SDG&E is an innovative San Diego-based energy company that provides clean, safe and reliable energy to better the lives of the people it serves in San Diego and southern Orange counties. The company is committed to creating a sustainable future by providing its electricity from renewable sources; modernizing natural gas pipelines; accelerating the adoption of electric vehicles; supporting numerous non-profit partners; and, investing in innovative technologies to ensure the reliable operation of the region’s infrastructure for generations to come. SDG&E is a subsidiary of Sempra Energy (NYSE: SRE).

Our highly trained and responsive employees with their diverse skills, talents and ideas are the reason we can deliver on our commitment and are building America’s best energy company. They are also the reason why we have been recognized with the industry’s most coveted awards. Our employees undertake challenging work and receive highly competitive compensation and benefits. As one of the region’s largest employers, we’re always searching for talented and bright people to join our team. After all, it takes the best to build the best. Learn more about benefits HERE.

Diversity and inclusion are core values of SDG&E. Empowering our employees to be their whole selves at work is our competitive advantage. This is where new ideas come from and meaningful collaboration gets an authentic start. By bringing together people with different perspectives, diverse backgrounds and real commitment to their own individuality, we have built a stronger business. Learn more about our commitment to diversity and inclusion HERE.

For more information, visit SDGEnews.com or connect with SDG&E on Twitter (@SDGE), Instagram (@SDGE) and Facebook.


Primary Purpose
Acts as liaison between Employee Care Services (ECS), business lines and employees requiring initiation and ongoing interaction related to the reasonable accommodations process under the Americans with Disabilities Act (ADA), ADA Amendment Act (ADAAA) and the State of California Fair Employment Housing Act (FEHA). Audit self-insured and self-administered workers’ compensation, sickness, and leaves of absence to ensure compliance with applicable regulations, procedures, policies, industry best practices and Company benefit plans. Analyze and interpret historical data, identify trends, develop and conduct training, stay abreast of changing regulatory requirements.


Duties and Responsibilities

–  Administer and coordinate the return-to-work programs, including limited duty, temporary modified/transitional work, reasonable accommodations and/or alternate work plans. Advise on company policy, reasonable accommodations obligations and office procedures of new strategies for successful implementation of the return-to-work programs. Determines whether an employee has a physical or mental impairment which rises to the level of a qualified disability. Facilitates return to work plan, educates supervisor; ensures compliance with company policies, plans and federal/state regulations. Act as a resource throughout the organization for policies, practices and procedures regarding absence management. Develop and provide training and coaching to regarding leave and return to work processes.
–  Provide consultation services related to the interactive process and facilitate reasonable accommodations on an individualized basis under the ADA, ADAA and FEHA or applicable company policies. Monitor claims administration compliance through regular reoccurring claim file reviews. Critically assesses, troubleshoots issues, seeks to remove barriers before/during/after a leave or accommodation event.
–  Audit workers’ compensation, disability, sickness benefits, and pregnancy injury/illness claims for compliance with mandated law, and company requirements while complying with confidentiality laws, regulations and policies regarding employee and company information. Review and analyze monthly management reports to identify possible deficiencies and/or areas of improvement.
–  Review and monitor local, state and federal regulations to develop performance standards and revise policy and procedures. Provide recommendations on how to review and audit claims in compliance with all rules, regulations and reporting requirements of the Labor Code, Division of Workers’ Compensation, Self-Insurance Regulations, Occupational Safety and Health Administration (OSHA), other administrative laws, and industry best practices.
–  Draft, update and maintain benefits correspondence, letters and notifications for statutory compliance.
–  Evaluate and develop program and process improvements recommendations through best-practice research, benchmark programs to develop effective process research, provide training to claims staff, collect and analyze process data to initiate, develop and recommend business practices and procedures that focus on enhanced productivity and reduced costs. Analyze and measure the effectiveness of existing business processes. Determine how new information technologies can support re-engineered business processes.
–  Analyze and interpret historical data, identify trends, develop and conduct training.
–  Develop job descriptions, job analysis, identify essential and non-essential job functions to assist in return-to-work efforts.
–  Perform other duties as assigned.


Required Qualifications:

–  6 years – Experience as a California workers’ compensation claims examiner with litigation experience
–  Thorough knowledge of Self-Insurance regulations, Case Law, Labor Code and California Code of Regulations
–  Knowledge of applicable regulations such as FMLA, CFRA, FEHA, ADA and ADAA
–  Strong verbal and written communication skills
–  Strong analytical and interpretive skills Intermediate
–  Strong persuasive, negotiation, and conflict resolution skills
–  Strong organizational skills to meet heavy workload and effectively manage multiple demands
–  Strong problem solving, time management, and priority setting skills
–  Knowledge of Microsoft Software and related systems applications
–  Ability to maintain confidential information and materials
–  Must have strong teamwork skills
–  Must reside in Southern California or be willing to relocate upon hire
–  We offer a hybrid work environment. Although the schedule may vary, typically this will allow you to work from the office two to three days per week and work remotely on the remaining workdays

Preferred Qualifications:

–  California Self-Insured Administrator’s Certificate
–  California Workers Compensation Claims Administration (WCCA) certification
–  California Workers Compensation Claims Professional (WCCP) certification
–  Certified Professional Disability Management (CPDM) certifications
–  Professional in Human Resources (PHR)
–  Senior Professional in Human Resources (PHR)
–  4 years Experience auditing California workers’ compensation claims as a supervisor or auditor
–  4 years Providing guidance on workers’ compensation, disability plan, accommodations, and leave of absence
–  Working with unions and labor relations experience
–  Knowledge of applicable regulations such as FMLA, CFRA, FEHA, ADA and ADAA


All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability or protected veteran status.


Work Schedule
HYBRID: Work a combination of onsite and remote days each week, typically 2-3 days per week.


Salary Range
$81,600.00 – $122,400.00

Total Rewards Philosophy
Note: SDG&E strives to ensure that employees are paid equitably and competitively. Starting salaries may vary based on factors such as relevant experience, qualifications, and education.

SDG&E offers a competitive total rewards package that goes beyond base salary. This position is eligible for an annual performance-based incentive (bonus) as well as other merit-based recognition. Company benefits include health and welfare (medical, dental, vision), employer contributions to retirement benefits, life insurance, paid time off, as well as other company offerings such as tuition reimbursement, paid parental leave, and employee assistance programs.