Employee Lifecycle Specialist, Yale Health

About the role

In 1971, Yale University established Yale Health to provide health services to its faculty, staff, and students through a multidisciplinary health maintenance organization located on campus. Yale Health has more than 49,000 members including students, staff, faculty, and their families who come from every state in the country and almost every country in the world. With over 50 years of service to the Yale community, our state-of-the-art facility at 55 Lock Street is where members receive most of their care from our 150+ providers. The facility spans 144,000 square feet and includes over 90 exam rooms, an Acute Care Department, a 15-bed inpatient facility with two negative pressure rooms, a diagnostic imaging suite (MR, CT scan, x-ray, ultrasound), and a full-service retail pharmacy.

Reporting to the Manager, Employee Experience within the Office of Employee Experience, the Employee Lifecycle Specialist serves as a program manager responsible for developing, implementing, and evaluating programs and frameworks that support employees across the full employment journey at Yale Health—from hire to retire. This role manages and coordinates the onboarding, orientation, and offboarding program portfolios, serving as the central subject matter expert for entry and exit experiences. In alignment with the OneEX vision and the organizational strategic plan, the Employee Lifecycle Specialist works in close collaboration with the Learning and Development Specialist and the Manager of Employee Engagement to ensure a cohesive, connected employee experience across all lifecycle stages.

Responsibilities

• Support the development and ongoing improvement of a structured Employee Lifecycle Journey Map identifying key employee milestones through the employment journey and coordinate key organizational touchpoints that support each stage, in alignment with the OneEX vision and Yale Health's organizational strategic plan.
• Serve as program manager for the Yale Health onboarding and orientation program, acting as the central point of contact for new employees and hiring managers from offer acceptance through the end of the first year. Ensure compliance with onboarding requirements set by the University, Yale Health, the Joint Commission, and the State of Connecticut.
• Design and manage a comprehensive offboarding and transition program in partnership with HR including structured separation workflows, exit interview administration, and knowledge transfer processes, to ensure a respectful and consistent exit experience for departing employees.
• Analyze exit interview data and offboarding trends to identify patterns in voluntary turnover; compile findings and present retention-informed recommendations to the Manager, Employee Experience for review and escalation to HR leadership.
• Research and evaluate employee lifecycle technologies and digital tools that enhance onboarding, orientation, communication, and employee transition experiences; provide recommendations to the Manager, Employee Experience and support implementation and optimization of approved solutions.
• Establish and track key performance indicators (KPIs) for the employee lifecycle; compile and analyze data (including first-year retention, voluntary turnover, time-to-productivity, orientation completion, manager onboarding satisfaction, exit themes, internal mobility rate, and employee lifecycle satisfaction) and present findings to the Manager, Employee Experience to inform continuous improvement and identify opportunities to strengthen employee retention, transition effectiveness, and overall employee experience.
• Serve as the connective link between onboarding, learning and development, and employee engagement functions by collaborating closely with the Learning and Development Specialist and Manager of Employee Engagement to ensure lifecycle touchpoints are coordinated, sequenced, and aligned across the employee experience.
• Partner with the Learning and Development Specialist to integrate non-regulatory development resources into the onboarding experience, ensuring new hires are connected to relevant learning pathways early in their tenure.
• Partner with the Manager of Employee Engagement to ensure engagement initiatives, recognition milestones, and belonging programs are introduced and reinforced at key lifecycle moments.
• Maintain a lifecycle program calendar, coordinating the scheduling and communication of onboarding, orientation, and offboarding activities across the organization in a timely and consistent manner, serving as the primary communicator to employees, managers, and HR partners regarding upcoming lifecycle program activities.
• Manage lifecycle-related workflows in Workday and other HR systems, ensuring accurate records, seamless coordination with HR operations, and up-to-date documentation of program procedures and participant tracking.
• Serve as a resource and advisor to hiring managers and department leaders on onboarding and offboarding best practices, troubleshooting issues and making recommendations to streamline workflows.
• Collaborate with HR Business Partners, HR Operations, and University partners to ensure smooth coordination of onboarding and offboarding activities across systems, policies, and departments.
• Apply change management principles to employee transition experiences, ensuring employees receive consistent communication, resources, and support during periods of organizational change that impact onboarding, offboarding, or lifecycle workflows.
• May perform other duties as assigned.

Principal responsibilities include:

• Oversee the advancement and growth of the program. Provide direction and leadership supporting the philosophy, mission, strategy, and annual goals and objectives. Assume primary accountability for disseminating and publishing all program information to create public awareness and support of the program.
• Work closely with leadership, internal and external colleagues, and community residents to further develop and implement strategic plans.
• Identify, solicit, and cultivate community partnerships and collaborations to assist in the development and growth of the program. Develop metrics to identify and measure the success of the program. Be responsible for measurements of grant success and related evaluation.
• Assist in identifying and evaluating potential future funding sources, and contribute to the submission of grants and contracts supporting the program, including the annual submission and writing of all content areas and budgetary sections of grant applications. Develop and manage the program’s operating budget.
• Develop the administrative infrastructure of the program. Manage human resource and administrative functions of the program, including staffing and hiring, supervision, performance development, counseling, and discipline, if warranted. Oversee and manage information systems, facilities, and space needs.
• Investigate, identify, implement, and oversee the maintenance of systems to gather, track, and report information to support the initiatives of the program. Track all program activities and regularly inform leadership of progress on each initiative. Recommend structural or programmatic adjustments, changes, or additions based on full knowledge of missions, goals, and objectives.
• Initiate, design, and manage the compilation of program communications; identify outreach potential, and promote philanthropic and collaborative support of the program. Contribute to the development and assist in the management of content on the program’s website and monitor all changes and additions to the editorial content.
• Perform other duties as assigned.

Requirements

• Minimum requirement of Bachelor’s Degree in a related field and four years of related experience or an equivalent combination of education and experience.
• Three to five years of experience in human resources, employee experience, program management, or an equivalent combination of education and experience.
• Working knowledge of employee lifecycle best practices, including onboarding, orientation, exit interview methodologies, and offboarding processes.
• Demonstrated ability to plan, coordinate, implement, and evaluate multiple concurrent programs or initiatives in a complex organization, while meeting commitments, maintaining accountability, and delivering results within established timelines and scope.
• Excellent written and verbal communication skills, including the ability to develop program materials, facilitate engaging orientation sessions, provide clear and timely updates, and effectively collaborate with diverse employee populations, leaders, and HR partners.
• Strong analytical skills with the ability to compile, interpret, and report workforce and program data, translate findings into actionable recommendations, and effectively utilize Microsoft Office Suite (Word, Excel, PowerPoint, Teams) and HRIS platforms.
• Demonstrated ability to handle sensitive and confidential information with discretion, maintain compliance with HR policies and applicable regulations, and provide employee-centered support with professionalism, empathy, sound judgment, initiative, and adaptability during organizational change and employee transitions.

Preferred Qualifications

• Bachelor’s Degree in Human Resources, Organizational Development, Business Administration, or a related field.
• Experience with organizational development methodologies, employee engagement strategies, and data visualization or reporting tools.
• Proficiency in Workday; SHRM-CP, PHR, or related HR certification; or training in change management, organizational development, or program management.
• Experience in a healthcare or academic medical center environment preferred, including familiarity with onboarding requirements governed by the Joint Commission or comparable regulatory bodies.

Schedule

Full-time, 37.5 hours per week; Flexible Schedule; Generally, Monday–Friday, 8:30 AM–5:00 PM. Evenings, weekends, and holidays/recess may also be required.

Pay

Salary range: $68,000.00 - $120,500.00