HR Business Partner

Category: Human Resources
Job Type: Full-Time
Shift: Days
Req: 17733
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.

This position is primarily responsible for serving as a strategic partner with executive/senior leaders to recommend, influence and guide the development and deployment of strategies, programs, policies, and procedures, driving complex human resources support activities, and driving and providing subject matter expertise on the development and implementation of organizational change efforts. This position serves as a lead expert on complex employee and/or labor relations activities, leads and/or partners on complex HR investigations based on standard LPCH negotiated labor practices, conducts complex reporting of Company employee information and external benchmarks, and supports and provides consultation to ensure HR compliance.

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.

  • Practices self-leadership and promotes learning in others by soliciting and acting on performance feedback; building collaborative, cross-functional relationships; communicating information and providing advice to drive projects forward; adapting to competing demands and new responsibilities; providing feedback to others, including upward feedback to leadership; influencing, mentoring, and coaching team members; fostering open dialogue amongst team members; evaluating and responding to the strengths and weaknesses of self and unit members; and adapting to and learning from change, difficulties, and feedback.

  • Drives the execution of multiple work streams by identifying customer and operational needs; developing and updating new procedures and policies; gaining cross-functional support for objectives and priorities; translating business strategy into actionable business requirements; obtaining and distributing resources; setting standards and measuring progress; removing obstacles that impact performance; guiding performance and developing contingency plans accordingly; solving highly complex issues; and influencing the completion of project tasks by others.

  • Serves as a strategic partner with executive/senior leaders to influence and guide the development and deployment of strategies, programs, policies, and procedures by reviewing organizational data and processes to identify impact of trends, root causes, and potential solutions to HR issues; delivering data driven recommendations on HR efforts; partnering with leaders to ensure solutions are aligned with both HR and business objectives; evaluating HR impact in consideration of changing business strategies; and overseeing relationships between HR Centers of Excellence and business stakeholders.

  • Drives complex human resources support activities by providing guidance and subject matter expertise to internal and external stakeholders on diverse HR specialties (e.g.,Talent Acquisition, Workforce Analytics, Enterprise Learning and Development and Organizational Development; HR Consulting (ER, LR, IDM and HR Compliance), Total Rewards (Compensation and Benefits); identifying and leveraging additional resources and expertise; coordinating human resources activities; ensuring human resources align with LPCH’s standards; and ensuring human resources activities are fully documented.

  • Drives and provides subject matter expertise on the development and implementation of organizational change efforts by identifying requirements; assessing information to identify solutions to obstacles and mitigating risks; consulting with internal and external stakeholders or vendors on change management strategy; providing input in the creation or revision of change management plans; developing communications; communicating unit differences on a macro level; and monitoring ongoing impact of organizational changes or efforts on employees.

  • Serves as a coordinator of expertise on complex employee and/or labor relations activities by providing specialized consultation on employee relations, performance management, and employee discipline issues; conducting research and providing advice and assistance on employment related regulations at the State and Federal level; serving as initial point of advice, problem resolution, and facilitation; advising employees and management regarding employee relations policies, procedures, and documentation; researching, identifying, and analyzing employee relations concerns; providing advice regarding performance management/disciplinary procedures, other personnel policies, and labor agreements; attending arbitration and negotiations; coordinating problem resolution; and conducting employee relations data and process audits.

  • Leads and/or partners on complex HR investigations based by coordinating the collection and analysis of quantitative and qualitative data; leading interviews; researching complex and/or critical business issues; identifying potential action steps; creating appropriate documentation; and evaluating and recommending corrective action plans for substantiated allegations.

  • Conducts complex reporting of LPCH employee information and external benchmarks by reviewing, and interpreting reports and analyses; identifying key insights to develop solutions for diverse HR issues; and partnering in the design and implementation of new metrics or reports.

  • Supports and provides consultation to ensure HR compliance by staying abreast of and interpreting complex regulatory changes leading analysis on regulatory impacts; and overseeing the implementation of designated changes.

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, Business, Social Science, Public Administration or related field from an accredited college or university.

Experience: Five (5) years of experience in human resources or business operations.

Additional equivalent work experience in a directly related field may be substituted for the degree requirement.

License/Certification: None required.

Preferred Qualifications:

  • Master's degree in Human Resources, Business, Social Science, Public Administration or related field.

  • Human resources consulting experience (HR Generalist, ELR Consulting, IDM, Organizational Development) or experience working cross-functionally across departments, functions, or business lines.

  • Senior Human Resources Professional Certification (SHRM-SCP, or SPHR, GPHR) or HRBP/Workforce Planning/Analytics certification (HCI) or relevant certification.

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. 

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

  • Willingness and ability to be hands on with all levels of the organization as well as serve as a strategic partner to leaders.

  • Demonstrated ability to translate business strategy and goals into optimal HR processes that are scalable, simple, customer-focused and adaptable to unique and changing business needs.

  • Ability to influence and coach employees at all levels in the organization in sensitive situations without damaging relationships

  • Proven ability to develop strong, influential working relationships at all levels of the organization.

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

  • Strong business acumen and spreadsheet capability. Ability to create analytics using Excel in support of HR business initiatives.

  • Strong interpersonal skills (including relationship building, influencing, negotiating, coaching, listening and commitment to customer service).

  • Outstanding verbal and written skills, solid presentation and facilitation skills.

  • Results oriented, able to handle multiple competing priorities and meet deadlines.

  • Team oriented, self motivated- able to work both autonomously and collaboratively with peers and clients.

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): $127,254.40 to $168,729.60

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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