Director - 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 for Employee and Labor Relations and IDM (Integrated Disability Management) oversees a broad range of employee and organizational activities, such as; labor and employee relations, absence management, IDM, and Occupational Health initiatives. Oversees, manages and directs all employee, labor relations, and IDM operations including the direct supervision of the Employee Relations Consultants, Labor Relations Consultants and IDM team. Identifies trends and develops effective strategies to reduce employee grievances, disputes, or Unfair Labor Practices (ULPs)
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.
Assists the Chief HR Officer and other Leaders within HR in preparing for labor negotiations and as the liaison to the Contingency Planning Team.
Assumes responsibility for the oversight of training and orienting supervisors regarding labor contracts, labor laws, and LPCHS policies and procedures.
Serves as lead negotiator for Collective Bargaining Agreements and Effects Bargaining. In collaboration with senior leadership, develops and implements Labor Relations objectives, bargaining strategies, and maintains effective relationships with union representatives
Advises leaders and executives on highly complex labor relations and employee relations issues relating to individuals/teams or organizations, that could have a house-wide impact. Collaborates with SHC and SoM stakeholders on enterprise wide initiatives.
Responsible for administering and interpreting collective bargaining agreements for the organization
Coordinates investigations, compilation of data and preparation of responses to EEOC, DFEH or other agencies in conjunction with other LPCHS management staff and Office of the General Counsel.
Responsible for the development and administration of efficient and professional operation of occupational health services. Collaborates with SHC on enterprise-wide efforts as needed.
Interprets and administers human resource policies and procedures in accordance with State and Federal labor laws and principles of sound management.
Oversees the administration of unemployment insurance claims.
Oversees the administration of employee relation and labor relation issues through informal processes or through grievances, complaints and/or claims from outside agencies.
Conducts, directs, oversees and/or assists with employee investigations as needed and ensures consistency of employee corrective action. Provides guidance on and reviews responses to grievances filed by employees and/or labor representatives.
Oversees the review of corrective actions and advice to management regarding consistency with accepted past and present practices and compliance with contracts, policies and laws.
Leads, develops and executes a union avoidance strategy including leading a Cross Walk Analysis of all survey data, interviews of managers and directors, development of relevant training, coordination of interventions and timely reporting of the status and outcomes
Coordination with Finance (Payroll), Total Rewards (Compensation and Benefits), HRBPs, HRIS, EL&D and HR Solutions regarding proposals exchanged during CBA negotiations for feasibility as well as coordination for implementation.
Works directly with clients alongside Employee Relations/Labor Relations Specialists as needed.
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.
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: Juris Doctorate from an ABA accredited Law School
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.
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): $169,748.80 to $232,107.20
Equal Opportunity Employer