Our Mission: “We improve people’s lives by making
technology and entertainment products affordable and
easy to use.”
Job Description
A. Job History:
Job Title:
Disability Coordinator
Department:
Reports To (Title):
Date Job Created:
Created By:
Last Date Revised: 01/19/2010
Revised By:
Jodi Julseth
Labor/Wage Code:
Exempt
Job Grade:
Nonexempt
Bonus Eligible Y
HR USE ONLY
Job Code:
N
Role Summary:
Integrate a disability inclusion focus into policies, practices and procedures which promote and support equality and
diversity. Provide a supportive/consultation role in all areas relating to the employment of individuals with
disabilities, including: recruitment, employee advocacy, facilitation, conducting and analyzing employment-related
accommodation requests, and alternate duty explorations in a timely manner consistent with ADA laws, and
established Best Buy policies and procedures.
The person in this position must have a clear understanding of the organization’s business objectives with the
Diversity strategy in order to devise, integrate and implement processes which will select, develop and retain the
right partners, external and internal.
This focus will be instrumental to develop tactical alliances and strategies through the formulation of networking,
capability leads, and business partners, along with collaborative relationships with employers, community
organizations, and community service providers (e.g. Vocational Rehabilitation) for accommodations, recruitment
and benchmarking of best practices.
B. Key Responsibilities (Essential Functions)
% of
Time
1)
ADA & Risk Management:
 Provides direction in order to mitigate identified risks by partnering with capability leads and
business partners. Sound knowledge of applicable equalities legislation, and ADA. Ensure
appropriate change management efforts are developed and maintained to sustain the
changes.
 Collaborate and provide direction in order to make certain that process is in place for
facilitating accommodation requests and take steps to ensure that all employees are aware
and understand.
 Consultant on casework to identify the essential job functions, extent of restrictions/ and or
abilities to determine whether an employee can perform the essential functions of a position
with or without reasonable accommodation (Americans with Disabilities Act.)
 Partner with Accenture, Hewitt, Legal, Public Relations, Labor Relations, Employee
Relations, Health & Welfare, Loss Prevention, Facilities to ensure they are have the tools in
place to respond to employee inquiries surrounding Best Buy’s position and related risks
(i.e. harassment, discrimination, ADA, ergonomics, etiquette.)
Resource/ Liaison:
2)
Best Buy Company – Job Description Form
10%
40%
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3)
4)

Provide direction and input to the BBY enterprise around internal controls and
resources to comply with the governing documents and processes set by government
and internal Human Resources teams. This includes employee advocacy and
consultation roles.

Disability Cultural competence – research, plans, implements and promotes ongoing
awareness for inclusion practices within the BBY enterprise and outside organizations
like Affinity groups, Associations and non-profits. Understand strategies and best
practices for creating a positive work environment. Conduct environmental scanning
for information regarding changing industry practices, competitive practices, best
practices etc. Drive modification of practices as necessary with changes in workforce
composition and their implications. Build relationship with employers to share in best
practices and benchmarking.
Strategy/ Process Development
25%

Employ project management processes and track project status with projects.

Works with Best Buy vendors (e.g. Accenture and Hewitt) to integrate and build
capabilities that fosters communication/ accessibility to all abilities.

Employee Accommodations – providing direction, information, and analysis. Areas
identified are: recruitment, hiring, training, job assignments, job performance,
attendance, Company-sponsored events, accommodation sourcing and equipment
loaner, vendor management and expense processing.

Promotes strategies to increase culturally appropriate internal and external practices
including employment searches and selections, public relations, strategic planning,
advertising, employee relations and vendor relations.
Communication:
 Works in partnership to develop manager training and hiring program.
 Researches, develops, and communicates trends in disabilities area and awareness
programs; develops informational and promotional materials, such as brochures,
schedules or web pages.
 Responsible for instructional design, curriculum creation skills and adult learning theory
knowledge.
25%
C. Position Impact (optional based on job duties):
1)
Accountable to ensure statutory requirements relating to equality/ workplace inclusions are achieved.
2)
Establish an environment resulting in the fair treatment and inclusiveness of employees and a positive
company reputation.
3)
Provide key insights for Disability awareness, education and recruitment.
4)
Understands and communicates what the current federal and state laws around employment issues and
awareness.
5)
Provide input into accommodation possibilities.
D. Supervisory/Functional Management Requirements - Check only one category below
None
Does not provide work direction or supervision to others.
Lead/Supervisor
Provides work direction, leadership, and training to a number of employees.


