Manager - HR Business Partner - Human Resources (1.0 FTE, Days)

Category: Human Resources
Job Type: Full-Time
Shift: Days
Req: 16963
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.

Provide leadership and day-to-day oversight and guidance to HR Business Partners in the areas of developing and implementing practices that support the strategic goals of the organization. This role will have primary accountability as business partner for assigned areas (i.e.  Finance, HR, aspects of IS, and Strategy) for day to day support. Analyzes trends and metrics, and collaborates with leadership team to develop business focused solutions, programs and policies. Guides the HRBP team who provide consultation to leaders employees on a variety of human resources-related issues and acts as change agent. The manager assesses and anticipates HR-related needs, while communicating needs proactively with the HR team and leadership to develop coordinated solutions. Formulates partnerships across the HR function to deliver valuable service to leaders and employees that reflect the objectives of the organization. Partners and collaborates with leaders to provide the opportunity to develop solutions to a variety of complex HR challenges and will be responsible for both strategic and tactical activities, which span across the organization in a dynamic and fast-paced environment.

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 Service Standards of the Hospital(s). 

  • Manages the HR Business Partner team in providing strategic business partnership, thought partnership, and coaching to all levels of the organization.

  • Serves as a trusted business partner and coach to senior leaders in the organization. Functions as HR Business Partner (HRBP) for assigned areas (i.e. Finance, Marketing and Communication, Center for Pediatric and Maternal Value, Government Relations, and Strategy). Partners daily with functional leaders and line managers resulting in fully engaged employees, effective leaders, and a best-in-class workplace culture.

  • Responsible for creation and execution of an Employee Engagement Strategy. Act as a strategic business partner to develop and execute talent strategies to improve employee engagement, leader effectiveness, performance management and talent management.

  • Responsible for execution of Attendance Management and Staffing Playbook to ensure timely staffing

  • Assesses team, manager, organizational development needs, makes recommendations, and implements appropriate solutions

  • Assesses and anticipates HR-related needs, while communicating needs proactively with the HR team and leadership to develop coordinated solutions

  • Collaborates with other HR leaders, in the creation and standardization of Reorganization/Restructure approach

  • Analyzes trends and metrics in partnership with the HR team to develop solutions, programs and policies

  • Partners with HR Stakeholders and Centers of Excellence (COEs) to implement projects - working to anticipate, coordinate, and plan programs. Partners with all HR COE to leverage functional expertise in assessing client needs and driving strategic solutions.

  • Identifies workforce trends proactively and provides relevant business insights, using data, tools, analytics and resources to drive decision making and action.

  • Develops business leader capability by providing ongoing coaching on organizational and management opportunities.

  • Build and cultivate strong partnerships with team members and leaders to offer expertise on organizational and people-related strategies and execution to ensure a motivated and engaged workforce

  • Responsible for execution of Union Avoidance campaigns as needed

  • Monitors themes and data regarding Escalation of Tier 1 and Tier 2 Employment Relation Cases

  • Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies

  • Manages and resolves complex employee relations issues and works with Labor Relations/Legal in the investigation of any serious cases and implements appropriate remediation

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 Human Resources, Organizational Development, Industrial Psychology, Business Administration, Social Science or related field from an accredited college or university.

Experience: Six (6) years of experience in human resources or business operations.

License/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.

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

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

  • Knowledge and understanding of HR analytics - with the ability to interpret people/talent data and translate into actionable insights

  • Knowledge of workforce planning, talent acquisition, compensation, benefits, employee relations, performance management and leadership development and relevant state and federal regulations and laws

  • Knowledge of State and Federal labor/employment laws (NLRA, ADA, Wage & Hour, FMLA/CFRA, CESLA, Workers Compensation, etc)

  • Ability to create and maintain strong, professional relationships at different levels of organization

  • Ability to coach and communicate across all levels of the organization: up, down, and across

  • Skilled in effectively handling sensitive and confidential communications and materials

  • Ability to foster effective working relationships and build consensus

  • Ability to operate in a constantly evolving environment

  • Ability to identify, design and administer plans that support hospital strategic goals

  • Ability to mediate and resolve complex problems and issues.

  • Ability to provide leadership and influence others.

  • Ability to direct and manage the development and implementation of projects and processes for high impact programs and communications.

 

 

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): $134,888.00 to $178,869.60

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.
 
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