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https://stanfordchildrens.org
Lucile Packard Children's Hos…
Lucile Packard Children's Hos…
Local Healthcare Healthcare
StanfordChildrens.org is the official website of Stanford Children's Health, a healthcare system based in Northern California. It provides a range of comprehensive pediatric and obstetric care services. The website serves as a digital platform to educate and inform caregivers, parents, and patients about various medical conditions, treatment options, research breakthroughs, and clinical expertise available at Stanford Children's Health. It also offers convenient online tools for appointment scheduling, accessing medical records, and seeking second opinions. StanfordChildrens.org aims to foster healthier lives for children by providing accessible, advanced, and family-centered care.
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CountryHosted in United States
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CityArlington, Washington
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Latitude\Longitude48.183 / -122.114 Google Map
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Traffic rank#23,122 Site Rank
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Site age11 yrs old
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Site Owner informationWhois info
Website is Safe
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Traffic rank
#23,122
#23,122
Site age
11 yrs
11 yrs
Location
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Popular Questions for Lucile Packard Children's Hos…
Newest job postings for Lucile Packard Children's Hos…
via Trabajo.org
posted_at: 4 days agoschedule_type: Full-time
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
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 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)
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.
• 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.
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: 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 .
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
L ucile 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.
by Jobble Show more details...
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 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)
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.
• 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.
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: 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 .
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
L ucile 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.
by Jobble Show more details...
via Trabajo.org
posted_at: 4 days agoschedule_type: Full-time
Radiology
0.001 FTE, 10 Hour Rotating 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
Radiology
0.001 FTE, 10 Hour Rotating 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.
Under general supervision, performs various radiographic and fluoroscopic procedures. Perform a variety of technical tasks involved in operating radiographic equipment and making radiographs of designated portions of the body. Duties include transferal of images, archiving and performing of appropriate imaging protocols which meet the department's standards of quality.
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).
• Assists the radiologist during procedures when needed.
• Ensures proper darkroom techniques to include ability to ascertain
• sub-optimal film processing, and equipment malfunction.
• Follows established radiation safety guidelines 'ALARA' (as low as reasonably acceptable) in reference to time, distance and shielding.
• Operates a variety of imaging and fluoroscopic equipment in performing a variety of imaging examinations. Utilizes proper body mechanics to ensure patient safety upon moving and/or transferring patients.
• Participates in orientation and training of assigned staff, students and residents.
• Prepares patient for exam, i.e. identifying oneself, explaining procedures, confirming patient ID and checking correctness of the order.
• Prepares room and equipment. Troubleshoots equipment failures and reports problems to the appropriate individual.
• Processes identification data onto the exposed imaging plate and prepares the image for reading by the radiologist using image processing film or Picture Archive Communication System (PACS).
• Produces quality images following established departmental and QA (Quality Assurance) protocols to include technique, views, position, proper labeling and patient ID (Identification).
• Properly prepares contrast media under direction of a radiologist. Recognizes and responds to allergic reactions to contrast media.
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: Requirement met by License/Certification Requirement
License/Certification: Certified by the State of California Department of Health Services in Diagnostic Radiology (CRT)
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.
• Ability to communicate effectively, both orally and in writing.
• Ability to establish and maintain effective relationships with widely diverse groups, including individuals at all levels both within and outside the organization and gain their cooperation.
• Ability to follow written and oral instructions.
• Ability to perform general and specialized radiographic and fluoroscopic procedures which meet the departments standard of quality.
• Ability to plan, prioritize and meet deadlines.
• Ability to troubleshoot the equipment including RIS, PACS as well as x-ray equipment.
• Ability to troubleshoot, document and communicate equipment problems.
• Ability to work effectively as a team player.
• Ability to speak, read, write, and understand English effectively at a level appropriate for the safe and effective performance of the job.
• Knowledge of anatomy, physiology and congenital/acquired pathology.
• Knowledge of computer systems and software used in functional area.
• Knowledge of Imaging processes and fluoroscopic techniques, methods and equipment.
• Knowledge of methods of positioning patients.
• Knowledge of principles of image processing and development applicable to diagnostic imaging.
• Knowledge of radiation production, positioning and radiation safety.
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): $115,689.60 to $129,324.00
Equal Opportunity Employer
L ucile 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.
by Jobble Show more details...
0.001 FTE, 10 Hour Rotating 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.
Under general supervision, performs various radiographic and fluoroscopic procedures. Perform a variety of technical tasks involved in operating radiographic equipment and making radiographs of designated portions of the body. Duties include transferal of images, archiving and performing of appropriate imaging protocols which meet the department's standards of quality.
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).
• Assists the radiologist during procedures when needed.
• Ensures proper darkroom techniques to include ability to ascertain
• sub-optimal film processing, and equipment malfunction.
• Follows established radiation safety guidelines 'ALARA' (as low as reasonably acceptable) in reference to time, distance and shielding.
• Operates a variety of imaging and fluoroscopic equipment in performing a variety of imaging examinations. Utilizes proper body mechanics to ensure patient safety upon moving and/or transferring patients.
• Participates in orientation and training of assigned staff, students and residents.
• Prepares patient for exam, i.e. identifying oneself, explaining procedures, confirming patient ID and checking correctness of the order.
• Prepares room and equipment. Troubleshoots equipment failures and reports problems to the appropriate individual.
• Processes identification data onto the exposed imaging plate and prepares the image for reading by the radiologist using image processing film or Picture Archive Communication System (PACS).
• Produces quality images following established departmental and QA (Quality Assurance) protocols to include technique, views, position, proper labeling and patient ID (Identification).
• Properly prepares contrast media under direction of a radiologist. Recognizes and responds to allergic reactions to contrast media.
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: Requirement met by License/Certification Requirement
License/Certification: Certified by the State of California Department of Health Services in Diagnostic Radiology (CRT)
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.
• Ability to communicate effectively, both orally and in writing.
• Ability to establish and maintain effective relationships with widely diverse groups, including individuals at all levels both within and outside the organization and gain their cooperation.
• Ability to follow written and oral instructions.
• Ability to perform general and specialized radiographic and fluoroscopic procedures which meet the departments standard of quality.
• Ability to plan, prioritize and meet deadlines.
• Ability to troubleshoot the equipment including RIS, PACS as well as x-ray equipment.
• Ability to troubleshoot, document and communicate equipment problems.
• Ability to work effectively as a team player.
• Ability to speak, read, write, and understand English effectively at a level appropriate for the safe and effective performance of the job.
• Knowledge of anatomy, physiology and congenital/acquired pathology.
• Knowledge of computer systems and software used in functional area.
• Knowledge of Imaging processes and fluoroscopic techniques, methods and equipment.
• Knowledge of methods of positioning patients.
• Knowledge of principles of image processing and development applicable to diagnostic imaging.
• Knowledge of radiation production, positioning and radiation safety.
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): $115,689.60 to $129,324.00
Equal Opportunity Employer
L ucile 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.
by Jobble Show more details...
via Trabajo.org
posted_at: 4 days agoschedule_type: Full-time
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
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
L ucile 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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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
L ucile 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.
#LI-GP1
by Jobble Show more details...
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