Job Description

POSITION TITLE

:

Abilities and Accommodation Partner

REPORTING RELATIONSHIP

:





Reports to and works under the direction and supervision of the Human Resources (HR) Manager.

PURPOSE AND SCOPE

:





The Abilities and Accommodation Partner (AAP) is responsible for managing all aspects of disability case management, workplace accommodations, and return-to-work planning for employees at Six Nations of the Grand River (SNGR). This role ensures legislative compliance, employee support, and effective collaboration with managers and external stakeholders to facilitate safe and sustainable return-to-work outcomes. The AAP works under the direction of the HR Manager to administer accommodation and leave programs in accordance with SNGR policies and relevant legislation. This position requires strict adherence to confidentiality and professional judgment due to the sensitive nature of medical and accommodation information.

DUTIES AND RESPONSIBILITIES

:




####

1. Technical Functions:

Manage and support the full lifecycle of employee disability claims (Short-Term and Long-Term) and all employee legislatively supported leave of absences, including education and personal leave of absences. Evaluate and coordinate workplace accommodation requests in accordance with legislative obligations and internal policies. Implement and monitor return-to-work programs, including transitional or modified duties aligned with medical capabilities and operational needs. Review and analyze medical, employment, and contractual documents to determine eligibility for benefits and accommodations. Maintain accurate tracking of medical documents, doctor's notes, and disability-related updates in the HRIS system (UKG). Calculate and coordinate benefit and pension payment continuation throughout the lifecycle of disability claims. Ensure compliance with applicable legislation including the Canada Labour Code, Ontario Human Rights Code, Accessibility for Ontarians with Disabilities Act (AODA), and the Canadian Human Rights Act. Conduct regular follow-ups with employees and medical providers to evaluate recovery status and return-to-work readiness. Identify and implement cost-effective case management strategies such as early intervention resources, functional ability evaluations, and independent medical examinations. Monitor trends and prepare periodic disability and injury management reports to support planning and decision-making. Assess complex or recurring claims and escalate unresolved issues to legal, third-party insurers, or senior leadership as appropriate. Monitor third-party adjudicator's performance (if applicable) to ensure service-level expectations and case quality. Participate in accommodation-related investigations and ensure appropriate documentation is maintained in accordance with privacy laws. Collaborate with external benefit providers or insurers to resolve complex eligibility or coverage issues when applicable



####

2. Administration Functions:

Maintain well-organized, confidential files and ensure documentation accuracy across all disability, leaves and accommodation processes. Accurately prepare and process disability claim forms, medical updates, payroll adjustments, and documentation for employee leaves. Liaise with Payroll to validate timesheet entries, leave status, accrual and timekeeping profiles and leave records for employees on disability, leave or accommodation. Enter and update relevant information on UKG related to accommodations, medical leaves, and return-to-work plans. Assist in the development, review, and ongoing improvement of disability management policies, procedures, and documentation standards. Prepare disability management and leave packages, correspondence, and case updates for internal and external stakeholders as needed. Track and archive all documents in compliance with data retention policies and legislative requirements. Ensure timely entry of all required data for metrics and audit trail purposes; support audits or reporting requests as needed. Complete monthly statistical reporting. Support internal audits related to accommodation or leave practices and provide data/reports to senior leadership as required.

Communication Functions:

Act as the primary liaison between employees, HR business partners, managers, healthcare providers, third-party insurers, and other stakeholders to support disability, leave and accommodation cases. Engage employees with empathy and professionalism to understand personal and medical circumstances affecting their work. Conduct intake and follow-up conversations to gather required documentation and support return-to-work strategies. Provide timely and courteous responses to inquiries from employees, physicians, and internal departments regarding claims, leaves and accommodations. Deliver education and training sessions to managers and staff on accommodation protocols, disability management procedures, and legislative obligations such as AODA, duty to accommodate and leave of absences. Collaborate with departments across the organization to ensure a coordinated and informed approach to accommodation and return-to-work planning. Deliver one-on-one coaching to managers on how to identify early signs of disability and intervene constructively. Provide updates and insights on disability and accommodation trends to inform HR strategy and future policy updates.

