Senior Technology Service Partner - Human Resources (1.0 FTE, Days)
Company: Stanford Children's Health - Lucile Packard Childr
Location: Redwood City
Posted on: May 12, 2022
Job Description:
Here you have the potential and support to achieve extraordinary
outcomes for healthier, happy livesThank you for your interest in
career opportunities for current employees. Please note the
following:
- You must be a current employee to use this site.
- Enter your employee ID number and SCH email address to submit
your application.
- You must use your legal name as it appears in AccessHR. 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. Senior HRIS Operations Analyst researches, analyzes,
facilitates the development and maintains human resources business
systems and applications. Partners with internal HR customers to
support the needs of all HR functions as well as customers external
to HR and end users to develop HR Operations solutions. Analyzes HR
Operations system functionality and process workflow challenges and
recommends and implements solutions to streamline operations.
Responsible for HRIS support and resolution within all HR Modules
including troubleshooting questions, processing changes, system
configuration, monitoring integrations, testing, user training,
data analysis, and reporting requests. Monitors existing needs and
develops solutions or facilitates modifications to existing tools
to meet changing requirements. Collaborates with information
technology staff or vendors to resolve program and relate problems.
Assignments are broad in nature usually requiring originality and
ingenuity. 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). Works in conjunction with the HR Operations manager to
ensure efficiency of HR systems and transition processes.
Responsible for the development, on-going maintenance and
continuous improvements of the HR Operations systems and processes
related to technology to ensure streamlined communications within
and throughout the HR department. Researches data entry errors in
the System and collaborates with internal teams and escalates to IS
teams as necessary for resolution. Conducts regular internal audits
to ensure compliance with policy and standard operating procedures.
Develops sustainable and scalable tools and processes to ensure
accuracy of master data. Partners with Operations team to enhance
case management tool capabilities for the HR Operations function.
Remains current on HR system and data strategies in order to
implement new ideas as well as leverage system technology for
operation effectiveness. Supports new project implementations and
functionality uptake; seeing projects through the full lifecycle
and leading requirements gathering, configuration, testing, UAT and
post production support. Identifies process improvement
opportunities to streamline HR operations and creates an open
environment that promotes innovation. Identifies risks to achieving
service level agreements and potential solutions. Collaborates with
LPCH IS department to implement and maintain HR information systems
and applications. Represents, coordinates and communicates HR
business requirements. Maintains an in-depth understand of the HR
departments workflows, policies and procedures, business
objectives, industry practices, regulatory requirements, etc. in
order to identify and plan for changing business requirements.
Maintains integrity and accuracy of application systems and
application data bases, monitors and ensures information systems
and data are secure and in compliance with all requirements, will
conduct or participate in audits. Makes modifications such as
additions and changes to user tables, writes and executes ad hoc
reports, tests and validates system changes, and develops
requirements/specifications for new or enhanced functionality to
department applications. Manages the implementation of changes to
the department's information systems and ensures resolution of all
problems using documented procedures. Prepares documentation and
delivers end-user training. Sets expectations and manages the
vendor relation in acquisition and implementation of new
applications or changes in functionality to existing software.
Provides the technical interface between the end-user and the
vendor. Facilitates achievement end-user's business needs. 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: Bachelors degree in a work-related
discipline/field from an accredited college or university.
Experience: Five (5) years of progressively responsible and
directly related work experience. Licensure/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. Ability to apply judgment and make sound
decisions. Ability to foster effective working relationships and
build consensus. Ability to maintain confidentiality of sensitive
information. Ability to plan, organize, prioritize, work
independently and meet deadlines. Ability to understand and use
information technology to drive process changes. Ability to work
effectively both as a team player and leader. Ability to work
effectively with individuals at all levels of the organization.
Knowledge in navigating and managing large scale
HR/Benefits/Payroll applications. Knowledge of local, state and
federal regulatory requirements related to areas of functional
responsibility and HR. Physical Requirements 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. -
Keywords: Stanford Children's Health - Lucile Packard Childr, Redwood City , Senior Technology Service Partner - Human Resources (1.0 FTE, Days), Human Resources , Redwood City, California
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