Director - Human Resources (1.0 FTE, Days)
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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 Director for Human Resources oversees a broad range of employee and organizational activities, including; Labor Relations, Absence Management, Integrated Disability Management (IDM), and Occupational Health initiatives. Responsible for managing, negotiating, administering, and implementing contracts and collective bargaining agreements throughout Stanford Medicine Children’s Health (SMCH). Identifies trends and develops effective strategies to reduce employee grievances, disputes, or Unfair Labor Practices (ULPs). Creates and implements long-term employee engagement strategies to mitigate the risk of union organizing.
Essential Functions
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.
Partners in the development of strategic plans and leads improvements to SMCH’s Labor Relations function. Provides tactical strategies to ensure efficient ongoing operations of existing practices in multiple states or countries, as applicable.
Advises leaders and executives on highly complex labor relations issues relating to individuals/teams or organizations, that could have a house-wide impact. Collaborates with Stanford Health Care and Stanford School of Medicine stakeholders on enterprise-wide initiatives.
Acts as the subject matter expert on union contracts and manages all escalated employee issues or problems related to the interpretation of the Collective Bargaining Agreements. Responsible for administering and interpreting collective bargaining agreements for SMCH.
Collaborates with Executive Leadership in developing annual and long-term employee engagement strategies; utilizing cross functional groups to mitigate risk of union organizing. Drives a progressive approach to labor relation strategy, design, and implementation.
Oversees the training and orienting of supervisors regarding labor contracts, labor laws, and SMCH policies and procedures. Keeps leadership informed of new developments and disseminate the information as necessary.
Interprets and administers human resource policies and procedures in accordance with State and Federal labor laws and principles of sound management.
Assists the VP of Human Resources, Chief Human Resources Officer, and other Leaders within Human Resources in preparing for labor negotiations, acting as the liaison to the Contingency Planning Team. Serves as the 1st or 2nd chair for negotiations of Collective Bargaining Agreements and Effects Bargaining.
Liaisons with all stakeholders including, but not limited to, Finance, Total Rewards, HR Business Partners, HRIS, HR Solutions, Talent Acquisition, HR Compliance, and Hospital Operations in preparation of, and during, the bargaining of collective Bargaining Agreements. Coordinates with stakeholders regarding proposals exchanged during negotiations for feasibility as well as coordination for implementation.
Ensures compliance with state and federal regulations. Works with federal and state regulators on compliance and employer requirement standards and laws. Ensures alignment of labor relation issues and approaches with other entities under Stanford Medicine Children’s Health.
Coordinates investigations, compilation of data and preparation of responses to EEOC, DFEH, or other agencies in conjunction with other SMCH management staff and Office of the General Counsel.
Oversees the administration of Integrated Disability Management; which includes engagement with shared services and external vendors providing services to SMCH. Develops, recommends, and installs approved, new, or modified accommodation programs for employees on Worker’s Compensation or disability under various State or Federal laws.
Responsible for the development and administration of efficient and professional operation of occupational health services. Collaborates with SHC on enterprise-wide efforts as needed.
Develops and implements standards and operating strategies regarding Attendance and Leave of Absence Programs reflecting trends and forecasts for the organization.
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.
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: Master’s degree in HR, Economics, Healthcare Administration, Organizational Development or Business Administration
Experience: Seven (7) years of progressively responsible and directly related work experience including three (3) years of supervisory 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 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 maintain accurate and detailed records, and prepare and analyze comprehensive reports
Ability to mediate and resolve complex problems and issues
Ability to provide leadership and influence others
Ability to understand and use information technology to drive process changes
Knowledge of local, state and federal regulatory requirements related to areas of functional responsibility and HR
Knowledge of mandates and emerging issues in labor relations matters in the State of California in the healthcare industry
Knowledge of principles and practices of organization, administration, fiscal and personnel management
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.
Pay Range
Compensation is based on the level and requirements of the role.
Salary within our ranges may also be determined by your education, experience, knowledge, skills, location, and abilities, as required by the role, as well as internal equity and alignment with market data.
Typically, new team members join at the minimum to mid salary range.
Minimum to Midpoint Range (1.0 FTE): $173,139.20 to $236,745.60
Equal Opportunity Employer