Other Functions:

Develop and maintain positive working relationships with internal teams, healthcare providers, insurance representatives, and external consultants. Support the creation of training materials and presentations related to disability management and return-to-work processes. Contribute to continuous improvement initiatives to enhance program effectiveness, service delivery, and employee experience. Attend staff meetings and participate in cross-functional committees as required. Contribute to internal policy reviews on related topics such as sick leave, medical documentation requirements, and workplace flexibility. Perform other related duties as assigned by the Manager of Human Resources and/or the Director of Human Resources.

WORKING CONDITIONS

:




The work environment of this position is subject to high stress, interruptions, work-related concerns of employees, and a degree of interaction with employees who may be frustrated and/or upset. Must have the ability to take direction, prioritize and work independently, coping with many demands and time restraints. Attention to detail is critical. Must maintain confidentiality.

WORKING RELATIONSHIPS:

With the Human Resources Director



Receives support, direction, and guidance as required.



With the Human Resources Manager



Reports directly to the Human Resources Manager.


Receives support, direction, and guidance.



Discusses plans, priorities and interactions to ensure tasks are done efficiently and effectively; receives instruction and supervision.



With all Employees



Supports employees through the accommodation process with compassion and integrity, ensuring their dignity and privacy are upheld.





With Committees



Provide technical support and act as a resource. Provide information and assistance.



With Government Ministries, Departments & Agencies



Must work in a cooperative, professional, and courteous manner.



With Legal and External Consultants



Collaborate as needed on complex accommodation cases or when clarification is required regarding legislative interpretations or human rights matters.



With the Community



Represents and promotes SNGR and the Human Resources Department in a courteous, cooperative and professional manner, provides information and assistance. To promote the image of Six Nations Community and SNGR in good faith through responsible professional conduct.

KNOWLEDGE AND SKILLS

:

Minimum Requirements

:




University Degree in Human Resources, Occupational Health and Safety (Disability Management) or related field with two (2) years of current work-related experience in disability/claims management and workplace accommodations.

OR

Diploma with a concentration on Human Resources Management, Occupational Health and Safety (Disability Management) with three (3) years of current work-related experience in disability/claims management and workplace accommodations.

OR

A combination of Disability Management & Rehabilitation related education/courses and/or Disability Management & Rehabilitation related work experience that is equal to 5 years.




Certified Disability Management Professional (CDMP) or Certified Disability Management Specialist (CDMS) or willing to obtain. Must be self-motivated; ability to consult, coach, guide, and facilitate employees, supervisors and managers. Must have a working knowledge of Microsoft Office and Human Resource Information System (UKG would be an asset). Favourable police record check.

Other Preferred Requirements

:

Completion of courses under the National Institute for Disability Management and Rehabilitation (NIDMAR). Must have strong case management skills for complex disability and accommodation cases, including the ability to anticipate, analyze, and advise on issues, generate solutions, and recommendations, and formulate effective return to work and accommodation plans. Must have the ability to analyze and solve problems to recommend solutions. Must have experience in return to work and in the development, promoting, implementing, and evaluating best practices in short-term and long-term disability management. Strong understanding of confidentiality protocols and ethical handling of employee medical information. Must have excellent organizational, written and verbal communication skills Must demonstrate trustworthiness, reliability, and the ability to instill confidence in others during sensitive discussions Current knowledge and sensitivity to Indigenous issues.

IMPACT OF ERROR:

Errors in judgment, decision-making, or handling of disability and accommodation cases can result in misinformation, reputational harm, loss of trust, and potential legal liability for SNGR. Inaccurate documentation or poor handling of sensitive situations may lead to grievances, non-compliance with human rights obligations, and negative employee relations outcomes.

CONTROLS:

The AAP works within the administrative policies and procedures established by SNGR and follows relevant federal and provincial legislation, including the Canadian Human Rights Act, Ontario Human Rights Code, Canada Labour Code, and the Accessibility for Ontarians with Disabilities Act (AODA).