Contingent Talent Program Manager

Category: Human Resources
Job Type: Full-Time
Shift: Days
Req: 19355
FTE: 1

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 Contingent Talent Program Manager is responsible for contractor onboarding/offboarding, assignment and expenditure management, and data/reporting management. Responsible for supporting the development and evolving contingent workforce program. Manages day-to-day operations of the contingent workforce program to ensure operational excellence in the fulfillment of contingent worker engagements. Provides support for multiple projects, continuous process improvement, cost management, and data analysis.

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 hospital’s policies and procedures, including its Service Standards and its Code of Conduct.

  • Manages the day-to-day operations of the program and process by working with managers and vendors to ensure process and program compliance.

  • Develops and interprets reports to identify trends and problem areas; works closely with partners to understand business.

  • Develops and executes a comprehensive strategy for our contingent workforce management, aligning with organization¿s broader strategic, financial and operational goals. 

  • Prepares and delivers resources and tools utilized to support user adoption of the program. Enhances existing business processes and implements automations in collaboration with various stakeholders to better manage the contingent workforce.

  • Serves as process SME to ensure data accuracy, and facilitate process adoption across the business, while raising process. Collaborates with team members to build and streamline new business processes to improve user experience.

  • Maintains relationships with contingent workforce vendors and vendor contract negotiation.

  • Captures, tracks, and presents key program metrics and scorecards. Conducts root cause analysis and presents solutions to Talent leadership.

  • Identifies areas of risk proactively and partner with compliance teams to drive solutions to mitigate such risks

  • Builds, manages, and as appropriate, distributes documentation of project deliverables, status, learnings, and outcomes; ensures project work progresses.

  • Serves as the primary point of contact, liaison, and escalation for contingent worker inquiries from managers and contingent workforce vendors. Supports all contingent workforce-related processes and escalations.

  • Monitors the effectiveness and efficiency of the contingent workforce program and uses data to highlight issues and recommend solutions.

  • Supports efforts to monitor contingent workforce vendors¿ adherence with operational policies, procedures, and compliance guidelines.

  • Develops and implements systems and business controls to monitor staff compliance; ensures clinics are operating under all applicable standards.

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 related field from an accredited university 

Experience: Five (5) years of progressively responsible and directly related work experience. Prior experience working directly with managed service providers and vendor management systems is preferred.  Staffing Agency experience a plus.

License/Certification: None.

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. 

  • Comprehensive understanding of contingent workforce guidelines and best practices, as well as contingent workforce risk and compliance strategies

  • Ability to use data to identify inefficiencies, help implement process improvements, and drive performance from both internal and external partners.

  • Ability to build out processes/programs.

  • Ability to build trusting relationships with peers and leaders.

  • Demonstrates a passion for process improvement.

  • Skills: Must possess strong prioritization skills, time management skills, and the ability to multitask in a fast-paced environment.

  • Skills: Must possess the ability of excellent attention to detail.

  • Skills: Must possess strong analytical, problem-solving, interpersonal, planning, organizational, and project management skills.

  • Skills: Must possess excellent written and verbal communication skills.

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): $109,532.80 to $145,236.00

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.
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