Inspired by Care

Since 1992, Omnicell (NASDAQ: OMCL) has been inspired to create safer and more efficient ways to manage medications and supplies across all care settings. As a leader in medication and supply dispensing automation, central pharmacy automation, IV robotics, analytics software, and medication adherence and packaging systems, Omnicell is focused on improving care across the entire healthcare continuum—from the acute care hospital setting, to post-acute skilled nursing and long-term care facilities, to the patient’s home.

Over 4,000 customers worldwide use Omnicell® automation and analytics solutions to increase operational efficiency, reduce medication errors, deliver actionable intelligence and improve patient safety.

Omnicell’s innovative medication adherence solutions, used by over 32,000 institutional and retail pharmacies in North America and the United Kingdom, are designed to improve patient adherence to prescriptions, helping to reduce costly hospital readmissions.

Recent Omnicell acquisitions, including Ateb, add distinct capabilities, particularly in central pharmacy, IV robotics, and pharmacy software, creating the broadest medication management product portfolio in the industry.

Director, Human Resources Operations


Director, Human Resources Operations


Omnicell is seeking to fill a newly created role in our Human Resources Department as a Director of Human Resources Operations. This position will be responsible for leading and influencing the delivery of operational activities and best practices for HR Operations and streamline and automate HR processes to effectively support the business. The Director Human Resources Operations is a cross-site HR functional leader and is the bridge between central HR teams and site HR. The role oversees the day to day operations of HR processes and programs that support employees. These include maintenance of systems, processing of transactions, auditing of processes, compliance to federal and state regulations, reporting, evaluation of service and outcomes, vendor management and general risk management. This role defines and implements opportunities to improve effectiveness and efficiencies and customer service through process redesign, leveraging technology, and external capabilities.  Leading a team that focuses on customer service, process improvement and providing the best quality support to our employees and key stakeholders.


  • Partner in the execution of a continuous improvement HR roadmap that enhances HR value through expanded capability, increased ease of use, and greater efficiency/accuracy
  • Lead HR compliance and assessment of readiness in partnership with Finance and Legal
  • Effectively utilize and enhance utilization of HR Management & Learning Management systems and Applicant Tracking System
  • Develop in depth data analysis and recommendations for senior leadership
  • Effectively and efficiently manage day to day operations and delivery of HR enterprise programs and services; including: the management of technology, processes, people, vendors and other resources; also includes the support of key business initiatives such as: M&A’s, divestitures, restructuring and other projects affecting major populations of the workforce
  • Design, development, implementation and ongoing management of continuous improvement and redesign of HR programs, processes, technologies, and vendor portfolios
  • Participate in running the HR Function to achieve strategic value and high customer service
  • Supervise HR staff as appointed and lead others
  • Create strategic development plans for future HR shared services function
  • Develop and maintain effective relationships through effective and timely communication
  • Takes initiative and action to respond, resolve and follow up regarding customer service issues with all customers in a timely manner


Required Knowledge and Skills:

  • Knowledge of HR Operations Management (running the transaction/service oriented aspects of HR)
  • Project, Program and Process Management skills
  • Knowledge of HR Technology and MS Office applications (Outlook, Word, Excel, PowerPoint)
  • Strongly demonstrated planning and organizational skills
  • Ability to multi-task in a fast-paced and changing environment
  • Problem solving and critical thinking skills
  • Strongly demonstrated verbal and written communication and presentation skills
  • Research skills
  • Ability to manage Vendors
  • Skilled as a leader and team developer
  • Strongly demonstrated Initiative/Self-directed
  • Ability to handle confidential information discreetly


Basic Qualifications:

  • Bachelor's Degree
  • 8 years of experience in HR/HR Operations including: HR Management Systems, Applicant Tracking Systems, Compensation, Benefits, and Recruiting and Affirmative Action/Diversity
  • 5 years direct people management experience
  • Experience working with state and federal laws pertaining to employment and labor, privacy and other compliance protocols
  • Demonstrable experience effectively influencing and coaching at all levels of the organization
  • Experience developing and driving metrics based performance and measures
  • Demonstrated experience performing complex reporting and analysis
  • Project management and change management experience.


Preferred Qualifications:

  • Bachelor's Degree in Human Resources Management, Business Administration or Social Sciences
  • Advanced training, education and/or PHR, SPHR certification
  • Knowledge of SOX



Work Conditions:

  • Office Environment                                                                                                              
  • Travel Required:  10% -25%

Nothing in this job description restricts management’s right to assign or reassign duties and responsibilities to this job at any time.

All qualified applicants will receive consideration for employment without regard to race, sex, color, religion, sexual orientation, gender identity, national origin, protected veteran status, or on the basis of disability.

Omnicell will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.

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