Role Description The Accommodation Specialist is responsible for administering and managing employee ADA and leave programs, ensuring compliance with federal, state, and company policies. This role serves as the primary point of contact for employees requesting leave and works closely with HR, payroll, and management to ensure a smooth and compliant ADA and leave process. Essential Duties/Responsibilities: - (95%) ADA and Leave Administration - Manages the full lifecycle of ADA accommodation requests from intake through resolution. - Conducts and documents the interactive process with HRBPs, employees, and managers. - Partners with ADA administrator to review medical documentation and determine eligibility for accommodations. - Partners with HR, legal, and management to assess reasonable accommodations and undue hardship. - Coordinates workplace accommodation (e.g., modified duties, schedules, assistive equipment). - Communicates with HRBPs and employees regarding eligibility, rights, responsibilities, and leave status. - Monitors ADA leave durations and follows up on extensions, recertifications, and return documentation. - Tracks and maintains accurate case records in HRIS or case management systems. - Ensures ongoing enterprise-wide compliance with ADA/ADAAA, PWFA, Title VII, and state and local accommodation requirements. - Collaborates with Leave of Absence and Benefits teams regarding overlapping cases (e.g., FMLA, disability leave, and workers’ compensation). - Leads and advises on return-to-work and stay-at-work strategies, including job modification, transitional duty, and phased returns. - Designs and implements process, policy, and workflow improvements to improve efficiency, consistency, and associate experience. - Contributes to and influences accommodation-related policies, guidelines, manager toolkits, and training development. - Serves as an internal advocate and educator, promoting organizational awareness of accommodation obligations, inclusive practices, and shared accountability. - Maintains strict confidentiality of sensitive employee and medical information. - (5%) Completes other tasks and projects as assigned. Qualifications - Bachelor’s degree in human resources, Business Administration, or related field (or equivalent experience). - 2–4+ years of experience in ADA case management, HR, employee relations, or leave administration. - Demonstrated expertise in multi-state accommodation compliance, interactive process best practices, and emerging accommodation laws. - Experience in interpreting medical documentation. - Experience with HRIS systems and case management tools. - Professional certification such as SHRM, PHR, or CLMS certification strongly preferred. Benefits - Competitive compensation program to attract, retain, and motivate a high-performance workforce. Company Description Lumexa Imaging is one of the country's largest providers of outpatient medical imaging. With over 5,000 team members and more than 185 outpatient imaging centers across 13 states, our team conducts more than 4 million outpatient studies annually. We are the partner of choice for health systems and radiologists, delivering best-in-class clinical excellence, operations, and state-of-the-art technology across our platform.

Role Description The Senior Human Resources Business Partner (Sr. HRBP) serves as a strategic advisor to leaders and a trusted partner to the business. This role aligns HR strategies with organizational objectives to drive business performance, strengthen leadership capability, and enhance employee engagement. The Sr. HRBP provides consultative support across: - Talent management - Organizational effectiveness - Employee relations - Workforce planning - Change management Qualifications - Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred. - 7+ years of progressive HR experience, including experience as an HR Business Partner. - Professional HR certification (e.g., SHRM-SCP, SPHR) preferred. - Experience in the Healthcare industry preferred. - Experience in M&A integrations is highly valuable. Requirements - Partners with leadership to develop and execute HR strategies that support business goals. - Participates in business planning discussions, providing insights on workforce trends, talent needs, and organizational design. - Serves as a trusted advisor and coach to leaders on performance management, leadership effectiveness, and team development. - Participates in cross-functional project teams that are responsible for planning and executing HR initiatives as needed. - Leads talent assessment, succession planning, and high-potential development initiatives. - Supports workforce planning, in partnership with Talent Acquisition team, to ensure the right talent, structure, and capabilities are in place. - Partners with Talent Acquisition to align hiring strategies with business needs. - Provides guidance and resolution support on complex employee relations matters. - Conducts investigations and ensures appropriate documentation and follow-through. - Ensures compliance with federal, state, and local employment laws and company policies. - Remains current on all industry-related regulations and human resources best practices. - Manages proper record-keeping processes ensuring administrative compliance. - Leads and supports change initiatives, including restructures, integrations, and culture transformation efforts. - Analyzes engagement survey results and partners with leaders to develop and execute action plans. - Delivers training and coaching for leaders related to effective ways to foster career development, inspire and develop employee motivation and engagement, employee relations, communication, performance expectations, applicable labor laws, as well as how to discuss employee performance and to recognize exemplary service. - Partners with leadership to support employee engagement survey process, action planning, and ongoing engagement activities that drive top talent retention. - Provides input into the development and updating of company policies, as needed. Benefits - Competitive compensation program to attract, retain, and motivate a high-performance workforce. Company Description Lumexa Imaging is one of the country's largest providers of outpatient medical imaging, with over 5,000 team members and more than 185 outpatient imaging centers across 13 states. Our team conducts more than 4 million outpatient studies annually and is the partner of choice for health systems and radiologists, delivering best-in-class clinical excellence, operations, and state-of-the-art technology across our platform.

• Provide day-to-day HR support across employee lifecycle activities including onboarding, offboarding, and employee changes • Serve as a primary point of contact for employee inquiries related to HR policies, payroll, and benefits • Support employee relations matters by providing guidance and escalating more complex issues as needed • Maintain accurate employee data in HRIS systems and ensure data integrity across platforms • Support and coordinate payroll processing, including salary, bonuses, commissions, and benefits-related changes • Partner with Finance and external providers to ensure payroll accuracy and timely processing • Review payroll data for discrepancies and assist in resolving payroll-related issues • Ensure compliance with federal, state, and local payroll tax regulations and wage laws • Maintain payroll records and support payroll audits and reporting • Support benefits administration including open enrollment, employee changes, and responding to employee questions • Assist in processing compensation changes, new hires, terminations, and required documentation (e.g., I-9s) • Support employee and manager self-service functionality within HR systems • Generate and maintain HR and payroll reports, including general ledger and compliance reporting • Support HR-led projects, including the transition and implementation of a new HRIS system • Assist in migrating employee data across systems, ensuring accuracy and data integrity across payroll, benefits, and employee records • Help coordinate employee communications, training, and change management efforts related to new HR systems, policies, and processes • Assist in maintaining HR policies, procedures, and documentation • Ensure compliance with employment laws and internal policies

• Design, lead, and execute a multi‑year People Strategy aligned with commercial growth plans • Build capability roadmaps for commercial excellence, leadership depth, culture evolution, and talent quality • Translate global COE programs into regionally relevant execution plans • Establish clear expectations, goals, and accountability rhythms with the client groups • Strengthen manager capability in coaching and execution and drive culture and engagement initiatives • Upgrade talent quality and build leadership pipeline • Lead talent reviews and succession planning • Lead organisational design efforts • Drive workforce planning • Build, buy, or borrow capabilities required to deliver business plans • Orchestrate results delivery of global COEs and regional HR service delivery teams • Provide strong influence and challenge to leaders where needed