If you are a current University Health or University Health Physicians employee and wish to be considered, you must apply via the internal career site. Please log into myWORKDAY to search for positions and apply. HR Program Manager 101 Truman Medical Center Job Location UH Lakewood Medical Center, University Health Truman Medical Center Kansas City, Missouri Department Employee Training Position Type Full time Work Schedule 8:00AM - 4:30PM Hours Per Week 40 Job Description Program Manager, Employee Onboarding & Experience The Program Manager, Employee Onboarding & Experience is responsible for the strategic development, administration, coordination, evaluation, and continuous improvement of the hospital’s organization-wide onboarding program, HR Service Center (HR Connect), and employee experience and engagement initiatives. This role is instrumental in creating a welcoming, consistent, and supportive employee experience from the initial hiring process through ongoing employment. The Program Manager leads the development and implementation of programs that strengthen employee engagement, support retention, improve access to Human Resources services, and reinforce the organization’s mission, vision, values, and Leadership Values Statement. Working collaboratively with Human Resources (HR) leadership, Organizational Development, department leaders, and stakeholders across the organization, the Program Manager ensures that employees receive effective onboarding, ongoing support, and meaningful opportunities to connect with the organization. The role provides operational oversight of HR Connect, leads employee experience initiatives, and manages assigned staff, including responsibility for full personnel management. Key Responsibilities New Hire Orientation & Onboarding Lead the development, coordination, implementation, and continuous improvement of UH Corporate New Hire Orientation to ensure the effective delivery of essential information to new employees. Collaborate with the Director of Organizational Development and the Organizational Development team to develop foundational onboarding programs and training that align with organizational development strategies and reinforce the organization’s mission, vision, values, and Leadership Values Statement. Partner with subject matter experts to develop, review, and update orientation content to ensure accuracy, relevance, and consistency. Coordinate with Human Resources departments, Nursing, and other content presenters to establish orientation schedules, arrange supplies, and manage logistical and setup requirements. Collaborate with leaders and hiring managers to ensure new employees receive effective departmental orientation, consistent engagement, and recurring communication regarding performance and progress throughout their first 90 days. Facilitate new employee participation in onboarding activities and work directly with hiring managers to ensure departmental orientation is appropriate and effective. Partner with HR teams to establish learning opportunities that promote best practices in welcoming, onboarding, and employee engagement. Evaluate onboarding processes to identify inefficiencies, inconsistencies, unnecessary duplication, and opportunities to improve the new employee experience. Monitor completion of assigned orientation activities, onboarding milestones, and required documentation. Coordinate with responsible departments to resolve outstanding onboarding requirements. Employee Experience, Engagement & Retention Develop and oversee an ongoing employee experience and engagement strategy that complements the onboarding program and supports a welcoming, inclusive, and appreciative organizational culture. Collaborate with HR leaders and organizational stakeholders to identify and implement initiatives that support employee satisfaction, engagement, and retention. Collect and analyze feedback and data from employees and leaders regarding job satisfaction, work environment, and leadership practices to identify trends and opportunities for improvement. Lead the planning and coordination of employee experience initiatives, including new employee welcome activities, appreciation events, seasonal celebrations, employee recognition activities, and other approved hospital-sponsored events. Provide direction to HR Service Specialists on event planning, communications, logistics, resource requirements, implementation, and evaluation. Ensure employee engagement initiatives are accessible and relevant to employees across both hospital locations, affiliated clinics, clinical and nonclinical departments, and day, evening, night, weekend, and rotating shifts. Gather and evaluate employee feedback and participation data to assess the accessibility, relevance, and perceived value of engagement initiatives. Recommend and implement approved initiatives that respond to employee feedback and advance organizational culture and retention priorities. Identify opportunities to connect onboarding and ongoing engagement initiatives with broader organizational goals and priorities. HR Service Center (HR Connect) Operations Under the direction of the Director of Organizational Development, provide operational oversight of HR Connect and coordinate its integration with hospital onboarding and employee support services. Oversee the daily operations, workflow, and service delivery of the HR Service Center. Directly supervise, coach, and develop two HR Service Specialists responsible for onboarding coordination, HR service support, and employee experience activities. Establish a natural progression from onboarding to ongoing employee support, with measurable improvements in access to HR, response times, referral accuracy, and the overall employee experience. Assign responsibilities and establish priorities for HR Service Center personnel to support efficient, responsive service delivery. Develop and maintain service standards, referral procedures, escalation protocols, and documentation requirements. Collaborate with HR division leaders to establish clear points of contact, referral pathways, and expected response times. Monitor call volumes, inquiry trends, case aging, response times, service quality, and employee feedback to evaluate operational effectiveness. Identify service delivery gaps and implement approved improvements to workflows, communication, and employee support processes. Ensure HR Connect provides employees with consistent, accessible, and timely guidance and connections to the appropriate HR resources. Program Development & Continuous Improvement Develop recommendations and implement approved improvements to program design, service workflows, onboarding materials, employee communications, and engagement activities. Establish and maintain a continuous-improvement process that adapts to changing workforce needs, hospital operations, employee expectations, and organizational priorities. Evaluate program effectiveness using employee feedback, participation data, operational metrics, and other relevant measures. Identify opportunities to streamline processes, improve coordination across departments, and strengthen the overall employee experience. Collaborate with HR leadership and organizational stakeholders to align program goals, operational practices, and employee support services with organizational priorities. Leadership & Personnel Management Provide full personnel management for assigned staff, including hiring, training, development, performance management, disciplinary action, and termination. Establish clear performance expectations, assign responsibilities, and provide ongoing coaching and feedback. Support professional development and foster a collaborative, service-oriented team environment. Promote accountability, operational effectiveness, and continuous learning among direct reports. Organizational Standards & Compliance Promote cultural diversity and quality improvement through departmental operations and personal performance. Maintain a courteous, helpful, and professional demeanor when interacting with patients, visitors, employees, medical staff, and others while representing the organization. Maintain current knowledge of applicable statutes, regulations, guidelines, and standards necessary to perform job responsibilities in accordance with the Corporate Compliance Plan. Comply with the Code of Conduct, Corporate Compliance Plan, and Compliance Policies and Procedures, including all required training. Participate in compliance activities under the direction of the Department Manager and Corporate Compliance Officer. Minimum Requirements Bachelor's degree in organizational development, education, business, health care administration, human resource management or related field or equivalent experience. Three to five years’ experience in program coordination, employee onboarding, human resources, organizational development, training, healthcare administration, employee engagement, or a related area. Strong written and verbal communication skills. Demonstrated working knowledge of program development skills and experience with managing people. Experience and skills in business partnering, relationship building, analysis, Program management, and prioritizing multiple Programs/tasks. Strong interpersonal skills, and be highly organized, action oriented, and collaborative. Must have strong computer and database skills (Excel, Word, PowerPoint, Access, Publisher, etc.). Preferred Qualifications Experience in developing and managing people. HR Certification. Experience with project management, process improvement, change management, or program evaluation methodologies. Working at University Health is about making a difference. It's providing the best care to every patient every day. University Health (UH), is committed to being a leader in providing a culturally inclusive workplace for our employees. UH is an equal opportunity employer. We value and celebrate our differences. We are committed to equal employment opportunity regardless, but not limited to race, ethnicity, religion, beliefs, sex (including pregnancy, gender identity and expression, sexual orientation), national origin, ancestry, language, age, citizenship, genetic information, marital status, socioeconomic status, literacy, disability, mobility, abilities, veteran status and any other category protected by applicable law.

HR Program Manager.

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