Director - Benefits & HR Operations (1.0 FTE, Days)
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.
The Director of Benefits and HR Operations over sees 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). Provides leadership and direction in the development and expansion of the HR Operations Center to ensure that programs and services continue to reflect the needs of the organization and employees. Directs the operations of all departments (Benefits and HR Operations) including vendor relations, contract negotiations, system design and development, maintenance and administration and delivery of services. Responsible for various reporting related to regulatory and/or other annual reporting related to benefit and plan design.
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.
- Develops, recommends, and installs approved, new, or modified plans and employee benefit policies, and supervises administration of existing plans. Supports the development and execution of the organization’s benefits strategy; partners with vendors to develop programs that are cost effective and in line with current benefits trends.
- Evaluates new programs and market trends. Assesses the competitiveness of all programs and practices against industry standards and comparable organizations. Conducts regular benchmarking to ensure that our benefit programs are competitive.
- 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. Provides the tactical strategy to implement new benefits programs and ensure efficient ongoing operations of existing programs.
- Leads and manages the design and administration of all employee benefits programs, policies, and procedures including developing benefits strategies and recommendations based on hospital needs and/or regulatory changes. This includes Absence management, transitional Return to Work program and interactive process.
- Evaluates and recommends updates to Plan Documents and Summary Plan Descriptions, benefit summaries, new hire orientation and open enrollment materials, and ongoing marketing/educational materials.
- Manages and develops the performance and behavior of team through establishing expectations, performance standards, and ongoing coaching/feedback. Mentors, develops, and grows the HR Operations and benefits function to ensure a high level of customer service.
- Manages policy development, administration, and record-keeping of health and welfare plans, 401(k) plan, and leaves. Ensures compliance related to required communications, employee participation and testing. 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.
- Collaborates with Executive Director and Chief Human Resources Officer to prepare, analyze, and present budget and get programs approved.
- Manages department budget and expenses by reviewing plan design objectives, utilization trends, expense projections and recommending alternative options to Human Resources management.
- Develops evolving HR Operations program delivery model to ensure meeting goals of the organization.
- Negotiates contracts for services and programs with outside vendors/brokers to obtain cost-effective, maximum coverage for employees for all areas of responsibility. Selects and manages benefit vendors and the relationships to ensure optimum efficiency. Manages relationships with outside vendors to ensure plan documents are properly administered, maintained, and updated and contracts are effectively administered
- Ensures compliance with state and federal regulations including, but not limited to, ERISA, FLSA, FMLA, and HIPPA.
- Provides data in support to Legal Teams during labor negotiations as it relates to benefits and plan design.
- Develops and maintain the data integrity and security protocols across the HR systems portfolio including regular audits for compliance. Ensures the integrity and timeliness of all business rules and data. Ensures that all departmental reporting requirements are defined and met.
- Manages relations with brokers, vendors, consultants, and regulatory agencies. Evaluates vendor performance, provides improvement feedback, and makes changes as necessary.
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: Seven (7) years of progressively responsible and directly related work experience including three (3) years of management responsibility.
- Licensure/Certification: None Required.
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.
- Knowledge of benefits plan administration including retirement, health and welfare plans.
- Knowledge and understanding of actuarial concepts, and actuarial analysis used to develop rate levels, algorithms, pricing strategies and changes.
- Knowledge of current ERISA, IRS, DOL, COBRA, ACA and HIPAA regulations to ensure compliance of retirement, health and welfare plans.
- Strong quantitative, and analytical skills and ability to generate, analyze and synthesize data and reports.
- Strong business acumen with knowledge of the financial and economic drivers of the overall business and benefit plans.
- Ability to explain, apply and understand of analysis techniques, benefit plan design and employee benefit laws.
- Ability to identify, design and administer plans that support strategic goals and attract, reward and retain talent.
- Ability to effectively collaborate with Union leadership and proven experience in managing complex employee relations
- 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.
- 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.
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. 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