Manager-Integrated Disability Management (1.0 FTE, Days)

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Category: Human Resources
Job Type: Full-Time
Shift: Days
Req: 7612
FTE: 1

Human Resource

1.0 FTE, 8 Hour Day Shifts

Lucile Packard Children's Hospital Stanford is the heart and soul of Stanford Children’s Health. Nationally ranked and internationally recognized, our 311-bed hospital is devoted entirely to pediatrics and obstetrics. Our six centers of excellence provide comprehensive services and deep expertise in key obstetric and pediatric areas: brain & behavior, cancer, heart, pregnancy & newborn, pulmonary and transplant. We also provide an additional, wide range of services for babies, kids and pregnant moms.

Job Summary

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

The Manager – Integrated Disability Management (IDM) provides leadership and strategic direction related to the leave, accommodation and transitional return to work functional areas. Manages the day-to-day operations and designs, develops, and implements policies and procedures based on hospital goals and objectives. In addition, manages vendors and vendor processes with strong process and technical and data-related competencies. The manager also provides guidance and technical and career development leadership to the specialists.

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).

  • Creates, maintains the Integrated Disability Management (IDM) strategy, vision, and roadmap to meet the operational needs of the hospital. Ensures efficiency of the IDM operations, technology, and transaction processes.

  • Manages leave of absences by acting as liaison between vendor/administrator and employee; effectively communicating with managers; interfacing with legal as necessary.

  • Manages the ADAAA (ADA Amendments Act) accommodation process, using industry experience to conduct exploratory discussions with managers and employees to arrive at optimal solutions, and ensuring procedural follow through.

  • Establish standards and procedures for handling manager and employee questions, transactions and administration of the programs. Develops and maintains IDM business process and documentation.

  • Identifies methods to measure the success of the programs based on industry best practices. Monitors, measures and ensures customer satisfaction and service quality.

  • Reviews, updates and maintains all LOA (Leave of Absence) policies to ensure legal compliance, ensure proper distribution and integration with all other departments. Creates and delivers training to HR and managers as necessary.

  • Determines financial impact for reasonable accommodation in collaboration with other program stakeholders including Ergonomics Program.

  • Collaborates with stakeholders in areas, such as the risk management or legal departments, to investigate innovative programs to determine feasibility in terms of cost, risk to the company, and legal implications.

  • Responsible for the development, on-going maintenance and continuous improvements of the IDM systems and processes and other related technology to ensure streamlined communications within and throughout the HR department. Oversees all implementation projects, managing resources, dependencies, timelines, cross-project issues, testing and quality assurance of completed work.

  • Manages resource requirements and assesses the financial implications and decisions impacting benefits administration. Manages the budget for transition return to work (TRTW) area.

  • Develops business partner relationships with various HR functions and other departments to leverage and support HR solutions. Proposes solutions to meet the needs of HR, managers, employees and other HR stakeholders.

  • Provides strategic thought leadership to a team of HR specialists. Identifies training needs and coordinates with appropriate resources to develop and conduct programs to train staff.

  • Collaborates with the other HR leaders to ensure efficient delivery of HR model.

  • Negotiates with vendors and manages any vendor changes as it relates to our internal processes or procedures/communications to employees as necessary. Manage vendor relationships to ensure quality and excellent customer service to the organization and to employees.

  • Ensures accurate and timely compliance with Federal, state and city regulations.

  • Performs management functions by interviewing, selecting, and providing training for new staff; by approving and disapproving recommendations from subordinate staff on personal actions; by evaluating subordinates performance; by hearing and resolving employee grievances; and by determining the need for and initiating disciplinary action in order to ensure adequate and competent staffing for the agency, program, division, or institution.

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 work-related field/discipline from an accredited college or university.

Experience:  Five (5) years of progressively responsible and directly related work experience. Experience with new vendor implementations and overall vendor management.

License/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 foster effective working relationships and build consensus.

  • Ability to manage complex projects and resources (people, costs, and time) across multiple departments.

  • Ability to mediate and resolve complex problems and issues.

  • Ability to provide leadership and influence others.

  • Ability to understand and use information technology to drive process changes.

  • Knowledge of principles and practices of organization, administration, fiscal and personnel management.

  • Knowledge of local, state, and federal regulatory requirement related to the functional area.

  • Knowledge of ADAAA assessment, leave of absence and HIPAA


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.


Equal Opportunity Employer

Lucile Packard Children’s Hospital Stanford 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, LPCH 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.