Directly supervises
(# of) employees.
Indirectly supervises varies (# of) employees.
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
Supervises an area including:
Manages a function without direct supervision of people (may have budget responsibility):
Manages one group (supervises people & has budget responsibility):
Manages more than one group (supervises other managers & has budget responsibility):
E. Education and Experience
EDUCATION:
Required Preferred; Major / course of study
Years of experience
HS Diploma/Equivalent
+
Associate Degree (2 yr)
+
Bachelors Degree (4 yr)
Bachelors of Arts or Science Degree 3+ years
Advanced Degree
Masters Degree
F. EXPERIENCE:
Mo/Yrs
Describe
3+ years
Employee Relations and diversity related experience preferred. Previous experience in one or
more functional areas of HR or related field, including Recruiting, Compensation, Policy Design,
Labor Relations, Diversity, Performance Management and Career Development, Work-Life
Programs (alternate work arrangements, child/elder care, vendor relationship, etc) or as an HR
generalist/ analyst for a business group
3+ years
Providing accommodation assessment and vocational rehab services to employers
2+ years
Vocational, occupational, or medical case management experience with handling of caseloads.
G. Special licenses, other education, certification or professional association memberships:

Knowledge of federal disability and leave laws required; state disability and leave laws preferred.

Sound knowledge of applicable equalities legislation, including areas of Race, Disability, Sex, Age, Gender,
Religion and Belief, and Sexual Orientation.

Meet multiple and simultaneous deadlines.

Experience working with labor/management issues in work environment.

Demonstrated ability to meet frequent, short-term deadlines; ability to work with individuals at various levels
within an organization, including executive level; to objectively and accurately research, gather and record
information; to remain objective and focused despite the presence of multiple and, at times, conflicting
interests, agendas and viewpoints.

Ability to comply with established processes and procedures.

Proficient MS Software skills: (Word, Excel, PowerPoint)
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H. OPTIONAL: This page can be used to add any job-related details, competencies, technical skills or
other information needed by the business area.
Integrity, Trust & Ethics:
Is widely trusted and can handle confidential matters. Presents the truth in an appropriate and helpful manner.
Adheres to appropriate and effective set of core values during both good and bad times. Helps others to build their
guiding set of core values and beliefs.
Organizational Agility:
Quickly and effectively works formal and informal paths to get things done. Knowledgeable about the culture of the
organization and can anticipate obstacles and outcomes based on organizational history. Must have client
relationship management. Ability to partner effectively with a broad range of internal and external clients.
Decision Quality:
Solid at decision making and easily reaches decisions with positive results. Investigates appropriate alternatives to
solve problems. Helps others achieve a mixture of analysis, wisdom, experience and judgment. Analyzes and
assesses situations effectively and recommends solutions.
Perspective:
Looks toward the broadest possible view of an issue/challenge, recognizing and reviewing all relevant viewpoints of
an issue. Helps others to see and understand the relevance of often overlooked perspectives. Can draw on a
variety of resources, thinking globally and posing future scenarios. Demonstrates thought leadership (ability to
think “out of the box” to bring creative solutions to issues/problems/complaints).
Process/ Project Management:
Develops processes that efficiently achieve required results. Can simplify complex processes and knows how to
organize people and activities. Separates or combines tasks into the most efficient work flow. Ability to analyze,
interpret and manipulate monitoring data and statistics.
Communication:
Excellent listening, oral, writing, negotiating and influencing skills. Ability to display tact and discretion. Ability to
gain trust and build relationships with staff at all levels. Effective communication skills, including diplomacy and
persuasion. Effective presentation skills.
Proactive:
Ability to develop effective working relationships and partner with other linkages to educate colleagues, managers
and employees as appropriate on company’s policies and practices.
Confidentiality:
Understanding of confidentiality issues as is it relates to ER; when things can be kept confidential and when the law
or general business practice requires involving others, strictly on a need-to-know basis. Sensitivity to company
culture.
Team building:
Ability to use techniques, strategies, exercise to build effective teams.
Conflict Resolution:
Must be able to effective resolve conflicts among parties with varying interests, including development of strategies
and models but also able to act as mediator or facilitator. Must also be able to navigate and manage stressful
situations.
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