Manager - HRIS & Analytics - Human Resources (1.0 FTE, Days)
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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.
Job Summary
This paragraph summarizes the general nature, level and purpose of the job.
The HRIS Manager provides leadership and strategic direction. The incumbent designs, develops, and implements HR Business Center and HRIS policies and procedures based on hospital goals and objectives. The position is responsible for system integration, security administration, and business process design. This role takes initiative to lead all aspects of HR integration work and collaborates with HR COE’s, HR Leaders, HR Operations, and HR Business Partners, as well as Finance, Technology Process Owners, and External Partners, Contractors and Vendors. Acts as liaison with the HR, Payroll, and IT teams to provide support for technology and reporting. Facilitates change management and system adoption, assisting with end-user documentation and/or training as needed. Develops, maintains, and produces management and statistical reports. In addition to driving and executing business objectives, the incumbent will provide guidance and technical and career development leadership to a talented team of analysts.
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. 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 Service Standards of the Hospital(s).
Acts as HRIS functional expert and works closely with IT on customizations and system enhancements.
Assists with upgrades to HRIS including customizations, modification, testing and production.
Develop synergies between HCM system and other business systems. Protect and maintain security and confidentiality of information and systems.
Builds strong operational HR practices by leading and managing the execution of HR Business Operational strategies, HR processes, and guidelines.
Coordinating with functional and technical staff, lead system-related projects and initiatives (such as new releases/updates, adoption and implementation of new functionality, and business process configuration changes) in HR, including planning, implementation, review and testing prior to go-live.
Create, update, and maintain documentation for new processes and enhancements made to existing processes, roles, and tools.
In partnership with the Analytics team, develop and maintain relevant human capital and HR metrics to ensure alignment of the design of HR program with organizational objectives and track progress against HR’s strategies
Manages the presentation of People analytics, trending updates and customized reports on a regular basis to Senior Leadership.
Identifies training needs and coordinates with appropriate resources to develop and conduct programs to train staff.
Serves as liaison with the IT and payroll departments on shared technical issues.
Maintains the HR Process and Systems strategy, vision, and roadmap to meet the operational needs of LPCH.
Responsible and accountable for HR CRM, including maintaining knowledge base and metrics.
Researches integration failures, perform root cause analyses, and reports back to management and business leaders. Develop plans to mitigate and avoid future system issues. Works directly with internal customers and third-party vendors to provide technical support, research, troubleshoot, and resolve integration issues promptly.
Serves as SME to provide expert higher level Tier support for HCM Integration and Reporting needs
Collaborates with IS and Payroll stakeholder to ensure that custom reports, dashboard, metrics and analytics is available for CRM
Monitors, measures and ensures customer satisfaction and service quality in adherence to HRIS Customer Service Level Agreements.
Oversees all implementation projects, managing resources, dependencies, timelines, cross-project issues, testing and quality assurance of completed work.
Minimum Qualifications
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: 5 years of progressively responsible and directly related work experience including 2 years in a supervisory capacity.
License/Certification: None required.
Knowledge, Skills, and 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.
Experience leading, motivating, managing, and influencing others.
Ability to identify customer business requirements and develop solutions or alternative within the capabilities of the available hardware/software applications/systems.
Ability to manage complex projects and resources (people, costs, and time) across multiple departments.
Ability to mediate and resolve complex problems and issues.
Ability to provide leadership and influence others.
Self-starter who quickly learns new business processes, new systems, and tools.
Exceptional project management, problem-solving, and analytical skills.
Ability to understand and use information technology to drive process changes.
Knowledge of design, development and functionality of information Human Resource systems and related software applications and knowledge of call center administration principles and practices.
Solid understanding of the underlying relationships between HR systems and other business processes/objectives.
Outstanding interpersonal, communication, and presentation skills; demonstrated ability to present complex technical and function information in a clear and concise manner.
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): $134,888.00 to $178,869.60
Equal Opportunity Employer
