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