Administrative Manager HR Operations

General Description:

The Manager, HR Operations for OU Health will be responsible for delivering HR policies, programs, and procedures, ranging from performance management to onboarding. The ideal candidate will be instrumental in creating a seamless, positive, and compliant onboarding experience for new employees, contingent workers, and students here at OU Health. The Manager HR Operations will report directly to the Director of People Services and supervise the shared services and onboarding specialist teams who provide quality service to the assigned client groups for specific HR issues. This individual will be analytical, with a process-oriented mindset, dedicated to creating and driving programs that elevate our HR practices, enabling a seamless and efficient employee lifecycle process so employees can have a positive experience here at OU Health.

Essential Responsibilities:

Responsibilities listed in this section are core to the position. Inability to perform these responsibilities with or without an accommodation may result in disqualification from the position.

Onboarding:

• Develop and execute OU Health's HR/People Operations Strategy to improve the experience of all employees and increase the operational efficiency of the Onboarding team.
• Evaluate and enhance the OU Health onboarding process for new employees, contingent workers, and students ensuring new hires have a positive onboarding experience.
• Oversee the administration of all new hire onboarding activities, including new hire paperwork, licensure and certification requirements, background checks, drug screening, employee health visit, and confirm that employee has badge and associated door access.
• Coordinates with necessary stakeholders and oversees the administration of all off-boarding activities for employees, contingent workers, and students.
• Collaborates across Human Resources and partners with Hiring Leaders to drive innovation, process improvement, transparent communication, and best practices when onboarding and off-boarding our employees, contingent workers, and students.
• Audit existing processes and policies to ensure we maintain compliant procedures, deadlines, and standards that help the HR systems scale with our organization and sustain an inclusive and equitable environment.
• Partner with the Employee Experience and Talent Acquisition Teams to identify and gather the necessary information on start dates and New Employee Orientation status for new hires and the hiring leaders.
• Create reports and uses analytics to drive decisions and present and provide transparent communication to stakeholders or leadership to help guide operational strategy and decision making.
• Develops and manages onboarding process documentation and policies.
• Effectively manage the direct reports, including effective coaching and performance management.

HR Service Center:

• Proactively identify gaps in HR systems and operations.
• Know how to recommend or lead change initiatives to improve our systems, tools, and functionality, maintaining an HR Operations strategy aligned with OU Health's Mission, Vision, and Values.
• Resolves any HR Operations-related issue or concern while effectively managing and anticipating the team and organization's needs.
• Manage and develop the Shared Services and Onboarding Specialists teams.
• Maintain accountability and integrity as an authorized administrator in Workday with confidential HRIS data, including employee records, status changes such as promotions and terminations, etc.
• Assist in creation of and manage execution for service and quality standards related to service team delivery.

General Responsibilities:

• Ensure the HR Operations Office area is safe, comfortable, and welcoming for all employees to have an exceptional experience.
• Analyzes and monitors internal processes and identifies process improvement opportunities.
• Assists and manage special projects as needed.

• Support additional initiatives alongside the Talent Management team.

• Performs other duties as assigned

Minimum Requirements:

Education: Bachelor's Degree required.

Experience: 3-5 years of progressive leadership experience required.

Licensure/Certifications/Registrations Required: SHRM - CP or Professional Human Resources (PHR) required.

Knowledge, Skills and Abilities:

• Demonstrated track record of developing and implementing efficient, effective, and customer-focused processes.
• Demonstrable knowledge of employment law and how it impacts the design and administration of HR programs.
• Excellent cross-functional partnership experience with a high level of credibility and influence with all levels of leaders
• Experience partnering with external vendors and understanding the importance of developing and maintaining those professional relationships.
• Ability to work on complex HR problems where analysis of situation or data requires an in-depth evaluation of various factors, including legal regulations, company culture, and standard methodologies.
• Excellent data analysis skills and experience using metrics to identify when and where continuous improvement methods are needed.
• Ability to read, analyze, and interpret policies, contracts, financial reports, and legal documents.
• Ability to manage multiple priorities with flexibility and demonstrated organization.
• Excellent listening, verbal, phone, and written communication skills.
• Excellent customer service skills.
• Preferred working knowledge of HRIS systems such as Workday.
• Strong problem solving-skills and detail orientation.
• Strong knowledge of federal and state employment laws and how they apply to human resources.
• Strong understanding of and ability to utilize principles of compliance and auditing.
• Ability to multi-task and prioritize in a fast-paced environment.
• Ability to work with confidential materials and employee information and maintain confidentiality.
• An influential leader who knows how to develop and mentor others.