Contingent Workforce Program Manager

At Lucile Packard Children’s Hospital Stanford, 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 ID: P139889-1679

Job Summary

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

The Contingent Workforce Program Manager will oversee all aspects of LPCH’s contingent workforce strategy and program operations, ensuring the effective and compliant use of contingent labor. This position is responsible for managing the contingent workforce in a centralized organizational program to streamline vendor management, reinforce financial stewardship, ensure data integrity related to tracking active and former contingent worker assignments, and mitigate potential organizational risks while ensuring compliance with applicable laws and regulations.

 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 hospital’s policies and procedures, including its Service Standards and its Code of Conduct.

• Develop and implement a comprehensive and centralized contingent workforce management program that aligns with organizational goals, ensuring compliant, cost-effective, and strategic use of contingent workers, which include temporary workers (e.g., travelers), agency, and registry staff.
• Manage Contingent Workforce Specialist(s), providing guidance and support while setting standards on program excellence, development, and goals.
• Ensure compliance with healthcare laws, regulations, and industry standards such as Title 22, CMS standards, and HIPAA for contingent labor at a healthcare institution per regulatory/accreditation agencies such as The Joint Commission (TJC), Centers for Medicare and Medicaid Services (CMS), and public health agencies such as the California Department of Public Health (CDPH).
• Partner with various HR and operational stakeholders including, but not limited to Talent Acquisition, HR Business Partners, HR Compliance, DE&I, Patient Care Services, and Ambulatory, to integrate contingent workforce management into broader data-driven workforce planning initiatives, aligning with recruitment/workforce development strategies and optimizing staffing models.
• Develop and enforce program guidelines to mitigate potential risks associated with contingent worker assignments.
• Serve as the first escalation point for contingent worker issues from the Contingent Workforce Specialist. Provide guidance on program policies and procedures to support the timely resolutions on issues when applicable.
• Responsible for negotiating, structuring, and/or administrating contractual documents that establish business relationships with vendors, customers and/or partners. Work with Contract Administration to manage vendor contracts, renewals, and ensure competitive contract terms.
• Design and implement processes for requesting and approving contingent labor resources, onboarding, oversight during assignment period, and offboarding to ensure a seamless experience for client leaders, contingent workers, and vendors/agencies.
• Establish business and systems controls to monitor contingent workforce compliance with all applicable standards. Collaborate with cross-functional teams to streamline existing processes, reduce administrative burden where appropriate.
• Monitor program effectiveness and identify opportunities to enhance program guidelines, processes, tools, and systems.
• Analyze key performance indicators for contingent workforce management, such as costs, time-to-fill, retention and conversion rates.
• Identify opportunities for converting high-performing contingent workers into permanent roles as determined by business need and staffing models.
• Develop presentations for senior leadership to report trends, performance, risks, and recommendations as needed.

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:

• Bachelor’s degree in a related field from an accredited university.

Experience:

• Five (5) years of progressively responsible experience managing contingent workforce programs and vendor relationships.
• Demonstrated knowledge in relevant employment laws and regulations.
• Experience working on complex projects and implementing process improvements to optimize contingent workforce program.
• Experience developing reports for key performance indicators relevant to contingent workforce management such as expenditures, time-to-fill, and retention and conversion rates.

License/Certification: N/A.

Preferred Qualifications

• Experience managing contingent workforce expenses, including cost tracking and vendor billing.
• Working knowledge and/or direct work experience in human resources.
• Experience with contingent workforce programs in healthcare.

Knowledge, Skills, & 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 use critical thinking and independent judgment while taking initiative to demonstrate leadership over the development and management of the program.
• Ability to solve complex problems and be resourceful in the absence of information.
• Ability to navigate crucial and transparent conversations.
• Strong verbal/written communication and presentation skills, with the ability to develop business cases.
• 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.
• Strong organizational and project management skills.
• Excellent computer skills including, but not limited to: Microsoft Office (Word, Excel, Outlook, PowerPoint, Visio), Smartsheet, Survey Monkey, Adobe Acrobat.

 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

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 (Hourly): $56.96 to $75.52

Stanford Medicine Children's Health (SMCH) strongly values diversity and is committed to equal opportunity and non-discrimination in all of its policies and practices, including the area of employment. Accordingly, SMCH does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, or disability, or the perception of any of the above. People of all genders, members of all racial and ethnic groups, people with disabilities, and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements, and where applicable, in compliance with the San Francisco Fair Chance Ordinance.