Asks for

The ad says“Knowledge and demonstrated experience as a consultant and advisor to management in at least four human resources areas, including: employee relations, employment and labor law, compensation, staffing and employment, training and development, performance coaching and management, and organizational development.”
The ad says“Knowledge and demonstrated experience as a consultant and advisor to management in at least four human resources areas, including: employee relations, employment and labor law, compensation, staffing and employment, training and development, performance coaching and management, and organizational development.”
The ad says“Knowledge and demonstrated experience as a consultant and advisor to management in at least four human resources areas, including: employee relations, employment and labor law, compensation, staffing and employment, training and development, performance coaching and management, and organizational development.”
The ad says“Demonstrated proficiency with business applications, such as Microsoft Office Suite and human resources information systems.”
The ad says“Knowledge and demonstrated experience as a consultant and advisor to management in at least four human resources areas, including: employee relations, employment and labor law, compensation, staffing and employment, training and development, performance coaching and management, and organizational development.”
The ad says“Demonstrated proficiency with business applications, such as Microsoft Office Suite and human resources information systems.”
The ad says“Knowledge and demonstrated experience as a consultant and advisor to management in at least four human resources areas, including: employee relations, employment and labor law, compensation, staffing and employment, training and development, performance coaching and management, and organizational development.”
The ad says“Knowledge and demonstrated experience as a consultant and advisor to management in at least four human resources areas, including: employee relations, employment and labor law, compensation, staffing and employment, training and development, performance coaching and management, and organizational development.”
The ad says“Knowledge and demonstrated experience as a consultant and advisor to management in at least four human resources areas, including: employee relations, employment and labor law, compensation, staffing and employment, training and development, performance coaching and management, and organizational development.”
The ad says“Knowledge and demonstrated experience as a consultant and advisor to management in at least four human resources areas, including: employee relations, employment and labor law, compensation, staffing and employment, training and development, performance coaching and management, and organizational development.”
The ad says“Knowledge and demonstrated experience as a consultant and advisor to management in at least four human resources areas, including: employee relations, employment and labor law, compensation, staffing and employment, training and development, performance coaching and management, and organizational development.”
The ad says“• Act as lead systems expert within SBC for HR management system (Workday).”

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Day - 08 Hour (United States of America)

This is a Stanford Blood Center job.

A Brief Overview
Under the general direction of the Stanford Blood Center's (SBC) Human Resources (HR) Director, the HR Manager will manage HR programs and policies, ensuring that the organization is in full compliance with applicable laws and regulations. In addition, the position works closely with the HR Director to develop, implement, and evaluate ongoing HR policies, programs, functions and activities. Supervises over, and manages workload of a team of SBC HR Generalists and Talent Acquisition Consultants.

Locations
Stanford Blood Center

What you will do

Leadership & Supervision • Lead and serve on cross functional committees across the organization in order to ensure all levels within the organization have a voice. • Serve as a visible, involved and engaged leader to employees throughout the organization. • Participate on committees, special projects, and surveys that involve external blood banking and/or human resource entities. • Coach senior leaders on complex leadership and HR issues including development, engagement, and talent performance and issues which could have the potential to create a competitive advantage for the business. • Lead and manage a department of HR Generalists (non-exempt) and Talen Acquisition Consultant(s) (exempt) that deliver strategies around talent recruitment and management, learning and development, and policy and procedures. • Manage the work assignments and performance of direct reports. Set team objectives, priorities, and resources to align with Blood Center objectives. Responsible for interviewing, hiring, training, coaching, performance management, and performance reviews of all direct reports.
Performance Management: • Educate, coach and support leadership with performance management and progressive disciplinary action. • Lead annual performance appraisal process, working with leadership and within guidelines to ensure effectiveness, compliance, and equity within SBC. • Collaborate with department leadership and SBC HR Director to establish mid-year increases and/or bonuses as appropriate.
Employee/Labor Relations: • Handle all employee relations issues for SBC, ensuring compliance with policies and bargaining unit contract. • Conduct effective, thorough and objective investigations; analyze and recommend resolution for issues, consult with SBC HR Director and/or SHC Employee and Labor Relations as necessary.
Training/Development: • Design, develop, revise and manage the SBC new employee orientation process, including orientation of new leaders. Ensure that all SHC and general SBC requirements have been met, including HIPAA, sexual harassment, health and safety and lab training. • Perform periodic audits of training files. • Identify, communicate, and consult with employees on training and career development opportunities. • Drive the SBC leader and team member development programs, including needs assessment and design; implement training program (e.g. One Minute Training articles, in-person training classes, virtual training classes, and curated list of external offerings), and facilitate in-person or virtual training sessions.
Leave Administration: • Oversee team member leaves of absence (Disability, Workers’ Compensation, Paid/Unpaid, Personal, etc.); ensuring leave records are processed timely and accurately. • Educate SBC team members on policies and processes associated with leave; act as liaison between team members, leadership, the Leave Administrator (The Hartford), SHC HR Absence Management Team, SHC Workforce Health and Wellness Team, payroll, insurance vendors, and risk management to resolve leave issues; provide follow-up with team members on claims, payments and related worker’s compensation issues.
Organizational Development/Workforce Planning: • Collaborate with SBC leaders to accurately assess and design organizational structures, describe new or existing positions for recruitment or classification review, develop and implement succession planning and retention programs, and coordinate reductions-in-force when necessary. • Partner with Stanford Health Care (SHC) Compensation to determine appropriate classification and level of positions and with SHC Employee and Labor Relations to execute reductions-in-force. • Lead and support leadership in designing strategies and programs to support and facilitate behavioral and organizational change within SBC.
Hiring/Onboarding: • Manage SBC’s hiring and onboarding process through SBC TA Acquisition Consultants and HR Generalists. • Consult with hiring managers/supervisors and SBC HR Director to determine appropriate in-hire salaries and oversee preparation of offer letters, ensure hiring processes are compliant with policy. • Ensure effective onboarding and SBC New Hire Orientation experience to foster positive attitude toward SBC.
HRMS Systems Expert: • Act as lead systems expert within SBC for HR management system (Workday). • Initiate and /or approve human resource transactions for SBC, including hires, transfers, reclassifications, promotions, leaves of absence, terminations, salary changes, off-cycle checks, etc. • Use standard and ad hoc reports to analyze and identify problems and trends; initiate corrections and/or recommendations for staffing solutions as necessary.
Compliance: • Maintain in-depth knowledge of legal requirements related to management of employees, reducing legal risks and ensuring regulatory compliance. • Serve as a primary resource on HR policies and procedures for SBC employees; provides guidance and interpretation on governmental laws or regulations to management and employees, while working with management to ensure compliance. • Develop and document all SBC HR policies and procedures. • Ensure all personnel records are kept confidential and maintained appropriately.
Comply with governmental regulations and Stanford Health Care and Blood Center policies regarding health and safety. Observe and support good health and safety practices.
Strictly observe privacy and security related policies, procedures and practices to preserve the integrity and confidentiality of medical and other sensitive information pertaining to donors, patients, research subjects, and employees. Act as a responsible information steward and treats information as sensitive and confidential in accordance with federal and state laws and with professional ethics, accreditation standards and legal requirements. Do not disclose protected health information inappropriately.
May be required to enter areas where other individuals work with human blood; potential may exist for unanticipated exposure to bloodborne pathogens by splash or spill.

