Assistant Director-Benefits HRIS & Operations (1.0 FTE, Days)

Category: Human Resources
Job Type: Full-Time
Shift: Days
Location:  Menlo Park CA 94025
Req: 8585
FTE: 1

Human Resource

1.0 FTE, 8 Hour Day Shifts

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.

Job Summary

The Assistant Director of Benefits, HRIS and HR Operations oversees and manages all aspects of health, welfare and pension /403(b) benefit programs, plan administration, vendor management, compliance and policy development for Lucile Packard Children’s Hospital Stanford (LPCHS).  Directs the development and expansion of the HR Operations to ensure the programs and services continue to reflect the needs of the organization and employees. Provides leadership and direction in the development, maintenance and enhancement of the Human Resource Information System (HRIS) to meet the needs of LPCHS Human Resource and client departments.


Essential Functions

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 required by positions in this job classification. Specific duties and responsibilities may vary depending on department or program needs without changing the general nature and scope of the job or level of responsibility entailed.

  • Partners in the development of strategic plans and leads improvements to LPCHS’ benefits and HR Operations programs that deliver competitive and innovative offerings to the employee population.

  • Develops evolving HR Operations program delivery model to ensure meeting goals of the organization.

  • Manages department expenses by reviewing plan design objectives, utilization trends, expense projections and recommending alternative options to Human Resources management.

  • May negotiate contracts for services and programs with outside vendors/brokers to obtain cost-effective, maximum coverage for employees for all areas of responsibility.

  • Directs the operations of all departments (Benefits, HRIS, HRBC) including vendor relations, contract negotiations, system design and development, maintenance and administration and delivery of services.

  • Ensures HRIS processes are seamlessly integrated with other HR functions and the Information Management group to ensure the effective use of HRIS reporting and functionality.

  • Ensures the integrity and timeliness of all business rules and data. Ensures that all departmental reporting requirements are defined and met.

  • Works with Director and Chief Human Resources Officer to prepare, analyze, and present budget and get programs approved.

  • Manages policy development, administration, and record-keeping of health and welfare plans, 401(k) plan, and leaves. Ensures compliance with all federal, state, and local benefit laws and regulations. Keeps leadership informed of new developments and disseminate the information as necessary.

  • Works closely and collaboratively with Finance, Payroll, and Legal to ensure that audit and applications regulation (i.e. SOX) requirements are met.

  • Manages relations with brokers, vendors, consultants, and regulatory agencies. Evaluates vendor performance, provides improvement feedback, and makes changes as necessary.

  • Accountable for performing all functions related to supervising a staff including interviewing and hiring, training and coaching, evaluating performance, approval personnel actions such as pay increases, promotions, transfers and/or taking disciplinary action etc.

Minimum Qualifications

Education: Bachelor’s degree in a work-related field/discipline from an accredited college or university.

Experience: Five (5) years of progressively responsible and directly related work experience including 3 years of management responsibility.

Licensure/Certification: None Required.

Knowledge, Skills, and Abilities

  • Ability to effectively collaborate with Union leadership and proven experience in managing complex employee relations

  • Knowledge of benefits plan administration including retirement, health and welfare plans.

  • Knowledge of local, state and federal regulatory requirements related directly to areas of functional responsibility and HR.

  • Knowledge of principles and practices of organization, administration, fiscal and personnel management.

  • Knowledge of HRIS functional operations, business systems and processes.

  • Ability to identify, design and administer plans that support SUMC’s strategic goals and attract, reward and retain talent.

  • Ability to direct and manage the development and implementation of projects and processes for high impact programs and communications.

  • Ability to provide leadership and influence others.

  • Ability to understand and use information technology to drive process changes.

  • Ability to mediate and resolve complex problems and issues.

  • Ability to foster effective working relationships and build consensus.

  • Ability to speak, read, write, and understand English effectively at a level appropriate for the safe and effective performance of the job.

Physical Requirements

The physical demands described are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical Demands: Physical requirements are consistent with those for sedentary work, which involves sitting most of the time, but may involve walking or standing for periods of time.



Equal Opportunity Employer

Lucile Packard Children’s Hospital Stanford strongly values diversity and is committed to equal opportunity and non-discrimination in all of its policies and practices, including the area of employment. Accordingly, LPCH does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, or disability, or the perception of any of the above. People of all genders, members of all racial and ethnic groups, people with disabilities, and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements, and where applicable, in compliance with the San Francisco Fair Chance Ordinance.