Director ELR & Compliance (1.0 FTE, Days)

Category: Human Resources
Job Type: Full-Time
Shift: Days
Location:  Menlo Park CA 94025
Req: 10535
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

The ELR & Compliance Director serves as an advisor to LPCH executives and senior management regarding strategic labor and employee relations and HR Compliance matters of significance to the hospital. Serving as chief negotiator for LPCH, the ELR & Compliance Director oversees all contract bargaining, interpretation, application, and compliance with relevant laws, policies, and rules. Formulates labor policy, negotiates collective bargaining agreements and coordinates grievance procedures and complaints resulting from disputes with unionized employees. Responsible for exercising considerable latitude and judgment in the management of a wide range of labor relations and negotiations processes. Prepares recommendations and advises officials on fostering and promoting harmonious labor - management relations regarding contract proposals, language and economic terms. Provide oversight and direction to the HR Compliance function.

Essential Functions:

• Accountable for performing all functions related to supervising a staff including interviewing and hiring, training and coaching, evaluating performance, approval personnel actions such as pay increases, promotions, transfers and/or taking disciplinary action, etc.

• Develops and implements employee relations policies and practices to improve and enhance the hospitals' departmental operations and communications.

• Directs a comprehensive employee and labor relations program including grievance and arbitration, third party complaints, and coordinates responses on behalf of LPCH including involving legal counsel as deemed necessary.

• Ensures compliance with various regulations governing the operation of the institution along with the rules and regulations of accrediting bodies by monitoring ongoing operations and implementing corrective actions as required; ensures that all assigned department and areas of responsibility appropriately document and comply with regulatory and statutory requirements.

• Evaluates and analyzes contracts and agreements and makes recommendations for insuring compliance with city, state, and/or federal regulations, and intent, spirit and terms of contracts. Administers provisions of labor agreements to insure a fair and positive relationship with various labor unions.

• Furnishes information such as labor legislation, labor market conditions, prevailing union and management practices, wage and salary surveys, for use in review of current contract provisions and proposed changes.

• Monitors personnel policies for the purpose of ensuring conformance to relevant agreements particularly wages, hours, and working conditions as well as compliance with federal and state laws.

• Plans, implements, direct and maintain the hospitals' labor relations, contract management, and compliance functions. Assists senior management in the short-term and long-term employee and labor relations planning functions of the organization.

• Provides direction and policy interpretation to department managers in managing their respective areas of responsibilities; offers advice in handling special employee and labor relations matters and administrative concerns.

• Provides leadership and development to Compliance on Employee & Labor Relations activities and ensure communication, coordination and integration of information and processes between the two functions is achieved.

• Provides leadership in employee relations, overseeing the grievance procedure to ensure fair treatment of employees and developing policies and programs to improve morale and increase participation.

• Represents the hospitals' before various state and federal boards, commissions and agencies including Human Resources Division and Labor Relations Commission.

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 work-related discipline/field from an accredited college or university.

Experience: Seven (7) years of progressively responsible and directly related work experience, including three (3) years of management responsibility.

Knowledge, Skills, and Abilities:

• Ability to demonstrate objectivity, sensitivity and a balanced perspective regarding employee concerns and organizational expectations.

• Ability to foster effective working relationships and build consensus.

• Ability to interpret and analyze legal materials and union contracts.

• Ability to provide leadership and influence others.

• Ability to remain calm under pressure and apply sound judgment.

• Ability to successfully negotiate with unions, resolve employee grievances and handle arbitration.

• Ability to understand and use information technology to drive process changes.

• Knowledge of city management and the mandates affecting labor relations in healthcare and the emerging and changing issues in labor relations matters in the State of California.

• Knowledge of local, state and federal regulatory requirements related to areas of functional responsibility and HR.

• Knowledge of principles and practices of organization, administration, fiscal and personnel management.

 

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.