Overview

Job Location:
La Crosse, WI

Love + medicine is who we are, it’s what we do, it’s why people want to work here. If you’re looking for a job to love, apply today.

Schedule Weekly Hours:

40

The Manager, HR Technology is responsible for all HR/People applications and data across the organization considering both strategic and operational priorities. Collaborates with HR leaders to establish and oversee the technology roadmap and governance for Human Resources to improve the employee experience and add value for Gundersen.

Manages the design, selection and implementation or modification of any HR Technology solution. Ensures the security, integrity, and optimal design of human resources data structures. Creates and manages processes to ensure customer and business needs are identified and prioritized. Develops and manages reporting standards for the systems within HR and across the organization.

Responsible for creating and operationalizing quality metrics to ensure high quality and responsive performance. Consults with customers to explore and evaluate solution options, sequence work, and ensure solution deliverables meet needs. Models behaviors and skills in the areas of people leadership, accountability, collaboration, and communications.

This is a fully remote position and candidates must live in WI, MN or IA at the time of hire.

Ideal candidates will have experience with Workday, Kronos, and ServiceNow or other case management tool.

Job Description:

The HRIS Manager will be a key member of the HR team setting the agenda for human resource information systems optimization, by considering both strategic and operational priorities. In collaboration with HR leaders, establishes and oversees the technology road map for Human Resources.

Manages the design, selection and implementation or modification of any HR Technology solution. Ensures the security and the integrity of all human resource data. Understands and takes into account the needs of other areas of the organization for human resource data. Oversees the development and use of reporting out of the human resources systems within HR and across the organization.

Provides a strategic and operational focus on HR systems by initiating and supporting process improvements and efficiencies related to the healthcare systems’ workforce.  Participates in Workday, Kronos, and other system Communities to stay informed on future release functionality and enhancements. Supervises HRIS team members.

Strategic Relevance – Summary:

To advance its position as an innovator and leading health care system, Gundersen Lutheran Health System (GLHS) must continue to demonstrate superior outcomes, provide seamless delivery of care, and ensure competitive cost structures. It must also stay at the cutting edge of emerging technologies and new delivery models that will transform healthcare. The System must anticipate and respond effectively to evolving market and environmental trends, (e.g., shifts in payment models, value-based purchasing, transparency of outcomes and information technology) that will impact the delivery of health care services.

The Manager is responsible for understanding the impact of these forces and trends and for managing the effective response from their AOR (area-of-responsibility). The Manager collaborates with others to achieve GLHS’ strategic mission and goals: 1) demonstrate superior quality and safety through the eyes of patients and caregivers; 2) demonstrate superior service through the eyes of patients and colleagues; 3) attract, develop and retain a talented and engaged workforce; 4) demonstrate affordability of care; and 5) achieve programmatic growth. The Manager translates System strategy into staff commitment, action, and accomplishment in their AOR.

Position Duties and Responsibilities:

The Manager is specifically responsible for:

1.0 Organizational Strategy and Implementation – Understanding market trends and the impact on their AOR, contributing to AOR strategic and operational plans, translating these plans, and ensuring the understanding, alignment and commitment of AOR staff.
2.0 Fiscal Management – Understanding market trends and the impact on their AOR, contributing to AOR strategic and operational plans, translating these plans, and ensuring the understanding, alignment and commitment of AOR staff.
3.0 Human Resource Management – Understanding market trends and the impact on their AOR, contributing to AOR strategic and operational plans, translating these plans, and ensuring the understanding, alignment and commitment of AOR staff.
4.0 Excellence in Service – Understanding market trends and the impact on their AOR, contributing to AOR strategic and operational plans, translating these plans, and ensuring the understanding, alignment and commitment of AOR staff.
5.0 Organizational Leadership – Understanding market trends and the impact on their AOR, contributing to AOR strategic and operational plans, translating these plans, and ensuring the understanding, alignment and commitment of AOR staff.

Key Accountabilities:

1.0  Organizational Strategy and Implementation
1.1 Collaborates with Division/Team leadership to understand external market financial, economic, and industry data, identifying market opportunities and threats.

1.2 Provides leadership and actively contributes to the design and implementation of clinically and fiscally responsive program goals and objectives for their AOR.

1.3 Formulates recommendations for AOR continuous improvement taking into account market demands, regulatory standards, and changes in clinical practice.

1.4 Establishes clear performance standards for their AOR and monitors established management systems to ensure that cost effectiveness and continuous quality improvement forms the basis for all activities.

1.5 Collaborates with management to ensure that resources are prioritized and in place (i.e., staff, facilities, equipment, supplies, technology, data, and processes, etc.) and properly utilized to achieve AOR objectives through the most effective and efficient operations.

