Omnicell Careers


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.

Benefits Program Manager


Benefits Program Manager


Omnicell has an exciting opportunity for a Benefits Program Manager at our headquarters in Mountain View, CA.  The position will be responsible for the interpretation, implementation, evaluation, administration, communication and delivery of comprehensive benefit programs with the benefits team by managing the operations and administration of Health & Welfare programs, (e.g. Health Insurance, Disability, Workers Compensation, Wellness, Benefits Administration System and Vendor Relations).   This position will also supervise a small team. 



  • Research and analyze benefit plans/programs including but not limited to: cost/benefit analysis, funding, premium assessment, market trends and benefit forecasts.
  • Survey industry and community to determine the company's competitive position in employee benefits. Evaluate findings and propose changes as appropriate for the company and current business conditions.
  • Collaborate with the Director of Benefits in developing cost control procedures to assure maximum coverage at the least possible cost to the company and employee.
  • Manage vendor quality and performance to include but not be limited to: documentation issues, customer service, adherence to plan provisions, and performance guarantees.
  • Manage the audit of all programs and oversee the coordination with vendors as required.
  • Manage communications strategy and delivery to facilitate clear understanding, internally and externally of benefits plan provisions to employees and senior management.
  • Make recommendations to Benefits Director and CHRO as needed to accommodate changing trends.
  • Provide ad hoc benefits reporting from the benefits and other systems in support of strategic management initiatives, plan design change options, carrier/provider changes, surveys, census or reporting to outside vendors.
  • Manage and collaborate with benefits broker and HRMS on all aspects of Omnicell’s annual open-enrollment process.
  • Manage Omnicell’s wellness programs.
  • Handle complicated/sensitive claim issues including coordinating with carriers to reach appropriate resolution.
  • Ensure company compliance with legal requirements including but not limited to: ERISA, COBRA, HIPAA, PPACA/ACA and QDROS and other regulatory agencies relative to benefits administration.
  • Analyze and recommend compliance actions for new and evolving benefit legislations.
  • Review and approve benefit reconciliation reports and vendor billing statements.
  • Handle complex benefit inquiries and complaints to ensure quick, equitable, courteous resolution.
  • Develop strategies to improve existing or implement new procedures that provide more efficient department processing results.
  • Serve as a consultant to business leaders and employees on key organizational and management issues.
  • Provide HR Generalist support to client groups in areas including the following:  organizational design, employee relations, change management and policy guidance and interpretation.


Required Knowledge and Skills: 

  • Demonstrated knowledge of health and wellness benefits administration policies, practices, and procedures in the US.
  • Strong knowledge of Federal, state, and municipal privacy laws and the applicability to the day-to-day operation of health and wellness benefits area.
  • Ability to interface and communicate effectively with all levels of employees, managers, vendors, consultants, and legal advisors.


Basic Qualifications: 

  • Bachelor’s degree
  • A minimum of five (5) years of experience in health benefits plan management and HR business partnership
  • Demonstrated excellent verbal and written communication, facilitation, and administrative skills
  • Experience in identifying operational issues and recommending and implementing strategies to resolve problems
  • Demonstrated competence in project management (for example: planning, organizing, and managing resources to bring about the successful completion of specific project goals and objectives)
  • Advanced level skills in Microsoft Office Tools: Word, Excel and PowerPoint


Preferred Qualifications: 

  • Bachelor’s degree in Human Resources or related discipline
  • Benefits Certifications (e.g. CBP, CEBS)
  • Demonstrated knowledge of international benefits administration policies, practices, and procedures


Work Conditions: 

  • Office Environment
  • Domestic travel 15%

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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