HR Program Manager

RESPONSIBILITIES

Kforce has a client that is seeking an HR Program Manager in Miami, FL.

Overview

Our client is building a centralized Reasonable Workplace Accommodations function from the ground up. This temporary engagement is designed to bring in an experienced program architect - someone who has done this before - to design the infrastructure, workflows, and governance model that will anchor the function long-term.
The Program Manager will lead all program build activities during the first 6-9 months, create the case management framework, design ServiceNow technology, refine the policies and SOPs, align stakeholders, and develop the training that prepares both HR and people managers for the new centralized process.

Key Responsibilities

Program Design & Infrastructure Build:

• 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
• Develop a tiered case model that reflects the complexity of the company's workforce, including corporate, field, and construction environments
• Define the governance model for the function: escalation paths, decision authority, Legal partnership triggers, and oversight mechanisms
• Policy, SOP & Resource Development: Develop a resource library aligned to business lines that enables the permanent team to operate with consistency and defensibility
• Stakeholder Alignment & Training: 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: Assess and recommend case management design in ServiceNow; Lead or support implementation in partnership with HR Technology
• Define the reporting framework for the function: Key metrics, data sources, reporting cadence, and audience-appropriate views (operational vs. executive)

REQUIREMENTS:

• 5+ years of direct experience managing workplace accommodation programs under ADA/ADAAA, PWFA, and/or Title VII
• Demonstrated experience designing or significantly overhauling an accommodations program - not just operating within one
• Deep knowledge of the ADA interactive process, medical documentation standards, undue hardship analysis, and essential functions assessment
• Experience supporting accommodations across diverse workforce populations, including field, construction, or similarly complex environments
• Proven ability to develop employment-related policies, SOPs, and training programs that hold up under legal scrutiny
• Strong project management skills; Ability to drive multiple workstreams simultaneously in an ambiguous, build-from-scratch environment
• Executive-level communication and stakeholder management skills
• Proven utilization of AI technology to simplify and streamline workflows

Preferred Skills

• Professional certification: ADAC, CPDM, CLMS, PHR/SPHR, or equivalent
• Utilization of ServiceNow case management system or a strong technical aptitude for learning and navigating new systems
• Prior experience in a contract, consulting, or interim program build capacity - comfortable with defined engagement timelines and clean handoffs
• Background in vocational rehabilitation, occupational health, or disability management
• Familiarity with intersecting leave frameworks (FMLA, state leave) and workers' compensation processes
• Experience in homebuilding, construction, real estate, or another industry with a significant non-desk workforce

The pay range is the lowest to highest compensation we reasonably in good faith believe we would pay at posting for this role. We may ultimately pay more or less than this range. Employee pay is based on factors like relevant education, qualifications, certifications, experience, skills, seniority, location, performance, union contract and business needs. This range may be modified in the future.
We offer comprehensive benefits including medical/dental/vision insurance, HSA, FSA, 401(k), and life, disability & ADD insurance to eligible employees. Salaried personnel receive paid time off. Hourly employees are not eligible for paid time off unless required by law. Hourly employees on a Service Contract Act project are eligible for paid sick leave.

Note: Pay is not considered compensation until it is earned, vested and determinable. The amount and availability of any compensation remains in Kforce's sole discretion unless and until paid and may be modified in its discretion consistent with the law. This job is not eligible for bonuses, incentives or commissions. Kforce is an Equal Opportunity/Affirmative Action Employer.

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