Contingent Workforce Specialist

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.

This paragraph summarizes the general nature, level and purpose of the job.

The Contingent Workforce Specialist supports the strategic implementation and operational management of the Contingent Workforce Program. Reporting to the Contingent Workforce Program Manager, this role will be responsible for collaborating with organizational leaders, vendors, and key stakeholders to ensure smooth execution and continuous improvement of contingent workforce processes. This includes but is not limited to program compliance, managing contractor onboarding/offboarding, and managing data/reporting.

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.

• Partners with the Contingent Workforce Program Manager to facilitate the implementation of program compliance frameworks, ensuring all contingent workforce activities align with organizational policies, procedures, and legal requirements.

• Supports the day-to-day operations of the contingent workforce program by partnering with managers and vendors to maintain program compliance. Advises managers on best practices.

• Facilitate the onboarding and offboarding processes for contingent workers, ensuring completion of all necessary documentation, training, and system access.

• Supports the design and continuous improvement of program workflows, ensuring scalability and efficiency while maintaining a seamless experience for stakeholders.

• Acts as primary point of contact for contingent worker program inquiries, addressing day-to-day questions. Investigates and resolves a wide range of issues, escalating as needed to the Program Manager.

• Tracks key performance indicators (KPIs) to generate and analyze reports to identify trends such as utilization, costs, and contingent worker performance.

• Conducts in-depth analyses of contingent workforce trends, identifying opportunities to optimize program operations and drive decision-making.

• Presents data-driven insights and actionable recommendations to leadership to improve program outcomes and overall staffing structures.

• Contributes to the development and distribution of resources and tools for program users to facilitate program adoption.

• Acts as program subject matter expert (SME) to monitor data accuracy, support process improvements, and ensure program compliance across the organization.

• Partners with contingent workforce vendors, clients, and key stakeholders to ensure adherence to program guidelines and processes.

• Identifies operational risks and assists with compliance monitoring, escalating concerns to Continent Talent Program Manager and relevant teams as necessary.

• Provides input for implementing compliance monitoring systems and tools based on organizational needs and best practices to ensure adherence to organizational standards.

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: Three (3) years of progressively responsible experience with contingent workforce programs and supporting vendor relationships. Experience working on complex projects and implementing process improvements. Experience with data analysis and reporting of KPIs.

License/Certification: None.

Preferred Qualifications:

* Experience with contingent workforce programs in healthcare. Direct experience working in human resources.

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.

• Working knowledge of federal, state, and local laws and regulatory requirements related to areas of functional responsibility and Human Resources.

• Strong verbal and written communication and presentation skills.

• Strong organizational and project management skills.

• Excellent computer skills including, but not limited to: Microsoft Office (Word, Excel, Outlook, PowerPoint, Visio), Smartsheet, Adobe Acrobat.

• Ability to use critical thinking and independent judgment in the development and day-to-day operations of the program.

• Ability to solve complex problems and be resourceful in the absence of information.

• Ability to navigate crucial and transparent conversations.

• Ability to build trusting relationships with key stakeholders, colleagues, and leaders.

• Ability to analyze laws and regulations to apply requirements to existing business practices, mitigating potential for organizational risk.

• Ability to conduct and interpret quantitative/qualitative analyses to identify inefficiencies, help implement process improvements, and drive performance with internal and external partners.

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): $95,638.40 to $126,796.80

Equal Opportunity Employer