expert on Lowe's accommodation processes as well as state and federal disability accommodation laws by effectively advising and influencing Human Resources Business Partners and leaders regarding legal requirements, options, risks, and outcomes.
• Provides consultation and coaching on workplace accommodations to associates, HR, and leaders.
• Serves as a consultant on applicant accommodations to hiring managers, HR partners or talent acquisition.
• Consults with leaders on accommodation requirements and decisions, including terminations and posting / backfilling roles.
• Partners with functional stakeholders on Workday coding, status and departmental referrals, including when leave is needed as an accommodation.
• Supports associates that have questions about leaves and accommodations or need help understanding how to navigate the process.
• P artners with vendor to monitor accommodation request and interactive process documentation, communication, and monitoring.
• Engages in the interactive process with leaders and associates who return from leave with workplace accommodations.
• Supports and implements any reporting obligations in coordination with the Legal Department
• Maintains subject-matter- expertise, by keeping up to date with a changing laws, regulations, and external accommodation environment, and seeking out knowledge building through external resources (DMEC, JAN, etc).

Required Qualifications

• Bachelor's degree or equivalent experience
• 3 Years Experience managing workplace accommodation cases, providing consultation regarding disability, accommodation or leaves that include return to work programs
• 4 Years Experience providing consultation to workplace accommodation cases, providing consultation regarding disability, accommodation or leaves that include return to work programs
• Experience working in a multi-state and multi-site organization
• Experience working in a large-scale, complex, and fast-paced environment

About Lowe's
Lowe's Companies, Inc. (NYSE: LOW) is a FORTUNE® 100 home improvement company serving approximately 16 million customer transactions a week, with total fiscal year 2025 sales of more than $86 billion. Lowe's employs approximately 300,000 associates and operates over 1,700 home improvement stores, 530 branches and 130 distribution centers. Based in Mooresville, N.C., Lowe's supports the communities it serves through programs focused on creating safe, affordable housing, improving community spaces, helping to develop the next generation of skilled trade experts and providing disaster relief to communities in need. For more information, visit Lowes.com .
Lowe's hourly remote associates cannot reside in Alaska, California or Hawaii. Lowe's salaried remote associates cannot reside in Alaska or Hawaii.
About Lowe's
Lowe's Companies, Inc. (NYSE: LOW) is a FORTUNE® 100 home improvement company with total fiscal 2025 sales of more than $86 billion. Lowe's employs approximately 300,000 associates and operates over 1,750 home improvement stores, 540 branches and 120 distribution centers. Based in Mooresville, N.C., Lowe's supports the communities it serves through programs focused on creating safe, affordable housing, improving community spaces, helping to develop the next generation of skilled trade experts and providing disaster relief to communities in need. For more information, visit Lowes.com .
Lowe's is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law.
Qualified applicants with arrest or conviction records will be considered for Employment in accordance with applicable laws, including the Los Angeles County Fair Chance Ordinance for Employers, the Los Angeles Fair Chance Ordinance, the San Francisco Fair Chance Ordinance, and the California Fair Chance Act.
Lowe's believes that conviction records may have a direct, adverse, and negative relationship to the following job duties: accessing company property, assets, information and products; partnering, supervising, and regularly working with other Lowe's employees; and adhering to and monitoring compliance and safety guidelines.
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.