Analyst, Sr Accessibility + Sales Support

Job Details
Description

Sr. Accessibility Analyst + Sales Support

ABOUT LCI

The mission of LCI is to provide meaningful employment for the blind and visually impaired. We accomplish this in four ways:

EMPLOY: We are one of the largest employers of people who are blind, creating meaningful careers and lasting skills that transform their lives.
BUILD: We create over 2,000 products and distribute thousands more through manufacturing, retail, nationwide distribution, and e-commerce channels.
SERVE: Many of our products are sold directly to the federal government. We were pioneers of “base supply centers,” stores on military bases that employ the blind and visually impaired and provide mission-critical supplies to our nation’s military.
SUPPORT: We want to end blindness forever. To that end, we engage in philanthropic efforts for research into blindness and treatment for the visually impaired.

ABOUT THIS ROLE

The Sr. Accessibility Analyst is responsible for identifying issues through user acceptance testing (UAT) and suggesting potential solutions for accessibility barriers based on the most current Web Content Accessibility Guidelines (WCAG) standards as well as Section 508 and American with Disabilities Act (ADA) requirements.

LOCATION AND SCHEDULE

Remote. Less than 10% travel required.

Monday-Friday 7:30 AM – 4 PM EST

KEY RESPONSIBILITIES

Perform accessibility audits and assessments of digital content, including websites, mobile apps, and documents.
Provide coaching and training for junior analyst and other trainees.
Create and complete Accessibility Conformance Reports (ACR) from a Voluntary Accessibility Template (VPAT) for customer delivery, independently.
Evaluate internal systems for accessibility and usability.
Work with internal development teams to create and maintain accessible content on company websites.
Update and manage personal project tasks.
Conduct accessibility assessment of internal communication, documentation, and digital content.
Perform daily CRM data entries and updates.
Prioritize efforts, meet deadlines, and multitask across an array of projects.
Exhibit strong attention to detail and a commitment to high-quality output.
Remain current on accessibility industry best practices, tools, news, and trends.
Provide support for Sales team includes scorecard, project scoping, and Statement of Work creation.
Produce promotional materials in various formats (Canva, videos, instructional documents).
Ablr website review (content, maintenance, compliance)
Perform other duties as required.

QUALIFICATIONS

Bachelor’s degree in a related field or equivalent work experience.
1-3 years of working knowledge of how to make web content and applications compliant with 508c or WCAG Standards
1-3-year experience conducting manual and/or automated quality assurance testing
Strong knowledge of current Web Content Accessibility Guidelines (WCAG) and Section 508 requirements.
Understanding of assistive technology, including JAWS, NVDA, TalkBack, VoiceOver, and ZoomText.
Basic knowledge of HTML and JavaScript.
Holds the Section 508 Trusted Tester and/or IAAP Certified Professional in Accessibility Core Competencies (CPACC) certifications.
IAAP Web Accessibility Specialist (WAS) certification preferred.
Excellent verbal and written communication skills.
Ability to effectively communicate the complexities of Accessibility to technical and non-technical audiences.
Always maintain professionalism with internal and external stakeholders.

Why LCI?

Purpose-driven company driven by principles, not profit
Reach your highest potential: upward mobility, rewarded through hard work
Competitive salary and compensation
Basic Life Insurance at no cost to the employee
401(k) with match and Surplus-Sharing Plans
Health, Dental, and Vision Insurance
Ten paid holidays annually
Paid Time Off (PTO)
On-site Health and Wellness program
Employee Assistance Program (EAP)

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)