Human Resources Compliance / Employee Labor Relations Specialist (1.0 FTE, Days)

Category: Human Resources
Job Type: Full-Time
Shift: Days
Req: 9542
FTE: 1

Human Resource

1.0 FTE, 8 Hour Day Shift

At Stanford Children’s Health, we know world-renowned care begins with world-class caring. That's why we combine advanced technologies and breakthrough discoveries with family-centered care. It's why we provide our caregivers with continuing education and state-of-the-art facilities, like the newly remodeled Lucile Packard Children's Hospital Stanford. And it's why we need caring, committed people on our team - like you. Join us on our mission to heal humanity, one child and family at a time.

Job Summary

This paragraph summarizes the general nature, level and purpose of the job.

The Human Resources Compliance & Employee Relations Specialist performs journey level work and and assists Sr. ELR Specialists  performing Employee & Labor Relations duties , including: performs intake of employee complaints and manager requests; provides guidance on corrective actions, provides interpretation and application guidance on policies and collective bargaining agreements, performs review of corrective action documents, and conducts research on a variety of issues; assists in the processing of grievances, unemployment claims, and other matters; records activities according to work group SPO.  The Human Resources Compliance & Employee Relations specialist facilitates and assists in the development and maintenance of Human Resources Policies and procedures that contribute to organization-wide efforts to comply with federal, state and local regulations as well as HR requirements. Assists in monitoring organizational regulatory and legal compliance and assists in developing recommendations based on findings to further enhance the HR compliance efforts. This position also performs other ELR duties as assigned. 

Essential Functions

The essential functions listed are typical examples of work performed by positons in this job classification. They are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Employees may also –perform other duties as assigned. 

Employees must abide by all Joint Commission Requirements including but not limited to sensitivity to cultural diversity, patient care, patients’ rights and ethical treatment, safety and security of physical environments, emergency management, teamwork, respect for others, participation in ongoing education and training, communication and adherence to safety and quality programs, sustaining compliance with National Patient Safety Goals, and licensures and health screenings. 
Must perform all duties and responsibilities in accordance with the hospital’s policies and procedures, including its Service Standards and Code of Conduct.

  • Performs intake of employee complaints, manager inquiries, etc.
  • Provides guidance to managers on corrective action process, information requests, policy and collective bargaining agreement interpretation and application, and State and Federal employment and labor laws
  • Provides guidance to employees on workplace concerns, policy and collective bargaining agreement interpretation, and resource information.
  • Assists with conducting research for variety of matters, including grievances, employee complaints, internal investigations using appropriate equipment and systems.
  • Assists with internal investigations.
  • Coordinates and facilitates efforts pertaining to regulatory audits lead by a Sr. Specialist..
  • Facilitates and assists in development, review and implementation of human resource policies and procedures which are consistent with Federal and State laws, Joint Commission Standards, and sound principles of management.
  • Assists in maintaining an organized repository of references and resources for compliance and employee relations activities. Assists and advises appropriate personnel in identifying the information and reference material needed for them to meet their compliance requirements.
  • Acts as chair for the HR chapter of Joint Commission Survey.
  • Coordinates preparation of reports for Hospital including EEO1, Affirmative Action Plan, Board Report, etc.
  • Facilitates and assists in the processing of Employee and Union Grievances.
  • Facilitates and assists in the managing of EDD claims, third party complaints, complaints to the NLRB, State licensing boards etc. 
  • Assists with development and delivery of training on wide variety of Employee and Labor Relations topics and processes.
  • Maintains records of activities in accordance with work group Standard Operating Procedures.

Minimum Qualifications

Any combination of education and experience that would likely provide the required knowledge, skills and abilities as well as possession of any required licenses or certifications is qualifying.

Education: Bachelor’s degree in a related discipline from an accredited college. Bachelor’s degree in related discipline from an accredited or university preferred.
Experience:  Five (5) years of progressively responsible human resources experience including some Employee & Labor Relations experience.
Licensure/Certification:  None Required.

Knowledge, Skills, and Abilities

These are the observable and measurable attributes and skills required to perform successfully the essential functions of the job and are generally demonstrated through qualifying experience, education, or licensure/certification.

  • Ability to apply judgment and make sound decisions.
  • Ability to foster effective working relationships and build consensus.
  • Ability to maintain confidentiality of sensitive information.
  • Ability to plan, organize, prioritize, work independently and meet deadlines.
  • Ability to work effectively with individuals at all levels of the organization.
  • Ability to work effectively both as a team player.
  • Good written and oral communication skills essential.
  • Ability to solve problems in a customer-focused environment.
  • Basic knowledge of State and Federal labor/employment laws (NLRA, ADA, Wage & Hour, FMLA/CFRA, CESLA, Workers Compensation, etc), including unemployment insurance required.
  • Knowledge of the Healthcare industry and hospital regulatory matters preferred.
  • Knowledge of principles and practices of Employee and Labor Relations and collective bargaining preferred.

Physical Requirements and Working Conditions

The Physical Requirements and Working Conditions in which the job is typically performed are available from the Occupational Health Department. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job.



Equal Opportunity Employer

Lucile Packard Children’s Hospital Stanford strongly values diversity and is committed to equal opportunity and non-discrimination in all of its policies and practices, including the area of employment. Accordingly, LPCH does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, or disability, or the perception of any of the above. People of all genders, members of all racial and ethnic groups, people with disabilities, and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements, and where applicable, in compliance with the San Francisco Fair Chance Ordinance.