Supervisor, Human Resources - Shared Services

Family Health Centers of San Diego•San Diego, CA

1d•Onsite

About The Position

Family Health Centers of San Diego (FHCSD) is seeking a Supervisor of Human Resources to oversee day-to-day Human Resources shared services and develop a consistent, measurable, continuously improving service model. The supervisor leads staff, monitors service and workforce metrics, prepares actionable reporting, and supports strategic HR initiatives across onboarding, employee support, HR service delivery and systems, audits, communications, training, recruiting, benefits, wellness, credentialing, and special projects. The role oversees HR Service Center operations and employee and manager inquiries; develops standardized processes, workflows, service expectations, controls, and job aids; and maintains operational scorecards and dashboards. It analyzes service and workforce data, reports on performance, investigates trends and root causes, and identifies opportunities to improve efficiency, service quality, and employee experience. The supervisor also coordinates implementation of approved HR initiatives, manages onboarding and reception support, organizes team workloads, and coaches and holds staff accountable. The position provides service to employees, managers, executives, and external vendors, and reviews work for alignment with company policies and applicable state and federal requirements. The successful candidate will demonstrate a commitment to community medicine and culturally competent care for medically underserved people. The role is based onsite at Gateway, with occasional travel between sites and other locations. A valid California driver’s license, an automobile, proof of required car insurance, and an acceptable driving record are required.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Communications, or a closely related field.
Experience implementing or optimizing a shared-services or centralized service-delivery model.
Experience with Workday HCM or a comparable human capital management system.
Working knowledge of performance management, employee development, and supervisory practices.
Ability to define metrics, interpret trends, identify root causes, and develop useful, actionable reports from data.
Intermediate proficiency with Microsoft Excel, Outlook, Word, Visio, and related reporting or dashboard tools.
Project management skills, including scope definition, work planning, milestone tracking, resource coordination, risk management, and timely delivery.
Basic knowledge of state and federal employment requirements and HR policies, procedures, controls, and best practices.
Ability to manage multiple priorities accurately in a fast-paced, high-volume environment and adapt to changing organizational needs.
Strong organizational, written communication, verbal communication, interpersonal, customer service, and stakeholder-management skills.
Demonstrated discretion and ability to safeguard confidential employee and organizational information.
Valid California driver’s license, an automobile, proof of minimum levels of car insurance required under California law, and an acceptable driving record. California law requires drivers to obtain a valid California driver’s license within ten days of establishing residency.
Commitment to community medicine and providing culturally competent care to the medically underserved.

Nice To Haves

Two years of Human Resources experience.
Supervisory experience.
Knowledge of healthcare credentialing and regulatory requirements.

Responsibilities

Supervise staff coordinating day-to-day HR functions, which may include onboarding, reception/front desk operations, credentialing, training and development, HRIS, recruiting, benefits, wellness, employee communications, audits, reporting, and special projects.
Oversee daily HR Service Center operations, including employee and manager inquiries, Workday help tickets, transaction processing, document handling, escalations, and daily quality audits.
Develop, document, implement, and maintain standardized HR processes, workflows, service-level expectations, controls, and job aids.
Establish and maintain operational scorecards and dashboards.
Track workload, volume, turnaround time, backlog, service-level attainment, error and rework rates, audit results, customer service trends, project milestones, and other assigned key performance indicators.
Validate data quality, investigate material variances, identify trends and root causes, and prepare accurate, timely, audience-appropriate routine and ad hoc reports focused on recommended action.
Analyze service performance and workforce data to identify process gaps, risks, capacity needs, and opportunities for automation, standardization, cost avoidance, improved employee experience, and operational efficiency.
Coordinate implementation of strategic HR initiatives by translating approved objectives into workplans, milestones, dependencies, roles, communications, training, readiness activities, success measures, and sustainment plans.
Monitor strategic initiative progress, maintain project documentation and status reporting, escalate barriers, coordinate cross-functional follow-up, and verify implemented changes achieve intended operational outcomes.
Manage employee and contingent worker onboarding, including timely collection, verification, tracking, and escalation of required documentation, tasks, credentials, and readiness requirements.
Supervise reception support operations and maintain reception/front desk procedures and visitor-management processes.
Organize work distribution, balance assignments, manage deadlines and escalations, and maintain service continuity during volume changes, absences, or competing priorities.
Build positive working relationships, set clear expectations, provide training and coaching, support career development, and maintain an accountable, service-oriented workforce.
Administer performance appraisals, performance improvement plans, and appropriate corrective action in a timely and consistent manner, consulting with management and Employee Relations as appropriate.
Provide responsive customer service to employees, managers, executives, and external vendors; resolve issues within scope and serve as a point of contact for escalated or cross-functional matters.
Review work products, materials, systems, and procedures for alignment with company policies and applicable state and federal requirements; promptly consult the immediate manager when risks or concerns are identified.
Ensure employees understand assigned duties and delegated tasks and have the training, tools, information, and access needed to perform them.
Maintain regular and predictable attendance.
Perform other duties as assigned.