Job Description

General Information

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Work Location: Los Angeles, CA, USA
Onsite or Remote
Flexible Hybrid
Work Schedule
Monday - Friday 8 a.m. to 5 p.m.
Posted Date
12/12/2025
Salary Range $70900 - 145200 Annually
Employment Type
2 - Staff: Career
Duration
Indefinite
Job #
24550

Primary Duties and Responsibilities

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Under the direction of the Workers’ Compensation Analyst and department manager, the Workers Compensation and Modified Duty Coordinator will the process of safely and efficiently returning employees to work following occupational or non-occupational injuries or illnesses. This role serves as the central point of contact between employees and supervisors, ensuring compliance with temporary accommodations, PWFA, workers’ compensation, and organizational policies.

Key Responsibilities:

• Coordinate return-to-work programs for employees recovering from occupational and non-occupational injuries or illnesses.
• Serve as the primary liaison between employees and supervisors to ensure clear communication and compliance.
• Review medical documentation and verify work restrictions.
• Develop and monitor Transitional Work Assignments (TWAs) and modified duty plans in alignment with temporary accommodation, PWFA, and workers’ compensation requirements.
• Maintain accurate case documentation, timelines, and compliance records for audits and reporting.
• Educate managers and employees on return-to-work policies, procedures, and legal obligations.
• Track progress and follow up on cases to ensure timely resolution and employee well-being.

Salary Range: $70,900 to $145,200 annually

Job Qualifications

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• Bachelor’s degree in business, social sciences, related field or equivalent combination of education and experience
• 3-years of Human Resources experience
• HR Certifications and or Workers’ Compensation and/or Disability Management Certification preferred
• Experience in a case management systems
• Experience in assisting employees with questions about workers’ compensation
• Knowledge of workers’ compensation regulatory forms

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.