Director - Resiliency and Wellness - Human Resources (1.0 FTE, Days)
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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 Director provides strategic direction, leadership, coordination, and evaluation of programs to advance holistic health initiatives for the Office of Professional Fulfillment and Resilience in support of the organization's employee health and resiliency strategies. The Office of Professional Fulfillment and Resilience (OPFAR) cultivates a culture of well-being at Stanford Children's Health with a focus on developing programs and initiatives designed to support professional fulfillment and resilience for clinical and non-clinical staff. The Directors collaborates with various stakeholders across the Stanford Medicine enterprise to develops, implement, and monitor strategic plan/goals/objectives to enhance employee wellness and resiliency under the three pillars of Culture of wellness, efficiency of practice and personal resilience. Provides subject matter expertise and thought leadership in the areas of wellness, engagement and overall health in the workplace.
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).
Responsible for developing, building and management of the Enterprise's Office of Resiliency for strengthening the enterprise's resilience capabilities while ensuring it is aligned with ongoing organizational changes.
Provides oversight by leading multiple initiatives and core processes related to all health promotion activities that address coping mechanisms and health issues and trends to support the mission of the hospital.
Participate in Cross functional assessment of employee engagement and union avoidance activities.
Participate on cross functional teams to address inter-professional conflict.
Establishes enterprise-wide programs to advance the mental and physical health of staff and care providers.
Develops and advises on long-range goals for development of wellness and health promotion services.
Collaborating with multiple internal and external stakeholders to create effective strategies that raise awareness, educate and drive employee resiliency, professional fulfillment and wellbeing.
Provides oversight for all programs under the OPFAR to promote staff wellness by utilizing a comprehensive approach to address well-being, stress and burnout, alcohol and other drug abuse.
Oversees programs that provides support and guidance to leaders on a range of psychological issues, such as concerns about the mental health of a team member, or grief support following the death of a team member.
Participates and guides development of a strategy for reducing mental health stigma in the organization, in collaboration with other HR stakeholders (e.g. HR Business Partners and Total Rewards) and the DE&I Workforce Committee.
Oversee the SAFTeam (Strengthening Alliances with Families Team) and to provide education and support for teams dealing with difficult patient and family situations. For clinicians on the front lines of patient care, aggressive or disruptive patient or parent/visitor behavior contributes to care provider distress, compassion fatigue and burnout.
Maintains, develops and manages a strategic and tactical roadmap to address the current and future role of the Resilience Program in the organization. Executes on roadmaps to continuously improve enterprise resilience.
Continuously improving strategy and program effectiveness through measurement, feedback and insights.
Collaborates with various key cross functional stakeholders (HR, Legal, Compliance, Safety, Patient Care Services, and Ambulatory leadership) to ensure collaboration and effectiveness of annual strategy on Resiliency and Wellness. Collaborates with various stakeholders to build theory informed, evidence-based health promotion strategies, policies and programs.
Maintain relationships with external consultants, industry groups and thought leaders to promote leading practices, internally and externally. Keeps abreast of trends, and `best practices¿ with particular focus on prevention and early intervention.
Develops, submits and oversees wellness related grants.
Responsible for program and departmental budget and monthly financial reports.
Provides direction, motivation, coaching, and developmental opportunities and ensure that the appropriate skills are obtained by staff. Responsible for hiring, training, performance evaluations and supervising staff.
Collaborates with various leaders throughout the organization to identify areas of opportunity in staffing, training, and policy, among others, and implement action plans to improve and enhance wellbeing and reduce any negative impact.
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: Master's Degree in nursing, public health, health science, psychology, counseling, social services, or work-related field from an accredited graduate school
Experience: Seven (7) years of progressively responsible and directly related experience including three (3) years of management experience.
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.
Demonstrated knowledge of and commitment to advancing Justice, Equity, Diversity, and Inclusivity principles.
Demonstrated knowledge of and commitment to advancing Anti-Bias and Anti-Racism principles
Possess a working understanding of a public health approach to mental health, including suicide prevention and wellness promotion.
Attuned to current needs and shifts in wellness and mental health, including suicide prevention, and help develop and support timely and responsive initiatives.
Proven management skills, including the ability to direct and manage a diverse staff of individuals providing development, communications and community relations support and spearhead multiple programs and projects to achieve successful results.
Strong organization and follow-through skills, ability to prioritize multiple projects
Demonstrated ability to lead teams and manage culture change in a complex matrixed environment.
Ability to make decisions on fact and sound judgment.
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): $169,748.80 to $232,107.20
Equal Opportunity Employer