Education Qualifications

Bachelor's Degree Required

Experience Qualifications

5+ years to 7 years relevant experience Required
1+ year to 2 years prior supervisory experience Preferred

Required Knowledge, Skills and Abilities

Knowledge and demonstrated experience as a consultant and advisor to management in at least four human resources areas, including: employee relations, employment and labor law, compensation, staffing and employment, training and development, performance coaching and management, and organizational development.
Experience implementing diverse and high impact HR initiatives to support organizational objectives.
Demonstrated interpersonal skills and understanding of group dynamics. Successful track record of establishing credibility and trust with a diverse client group.
Strong analytical, critical thinking, problem solving, judgment, negotiation, influencing, and decision making skills. Ability to maintain confidentiality, tact, and diplomacy.
Excellent oral and written communication skills; ability to prepare clear and concise reports and deliver formal presentations or training to senior management and other audiences.
Demonstrated proficiency with business applications, such as Microsoft Office Suite and human resources information systems.

Preferred Knowledge, Skills and Abilities

PHR or SPHR preferred

Physical Demands and Work Conditions

Physical Demands

Frequent Sitting.
Occasional Walking.
Occasional Standing.
Constant Hand Use. Keyboarding/phone/writing
Constant Repetitive Motion Hand Use. Keyboarding
Frequent Grasping.
Frequent Fine Manipulation.

Lifting

Occasional lifting of 0 - 10 lbs. 1 to 4 in height
lifting of 11 - 20 lbs. 0 to 0 in height
lifting of 21 - 30 lbs. 0 to 0 in height
lifting of 31 - 40 lbs. 0 to 0 in height
lifting of 40+ lbs. 0 to 0 in height

Carrying

Occasional lifting of 0 - 10 lbs. 1 to 10 in height
lifting of 11 - 20 lbs. 0 to 0 in height
lifting of 21 - 30 lbs. 0 to 0 in height
lifting of 31 - 40 lbs. 0 to 0 in height
lifting of 40+ lbs. 0 to 0 in height

Blood Borne Pathogens

Category III - Tasks that involve NO exposure to blood, body fluids or tissues, and Category I tasks that are not a condition of employment

These principles apply to ALL employees:

SHC Commitment to Providing an Exceptional Patient & Family Experience

Stanford Health Care sets a high standard for delivering value and an exceptional experience for our patients and families. Candidates for employment and existing employees must adopt and execute C-I-CARE standards for all of patients, families and towards each other. C-I-CARE is the foundation of Stanford’s patient-experience and represents a framework for patient-centered interactions. Simply put, we do what it takes to enable and empower patients and families to focus on health, healing and recovery.

You will do this by executing against our three experience pillars, from the patient and family’s perspective:

Know Me: Anticipate my needs and status to deliver effective care
Show Me the Way: Guide and prompt my actions to arrive at better outcomes and better health
Coordinate for Me: Own the complexity of my care through coordination

Equal Opportunity Employer Stanford Health Care (SHC) 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, SHC does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity and/or expression, 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.

Base Pay Scale: Generally starting at $64.63 - $85.65 per hour

The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to, internal equity, experience, education, specialty and training. This pay scale is not a promise of a particular wage.

Asks for

Values