1.6 Contributes to the development of and implementation of processes to collect relevant clinical and financial indicator data which serves as a reliable proxy for clinical effectiveness, cost, and quality.

1.7 In conjunction with AOR leadership, designs and implements improvement of AOR key processes, leading to elimination of variability in cost and quality.

2.0 Fiscal Management
2.1 Manages AOR to meet fiscal targets, ensuring the delivery of cost-effective, quality services.

2.2 Participates in financial forecasting and planning along with other members of the AOR management team.

2.3 Develops and presents comprehensive analysis for financial and programmatic recommendations for AOR management.

2.4 Communicates the rationale for financial decisions ensuring a high level of understanding among staff and clinicians.

2.5 Evaluates AOR for potential cost-effective change and manages the implementation of approved changes.

2.6 Ensures staff compliance, and monitors physician compliance, as appropriate with financial decisions.

3.0 Human Resource Management
3.1 Provides vision and leadership to staff in a collaborative environment that offers job satisfaction, performance recognition, and stimulates innovative thinking to accomplish objectives.

3.2 Ensures that AOR management, staff and clinicians understand their roles in accomplishing GLHS, Team/Division, and AOR strategic objectives. Establishes expectations for high level of performance and holds individuals accountable for achieving them.

3.3 In collaboration with other AOR leadership and the Human Resources Department, ensures the efficacy of systems/processes to recruit, retain, and develop a high-performance team that meets patient, regulatory, and fiscal, requirements for their AOR.

3.4 In conjunction with Team/Division leadership, ensures staff productivity by maximizing staffing efficiency and workflow patterns as well as monitoring and controlling turnover.

3.5 Implements and actively supports the integration of change and conflict management.

3.6 Creates a climate that ensures respect, teamwork, open communication, and professional recognition among a diverse workforce.

4.0 Excellence in Service
4.1 Ensures the implementation of service standards consistent with System policy for patient experience and internal and external customers in collaboration with AOR leadership.

4.2 Identifies and analyzes trends across services in customer satisfaction and patient experience, quality outcomes, and cost using data systematically to develop solutions and guide change in AOR practices.

4.3 Models and ensures that AOR staff effectively uphold a customer service orientation to meet legitimate needs of patients and internal and external customers.

4.4 Ensures that confidentiality of patient, staff, and appropriate management data is maintained, and delivers immediate and certain consequences when confidentiality is compromised.

5.0 Organizational Leadership
5.1Promotes the organization to all constituencies by interpreting and communicating GLHS mission and values, acting as a loyal, supportive, and informed spokesperson for AOR, Team/Division and the System.

5.2 Collaborates with other internal professionals to identify, reduce, and eliminate barriers within the system which may negatively impact cost and quality of services.

5.3 In the spirit of collaboration, promotes the visibility of AOR leadership throughout the organization.

5.4 Takes responsibility for providing a positive learning environment for students, interns, and residents working within their AOR, collaborating with academic programs, while ensuring patient safety.

5.5 Takes responsibility for identifying areas for self-development and actively seeks opportunities and resources to meet developmental objectives.

Decision Making Authority & Responsibility:

The Manager has the authority to formulate and execute AOR vision, objectives, and strategies consistent with the System’s mission, vision and goals. This person determines which resources are needed and facilitates the acquisition of additional resources where indicated.

The Manager has the responsibility to advocate change in AOR processes and systems to ensure optimal, cost effective health care delivery. This individual facilitates the resolution of clinical, staff, and policy issues within agreed upon organizational, financial and regulatory limits. The Manager oversees the enforcement of policy, as well as makes recommendations for changes to AOR staff and leadership. The Manager coaches, monitors, and documents staff performance, makes recommendations for compensation strategy and promotion, and supports the physician recruitment process for their AOR.

The Manager represents Gundersen Lutheran Health System and their AOR within the System and in the external community.

Position Qualifications

Education and Learning:

Required: Bachelor’s degree in Human Resources, Business or a related discipline

Work Experience:

Required: Seven years of experience in Human Resources or Information Systems with at least 5 years of systems experience with Workday HCM, other HRIS or information systems related platform.

Desired: Supervisory experience

Age Specific Population Served:

Nonage Specific (N/A)
 

OSHA Category:

Category III – No employees in this job title have a reasonably anticipated risk of occupational exposure to blood and/or other potentially infectious materials.

Environmental Conditions:

Not substantially exposed to adverse environmental conditions (as in typical office or administrative work).

Physical Requirements/Demands of the Position

Sitting  Continually (67-100% or 8 hours)

Repetitive Actions – Fine Manipulation Continually (67-100% or 8 hours)

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If you need assistance with any portion of the application or have questions about the position, please contact [email protected] or call 608-775-0267

Equal Opportunity Employer