HR Operations Program Manager - Human Resources (1.0 FTE, Days)
Stanford Children's Health - Lucile Packard Children's Hospital
Location: Palo Alto, California
Internal Number: 9867680
1.0 FTE, 8 Hour Day Shift
This paragraph summarizes the general nature, level and purpose of the job.
Reporting directly to the Manager of Talent Acquisition (TA), the HR Operations Program Manager oversees the continuous improvement of talent acquisition initiatives, oversees day-to-day operations and provides direct supervision for the team of the internal talent partner(s). The role requires working with a various multi-disciplinary stakeholder group(s) that focus on the development of sustainable and scalable hiring processes that build best in class practices and creates an exceptional hiring experience. The position is also integral in managing and developing national career and temporary staff programs that promote career pathing. The HR Operations Program Manager is a vital force in motivating the TA team and driving the overall vision and culture of LPCHS. The position manages talent management vendor relationships for both internal and external partnerships; while collaborating with the HR compliance partner to ensure adherence to compliance, process, and policy requirements.
The essential functions listed are typical examples of work performed by positions in this job classification. They are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Employees may also perform other duties as assigned.
Employees must abide by all Joint Commission Requirements including but not limited to sensitivity to cultural diversity, patient care, patient rights and ethical treatment, safety and security of physical environments, emergency management, teamwork, respect for others, participation in ongoing education and training, communication and adherence to safety and quality programs, sustaining compliance with National Patient Safety Goals, and licensure and health screenings.
Must perform all duties and responsibilities in accordance with the hospital's policies and procedures, including its Service Standards and its Code of Conduct.
Manages the non-clinical and internal Talent Acquisition (TA) Partner teams to enhance the overall hiring experience for employees, leadership, human resources information systems, HRBPs, HR Solutions, Integrated Disability Management team and COE and other stakeholders.
Maintains TA metrics and reporting (i.e., time to fill, vacancy rates, candidate experience) to ensure monthly goals are met.
Sets priorities for the team, provides ongoing development support for direct reports and others, and provides opportunities for growth and improvement.
Responsible for ongoing compliance with all current federal, state, and local regulations, policies and procedures, accrediting organization standards, and reimbursement guidelines pertaining to employment laws.
Partners closely with the senior management to understand staffing changes in the organization. Develops strategies and implementation plans to assist with staffing based on client needs.
Maintains and designs TA national and local programs (job fairs, open houses, employee referrals) to promote talent pipeline(s) and enhance organizational metrics including the time to fill, start fill rates, first-year retention, and agency utilization.
Designs and implements talent acquisition programs in support of the strategic initiatives of continuous infusion of new skills and energy into the organization.
Leads technology program integrations and initiatives that enhance TA workflow efficiencies, compliance, and overall hiring practices.
Leverages internal workforce data analytics to identify career paths to optimize diverse talent pools.
Analyzes and implements new operational workflows that rely on data to drive high TA performance within the daily operations across the TA function. Identifies and resolves operational problems.
Co-leads in cross-enterprise change initiatives.
Consistently models and manages the LPCHS Mission, Vision, and Values and the philosophy of customer service and compliance. Adheres to and promotes policies and procedures.
Performs supervisory functions for the assigned area by interviewing and recommending the hiring of new staff members; providing or arranging for training for subordinates; evaluating team performance; and recommending personnel actions such as promotions, transfers, or disciplinary action to ensure adequate and competent staffing.
Maintains, updates departments, policies, procedures, and department workflows.
Responsible for technology integration between vendors, interdepartmental systems, and maintaining documentation for workflows.
Manages the Employee Referral Program, including policies, workflow, and technology and vendor relationships.
Oversees National Professional Events, to include ROI assessment, registration, shipping, collateral inventory, creation of ads, and social media coordination.
Designs and implements temporary staff program to support vendor and hiring managers relationship. Ensures all temporary staff meetings meet all aspects of 'LPCH's onboarding requirements. Acts as an expert to hiring managers, on all aspects of selecting and onboarding a temporary employee, such as pay rates, conversion rates, and on-boarding requirements. Develops a program to ensure women and minority-owned vendors are included in the distribution of orders. Manages vendor contracts.
Develops and maintains a comprehensive temporary staff vendor list by specialty to include DE&I and ensure contract compliance.
Manages Executive Recruitment, including contracts and development of a compressive vendor list.
Any combination of education and experience that would likely provide the required knowledge, skills and abilities as well as possession of any required licenses or certifications is qualifying.
Education: Bachelor's degree in a work-related discipline/field from an accredited college or university.
Experience: Four (4) years progressively responsible and directly related work experience
Knowledge, Skills, & Abilities
These are the observable and measurable attributes and skills required to perform successfully the essential functions of the job and are generally demonstrated through qualifying experience, education, or licensure/certification.
Ability to foster effective working relationships and build consensus.
Ability to mediate and resolve complex problems and issues.
Ability to provide leadership and influence others.
Ability to understand and use information technology to drive process changes.
Knowledge of principles and practices of the organization, administration, fiscal and personnel management.
Knowledge of talent acquisition strategy development, recruitment techniques, and a wide range of sourcing alternatives.
Knowledge of local, state, and federal regulatory requirements related to areas of functional responsibility and HR.
Ability to plan, organize, develop tactical plans and sets priorities.
Ability to supervise, coach, mentor, train, and evaluate work results.
Ability to manage workflow and/or unit productivity.
Physical Requirements and Working Conditions The Physical Requirements and Working Conditions in which the job is typically performed are available from the Occupational Health Department. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job.