Manager - HR Operations

Human Resource

1.0 FTE, 8 Hour Day Shift

At Stanford Children's Health, we know world-renowned care begins with world-class caring. That's why we combine advanced technologies and breakthrough discoveries with family-centered care. It's why we provide our caregivers with continuing education and state-of-the-art facilities, like the newly remodeled Lucile Packard Children's Hospital Stanford. And it's why we need caring, committed people on our team - like you. Join us on our mission to heal humanity, one child and family at a time.

This paragraph summarizes the general nature, level and purpose of the job.

As the Manager, HR Operations, you will oversee various aspects of the company's HR operations, including onboarding, policy interpretation, and handling employee and manager inquiries through our ticketing system for tier 1 HR and Payroll questions. You will play a crucial role in ensuring the well-being and connectivity of our employees to programs and resources, with a focus on creating positive experiences at every step of the employee journey. This role is essential to maintaining compliance and ensuring employee data is diligently kept. You must be able to thoughtfully collaborate with and properly intersect work responsibilities with team members across our HR and Payroll Organization. The team is also responsible for ensuring transactions made in our HR Systems (e.g., Workday, SmartRecruiter) are correct and follow union CBA guidelines when necessary.
In addition to driving and executing business objectives, the manager provides guidance and leadership to a dedicated supervisor and team of Onboarding Coordinators and HR Operations representatives.

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.

• Manage and direct the work of a team responsible for the operational delivery across a broad range of critical employee life-cycle experiences such as employee inquiries, onboarding, payroll questions, performance management, employee movements, and offboarding.

• Act as the primary escalation point to help solve both day-to-day and more complex operational problems, as well as the primary point person for partnering on projects and initiatives across the organization.

• Accountable for the integrity of all employee data in Workday and within employee files

• To determine new hire clearance based on data from background checks, carefully review the reports, assess the candidate's qualifications and any red flags, and ensure compliance with relevant laws and company policies.

• Ensure a comprehensive grasp of the Adverse Action process at both the federal and California state levels to navigate compliance requirements effectively.

• Along with the Dir, HR Operations, creates, maintains the HR Operations strategy, vision and roadmap to meet the operational needs of the hospital. Ensures efficiency of HR Operations and transaction processes.

• Establish standards and procedures for handling employee questions, transactions and administration of programs. Develops and maintains HR Operations business processes (SOPs) and documentation.

• Identifies methods to measure the success of the deliverables of the HR Operations Center based on industry best practices.

• Responsible for the development, ongoing maintenance and continuous improvements of the HR Operations systems and processes and other related technology to ensure streamlined communications within and throughout the HR department.

• Leads process improvement initiatives and ensures ongoing maintenance and continuous improvement of the administrative business processes of human resources.

• Ensures accurate filing of employee-related information in the electronic filing system and accurate manual entry of employee-related data into the HCM system. Responsible for compliance with Federal, State, and local rules, laws, and regulations concerning maintaining employee personnel records.

• Oversees designated implementation projects, managing resources, dependencies, timelines, cross-project issues, testing, and quality assurance of completed work.

• Manages resource requirements and assesses the financial implications of decisions.

• Monitors, measures, and ensures customer satisfaction and service quality in adherence to HR Operations Customer Service Level Agreements.

• Develop business partner and other HR leader relationships with various HR functions and other departments to leverage and support HR Operations. Proposes solutions to meet the needs of HR, managers, employees, applicants and other HR stakeholders.

• Provides strategic thought leadership to a team of Supervisor, HR Coordinators, and HR Representatives. Identifies training needs and coordinates with appropriate resources to develop and conduct programs to train staff.

• Performs management functions by interviewing, selecting, and providing training for new staff; by approving or disapproving recommendations from subordinate staff on personal actions; by evaluating subordinates' performance; by hearing and resolving employee grievances; and by determining the need for and initiating disciplinary action to ensure adequate and competent staffing for the agency, program, division, or institution.

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 field/discipline from an accredited college or university

Experience: Five (5) years of experience in HR Operations including 3 years at a supervisory level

License/Certification: None required

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.

• Competency with HRIS applications, preferably Workday and ServiceNow for HR

• Strong knowledge/experience in HR strategies, operations, policies, procedures, and compliance

• Knowledge of process improvement methodologies to streamline HR operations and enhance efficiency.

• Ability to manage complex projects and resources (people, costs, and time) across multiple departments.

• Capacity to adapt to changing business needs, technologies, and regulatory requirements.

• Ability to collaborate effectively with cross-functional teams and stakeholders to achieve shared objectives.

• Capacity to make timely and informed decisions, considering both short-term and long-term implications.

• Ability to empathize with employees and understand their perspectives, fostering trust and engagement.

• Ability to handle pressure and setbacks, maintaining focus and composure in challenging situations.

• Knowledge of local, state and federal regulatory requirement related to the functional area.

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.

Pay Range

Compensation is based on the level and requirements of the role.

Salary within our ranges may also be determined by your education, experience, knowledge, skills, location, and abilities, as required by the role, as well as internal equity and alignment with market data.

Typically, new team members join at the minimum to mid salary range.

Minimum to Midpoint Range (1.0 FTE): $125,507.20 to $166,472.80

Equal Opportunity Employer