Director - Total Rewards - Human Resources (1.0 FTE, Days)
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.
This paragraph summarizes the general nature, level and purpose of the job.
The Director of Total Rewards manages all aspects of Total Rewards to include compensation, health and welfare benefit programs for Lucile Packard Children's Hospital Stanford (LPCHS), Packard Children's Health Alliance (PCHA), and benefits administration for Packard Medical Group (PMG). Provides leadership and direction in the development and expansion to ensure that programs and services continue to reflect the needs of the organization and employees. Directs the operations of all departments including vendor relations, contract negotiations, system design and development, maintenance and administration and delivery of services. Drives activities to ensure effective planning, communication and competitive total rewards programs that ensure securing and retaining top talent. Responsible for various reporting related to regulatory and/or other annual reporting related to benefit and plan design.
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 LPCHS' Total Rewards program that deliver competitive and innovative offerings to the employee population. Provides the tactical strategy to implement new programs and ensure efficient ongoing operations of existing programs in multiple states or countries, as applicable.
Collaborates with Executive leadership in developing annual and long-term plans. Drives a progressive approach to compensation and benefits strategy, design and implementation.
Sets Priorities and manages and allocates resources to align with departmental and organizational needs.
Develops and implements standards and operating strategies to ensure ongoing competitive assessment of the market place. Defines and develops Total Rewards Metrics.
Develops, recommends, and installs approved, new, or modified plans and employee benefit policies, and supervises administration of existing plans. Supports the development and execution of the organization's benefits strategy; partners with vendors to develop programs that are cost effective and in line with current benefits trends.
Evaluates new programs and market trends. Assesses the competitiveness of all programs and practices against industry standards and comparable organizations. Conducts regular benchmarking to ensure that our benefit programs are competitive.
Leads and manages the design and administration of all employee compensation and benefits programs, policies, and procedures including developing strategies and recommendations based on hospital needs and/or regulatory changes.
Evaluates and recommends updates to Plan Documents and Summary Plan Descriptions, benefit summaries, new hire orientation and open enrollment materials, and ongoing marketing/educational materials.
Manages and develops the performance and behavior of team through establishing expectations, performance standards, and ongoing coaching/feedback. Mentors, develops, and grows the functions to ensure a high level of customer service.
Manages policy development, administration, and record-keeping of health and welfare plans, 401(k) plan, and leaves. Ensures compliance related to required communications, employee participation and testing. Ensures compliance with all federal, state, and local benefit laws and regulations. Keeps leadership informed of new developments and disseminate the information as necessary.
Works closely and collaboratively with Finance, Payroll, and Legal to ensure that audit and applications regulation (i.e. SOX) requirements are met.
Collaborates with Executive Director and Chief Human Resources Officer to prepare, analyze, and present budget and get programs approved.
Manages department budget and expenses by reviewing plan design objectives, utilization trends, expense projections and recommending alternative options to Human Resources management.
Negotiates contracts for services and programs with outside vendors/brokers to obtain cost-effective, maximum coverage for employees for all areas of responsibility. Selects and manages benefit vendors and the relationships to ensure optimum efficiency. Manages relationships with outside vendors to ensure plan documents are properly administered, maintained, and updated and contracts are effectively administered
Manages and leads governance committees including Retirement Committee operations, integrated HR/Payroll/IT governance, and other Benefit governance committees.
Ensures compliance with state and federal regulations including, but not limited to, ERISA, FLSA, FMLA, and HIPPA.
Provides data in support to Legal Teams during labor negotiations as it relates to benefits and plan design.
Develops and maintain the data integrity and security protocols across the HR systems portfolio including regular audits for compliance. Ensures the integrity and timeliness of all business rules and data. Ensures that all departmental reporting requirements are defined and met.
Manages relations with brokers, vendors, consultants, and regulatory agencies. Evaluates vendor performance, provides improvement feedback, and makes changes as necessary.
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 field/discipline from an accredited college or university.
Experience: Seven (7) years of progressively responsible and directly related work experience including three (3) years of management responsibility.
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.
Knowledge of benefits plan administration including retirement, health and welfare plans.
Knowledge and understanding of actuarial concepts, and actuarial analysis used to develop rate levels, algorithms, pricing strategies and changes.
Knowledge of current ERISA, IRS, DOL, COBRA, ACA and HIPAA regulations to ensure compliance of retirement, health and welfare plans.
Strong quantitative, and analytical skills and ability to generate, analyze and synthesize data and reports.
Strong business acumen with knowledge of the financial and economic drivers of the overall business and benefit plans.
Ability to explain, apply and understand of analysis techniques, benefit plan design and employee benefit laws.
Ability to identify, design and administer plans that support strategic goals and attract, reward and retain talent.
Ability to effectively collaborate with Union leadership and proven experience in managing complex employee relations
Knowledge of local, state and federal regulatory requirements related directly to areas of functional responsibility and HR.
Knowledge of principles and practices of organization, administration, fiscal and personnel management.
Ability to direct and manage the development and implementation of projects and processes for high impact programs and communications.
Ability to provide leadership and influence others.
Ability to understand and use information technology to drive process changes.
Ability to mediate and resolve complex problems and issues.
Ability to foster effective working relationships and build consensus.
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.
Physical requirements are consistent with those for sedentary work, which involves sitting most of the time, but may involve walking or standing for periods of time.
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.