Employee Lifecycle Specialist, Yale Health

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Overview

In 1971, Yale University established Yale Health to provide health services to its facility, 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 our members receive most of their care from our 150+ providers. It is a 144,000 square foot medical facility with over 90 exam rooms, an Acute Care Department, a 15-bed inpatient facility with two negative pressure rooms, a diagnostic imaging suite including MR and CT scan, x-ray and 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. This role does not hold direct responsibility for learning and development or employee engagement programming but serves as an essential partner in bridging those functions within the broader lifecycle framework.

Responsibilities include:

• 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

 

1.  Oversees the advancement and growth of the program. Gives direction and leadership supporting the philosophy, mission, strategy, and annual goals and objectives. Assumes primary accountability for disseminating and publishing all program information to create public awareness and support of the program. 2.  Works closely with leadership, internal and external colleagues, and community residents to further develop and implement strategic plans. 3.  Identifies, solicits, and cultivates community partnerships and collaborations to assist in the development and growth of the program. Develops the metrics to identify and measure the success of the program. Responsible for measurements of grant success and related evaluation. 4.  Assists in identifying and evaluating potential future funding sources, and contributes 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. Develops and manages the program’s operating budget. 5.  Develops the administrative infrastructure of the program. Manages human resource and administrative functions of the program, including staffing and hiring, supervision, performance development, counseling and discipline, if warranted. Oversees and manages information systems, facilities, and space needs. 6.  Investigates, identifies, implements, and oversees the maintenance of systems to gather, track, and report information to support the initiatives of the program. Tracks all program activities and regularly informs leadership of progress on each initiative. Recommends structural or programmatic adjustments, changes or additions based on full knowledge of missions, goals, and objectives. 7.  Initiates, designs, and manages the compilation of program communications; identifying outreach potential, and promoting philanthropic and collaborative support of the program. Contributes to the development and assists in the management of content on the program’s website and monitors all changes and additions to the editorial content. 8.  Performs other duties as assigned. Required Education and Experience Minimum requirement of Bachelor’s Degree in a related field and four years of related experience or an equivalent combination of education and experience.

Job Posting Date

08/20/2026

Job Category

Professional

Bargaining Unit

NON

Compensation Grade

Administration & Operations

Compensation Grade Profile

Manager; Program Leader (24)

Salary Range

$68,000.00 - $120,500.00

Time Type

Full time

Duration Type

Staff

Work Model

On-site

Background Check Requirements

All candidates for employment will be subject to pre-employment background screening for this position, which may include motor vehicle, DOT certification, drug testing and credit checks based on the position description and job requirements. All offers are contingent upon the successful completion of the background check. For additional information on the background check requirements and process visit "Learn about background checks" under the Applicant Support Resources section of Careers on the It's Your Yale website.

Health Requirements

This role is a healthcare worker position. Healthcare workers (HCW) are defined as university employees working a healthcare setting who have the potential for direct or indirect exposure to patients, human research subjects or infectious materials including body substance, contaminated medical supplies, devices and equipment, surfaces, or air.  HCW have specific health requirements that must be met prior to starting work, including MMR vaccine or immunity, varicella (chickenpox) vaccine or immunity, TB screening, COVID vaccine according to University policy, hepatitis B vaccine or immunity, and annual flu vaccination.

Posting Disclaimer

Salary offers are determined by a candidate’s qualifications, experience, skills, and education in relation to the position requirements, along with the role’s grade profile and current internal and external market conditions.

The intent of this job description is to provide a representative summary of the essential functions that will be required of the position and should not be construed as a declaration of specific duties and responsibilities of the position. Employees will be assigned specific job-related duties through  their hiring department.

The University is committed to basing judgments concerning the admission, education, and employment of individuals upon their qualifications and abilities and seeks to attract to its faculty, staff, and student body qualified persons from a broad range of backgrounds and perspectives. In accordance with this policy and as delineated by federal and Connecticut law, Yale does not discriminate in admissions, educational programs, or employment against any individual on account of that individual’s sex, sexual orientation, gender identity or expression, race, color, national or ethnic origin, religion, age, disability, status as a special disabled veteran, veteran of the Vietnam era or other covered veteran.

Inquiries concerning Yale's Policy Against Discrimination and Harassment may be referred to the Office of Institutional Equity and Accessibility (OIEA).

Note

Yale University is a tobacco-free campus.