Senior E&LR Specialist (1.0 FTE, Days) 9 Month Fixed Term
1.0 FTE, 8 Hour Day Shift, 9 Month Fixed Term
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.
This paragraph summarizes the general nature, level and purpose of the job.
The Senior Employee/Labor Relations Specialist provides guidance to management and staff in the interpretation and enforcing of human resource policies, collective bargaining unit agreements, and state and federal laws; reviews and provides counsel on corrective action; investigates employee grievances and complaints; provides support to legal counsel and conducts research on EEO/DFEH and NLRB matters. Performs other duties such as responding to unemployment claims, maintaining records of activities according to work team SOP, analyzing data and tracking trends, etc.
The essential functions listed are typical examples of work performed by positions 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, patient 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 licensure and health screenings.
Must perform all duties and responsibilities in accordance with the hospital’s policies and procedures, including its Service Standards and its Code of Conduct.
- Assists in processing eligible requests for arbitration, makes necessary arrangements for hearing, attends and assists as necessary.
- Assists in the investigating complaints filed with State and Federal agencies such as the EEOC and NLRB.
- Provides guidance and assistance to employees concerning problems which are affecting their employment and job performance. Advises them of internal and external resources for professional support, when appropriate.
- Provides guidance and assistance to supervisors/managers regarding interpretation, compliance, and enforcement of human resource policies and procedures, the collective bargaining unit agreement, and State and Federal employment and labor laws.
- Provides guidance to management on corrective action, grievance and arbitration procedures.
- Investigates, prepares reports and makes recommendations to management concerning resolution.
- Recommends and assists in the 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.
- Represents Hospital in the appeals process to the Appeals Board for unemployment insurance claims including taking action that minimizes hospital unemployment insurance costs.
- Evaluates and analyzes the components of various compliance strategies to identify and develops and implements recommendations for specialty education materials or modules to enhance the HR Compliance program.
- Takes lead role in evaluation and development of compliance strategies to enhance the HR Compliance program and to support other Hospital Compliance programs.
- Conducts research for variety of matters, including grievances, employee complaints, internal investigations using appropriate equipment and systems including providing guidance for more junior staff in assisting.
- Assesses need for, develops and delivers training on wide variety of Employee and Labor Relations topics and processes.
- Maintains records of activities in accordance with work group Standard Operating Procedures.
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: Eight (8) years of progressively responsible and directly related work experience
- Licensure/Certification: None required
Knowledge, Skills, & 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 conduct and maintain objectivity in EEO/legal/third party investigations.
- Ability to maintain confidentiality of sensitive information.
- Ability to plan, organize, prioritize, work independently and meet deadlines.
- Ability to solve complex problems and identify solutions in a customer-focused environment.
- Ability to work effectively both as a team player and leader.
- Ability to work effectively with individuals at all levels of the organization.
- Ability to foster effective working relationships and build consensus.
- A thorough working knowledge of State and Federal labor/employment laws (NLRA, ADA, Wage & Hour, FMLA/CFRA, CESLA, Workers Compensation, etc), including unemployment insurance required.
- Knowledge of local, state and federal regulatory requirements related to areas of functional responsibility and HR.
- Knowledge of principles and practices of Employee and Labor Relations and collective bargaining.
- Knowledge of the Healthcare industry and hospital regulatory matters preferred.
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.