Employee Recognition Program Manager - Human Resources (1.0 FTE, Days)

Category: Human Resources
Job Type: Full-Time
Shift: Days
Req: 17016
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 Employee Recognition Program Manager is responsible for program design, development, planning, and managing all recognition programs, and a variety of annual and seasonal employee related events (including all the activities of the annual award banquets), and special projects. A highly cross-functional role, this position requires both strategic and tactical program management, exercising collaboration and leadership through influence across the organization while building and maintaining key partnerships with various internal and external stakeholders including vendors.

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.

  • Plans, analyzes, coordinates and implements employee recognition activities for the organization.

  • Conducts market assessments to identify new program to launch for employee recognition. Responsible for implementing new recognition programs and events. Evaluates, recommends, and implements changes to existing employee programs and policies.

  • Researches and vet new ways to improve existing recognition processes, operations and gift offerings by staying up to date on industry trends, current style and innovative offerings.

  • Identifies new recognition platforms to explore various opportunities including peer recognition and reward options via a portal that manages the delivery of points, gifts, gift cards, messages of recognition, digital badges, or certificates etc.

  • Collaborates and partners with various stakeholders (i.e. HRIS and IS) in the implementation of new vendor platforms for recognition.

  • Identifies way to measure impact and value of employee recognition program.

  • Manages the planning and execution of events annually including and not limited to: Managing on-site staffing (security, vendors, etc.); manage event logistics - escalating and updating leadership on decisions being made, including the overall impact to operational goals and objectives.

  • Prepares post-event summaries; analyzes trends and identifies strategies for subsequent events.

  • Manages budget and project plans to ensure employee recognitions events are executed on budget and on time. Handles overall program budget, tracks variances, and provides regular updates to leadership on usage.

  • Develops and manages vendor relationships with 3rd party execution partners. Negotiates and maintains strong relationships with vendors, decreasing costs and improving efficiency across all recognition gifting programs.

  • Recommends and implements event best practices and creativity to assure that events are engaging and productive.

  • Creates communication plans, project plans, timelines, risk analysis and budget for projects

  • Manages and oversees all the logistics for the annual employee awards banquet including selecting venue, meal arrangements, managing employee attendee list, ordering gift selection, facilitating all logistics, and staffing and managing the volunteers for the event. Collaborates and partners with team members and internal and external stakeholders (including internal communication team, video editing team) on event logistics, internal communication plan, photography and audio-visual aspects, registration platforms, attendee lists, agendas etc.

  • Supports the facilitation and fulfillment of recognition programs to meet the overall recognition strategy and brand guidelines.

  • Researches, recommends and maintains vendor relationships; participates in negotiating contracts and fulfillment of agreement terms.

  • In collaboration with communications departments, ensures appropriate communication with hospitals leadership, employees, and vendors for successful implementation of programs

  • Responsible for creating and implementing communications to ensure employee and leader awareness and support of employee recognition programs.

  • Serves as a resource to employees and management regarding on the appropriateness of a proposed event or activity and whether the function can operate within the Solicitation policy

  • Works on special projects of varied scope, complexity and duration

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:  Four (4) years of experience in human resources or business operations.

License/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. 

  • 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): $101,774.40 to $134,919.20

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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