Director, Work Accommodations & Arrangements

part of our team, possess the needed licensure and certifications, and feel that you have most of the qualifications and/or transferable skills for a job opening, we strongly encourage you to apply. Reassignment Applicants : Eligible Reassignment clients should contact their Disability Counselor for assistance. DESCRIPTION The Director, Work Accommodations & Arrangements, is the director-level operations leader for the Work Accommodations & Arrangements center of expertise. The role is accountable for the strategy, operations, standards, and continuous improvement of the unit. The role plays a pivotal part in shaping the work accommodations landscape and partners with Campus HR peers; with Department Leaders, People Leaders, and HR Business Partners in academic, health, and staff departments across UC San Diego; with UC systemwide committees; and with external partners. Screens applications, interviews candidates, and either make selection decisions or recommends individuals for hire. Trains and assigns work to new and continuing employees. Provides guidance to staff on performance standards and University procedures to ensure employees are properly trained and evaluated. Independently conducts performance evaluations, including communication with subordinates. Makes recommendations for employee incentive awards and salary increases including merits and reclassifications. Determines what discipline should be imposed for subordinates, with authority to apply such, and/or submits/recommends same to higher level management. Trains employees accordingly and supervises for adherence to new process/communication changes. This role is responsible for ensuring accommodations case continuity between the handoffs and obligations that run between functions: the handoffs among the unit, HR Business Partners, leave administration, workers' compensation, and external partners, and to reserve the unit's team capacity for work that requires discernment. The role translates the legal, regulatory, UC policy, and collective bargaining agreements landscape into shared decision standards, so that outcomes are consistent across decisions and over time. The role may personally manage a small portfolio of escalated, highly complex cases. QUALIFICATIONS Advanced degree in related area and / or equivalent experience / training Deep understanding of the Americans with Disabilities Act (ADA), including Titles I, II, and III, and other relevant federal and state disability related laws. Expert knowledge of federal and California disability, leave, and accommodation law, including ADA Title I and ADAAA, the Rehabilitation Act, FEHA, FMLA, CFRA, and Pregnancy Disability Leave, and of case law and regulatory updates affecting them. Ability to develop, implement, and enforce policies and procedures that ensure compliance with ADA regulations within the organization. Ability to use case-management and business operations data to identify patterns, forecast demand, and make resource decisions. Knowledge of legal principles and practices related to disability rights, including familiarity with case law and regulatory updates affecting ADA compliance. Working knowledge of California workers' compensation as it intersects with accommodation and return to work, including Labor Code 132a and transitional duty. Strong verbal and written communication skills to interact effectively with employees, managers, legal counsel, and external stakeholders regarding ADA issues and accommodations. Consultative and facilitation skill with employees, leaders, Legal Counsel, and labor partners, including facilitation under conflict. Ability to analyze complex situations, identify potential ADA compliance issues, and develop practical solutions that balance legal requirements with organizational needs. Ability to translate legal and policy requirements into shared decision standards, structured criteria, and calibration practices that produce consistent outcomes. Knowledge of HIPAA Privacy Rule and California state laws regulating privacy and confidentiality of health information. Knowledge of CMIA and California privacy law governing health information, and ability to design access controls that apply them. Demonstrated competency with and commitment to fostering fairness, respect, and inclusion in alignment with the Principles of Community. Demonstrated management and leadership skill; ability to build a culture that rewards individual and collective success. Demonstrated success leading a team through significant change initiatives. Demonstrated experience using continuous improvement methods. SPECIAL CONDITIONS Job offer is contingent upon satisfactory clearance based on Background Check results. Occasional evenings and weekends may be required. As part of the regular responsibilities of this position, the incumbent sees confidential documents which are used by management in developing positions related to collective bargaining, attends meetings where management positions and strategies regarding collective bargaining issues are discussed, and gathers data important to the formulation of management positions in collective bargaining. Therefore, this position is designated as confidential under HEERA. This position has been identified as a Mandated Reporter pursuant to the California Child Abuse and Neglect Reporting Act and requires immediate reporting of physical abuse, sexual abuse, emotional abuse, or neglect of anyone under the age of 18. It is the responsibility of the Mandated Reporter to ensure that they obtain proper training in order to fulfill their reporting responsibilities as required by the California Child Abuse and Neglect Reporting Act and University policy, and to complete and submit the required reports to the UC San Diego Police Department without delay. Pay Transparency Act Annual Full Pay Range: $111,300 - $211,100 (will be prorated if the appointment percentage is less than 100%) Hourly Equivalent: $53.30 - $101.10 Factors in determining the appropriate compensation for a role include experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs. The Hiring Pay Scale referenced in the job posting is the budgeted salary or hourly range that the University reasonably expects to pay for this position. The Annual Full Pay Range may be broader than what the University anticipates to pay for this position, based on internal equity, budget, and collective bargaining agreements (when applicable). If employed by the University of California, you will be required to comply with our Policy on Vaccination Programs, which may be amended or revised from time to time. Federal, state, or local public health directives may impose additional requirements. To foster the best possible working and learning environment, UC San Diego strives to cultivate a rich and diverse environment, inclusive and supportive of all students, faculty, staff and visitors. For more information, please visit UC San Diego Principles of Community. The University of California is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected status under state or federal law. For the University of California's Anti-Discrimination Policy, please visit: https://policy.ucop.edu/doc/1001004/Anti-Discrimination UC San Diego is a smoke and tobacco free environment. Please visit smokefree.ucsd.edu for more information. Misconduct Disclosure Requirement: As a condition of employment, the final candidate who accepts an offer of employment will be required to disclose if they have been subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct; or have filed an appeal of a finding of substantiated misconduct with a previous employer. a. "Misconduct" means any violation of the policies governing employee conduct at the applicant's previous place of employment, including, but not limited to, violations of policies prohibiting sexual harassment, sexual assault, or other forms of harassment, or discrimination, as defined by the employer. For reference, below are UC's policies addressing some forms of misconduct: UC Sexual Violence and Sexual Harassment Policy UC Anti-Discrimination Policy Abusive Conduct in the Workplace Prospective employees who are ordinarily residents in Iran or who are physically located in Iran are generally not eligible to for employment per suspension of General License G on 24 August 2026. If you have ever resided in Iran or have an Iranian passport and would like to confirm your eligibility, please contact Tsescalate@ucsd.edu for consideration of your particular circumstances. The University of California is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, age, protected veteran status, gender identity or sexual orientation. For the complete University of California nondiscrimination and affirmative action policy see: http://www-hr.ucsd.edu/saa/nondiscr.html Posted: 2026-11-07