Human Resources Director, Stanford Blood Center

Stanford Health Care • Palo Alto, CA

38d • $75 - $99 • Onsite

About The Position

Under minimal direction from Stanford Blood Center's Executive Director, the Human Resources Director is responsible for the smooth and profitable operation of SBC's human resources function. Supervise a team of HR professionals and provide consultation to management on strategic staffing plans, compensation, training and development, budget, and labor relations. Responsible for the development, implementation, and ongoing evaluation of programs and processes to support the company's human capital through employee engagement, training and development, and retention.

Requirements

• Four-year college degree in human resources, business administration/management or relevant field.
• Minimum of 10 years of experience in increasing responsibility in human resources required.
• Comprehensive HR experience, including a complete understanding of and hands on exposure to the full mix of HR functions in a matrix environment.
• In-depth knowledge of labor law and HR best practices.
• Must have ability to develop solid and positive professional relationships with senior leadership, subordinates and peers in a heavily matrixed environment.
• Experience as a strategic business partner with credibility as a trusted advisor and confidant to senior management on business issues and business strategy with the ability to link human resources as a driver and influencer of business performance.
• Must have led/been directly involved in significant change management initiatives in prior roles.
• Must possess outstanding interpersonal, verbal and written communication skills.
• Must possess moderate computer skills in word processing, spreadsheets, and email.

Nice To Haves

• Business acumen partnered with attention to the human element.
• Excellent organizational and leadership skills.
• Diligent and firm with high ethical standards.
• People oriented and results driven.
• Excellent active listening, negotiation and presentation skills.
• A track record of positive results and an ability to show how his/her programs and initiatives have contributed to the growth and bottom line profitability of an organization while enhancing or driving cultural change.
• Effective negotiating skills with proven ability to influence without direct authority.
• Strong project management skills with ability to manage short term deliverables concurrent with longer-term strategic milestones.
• Ability to perform multiple tasks simultaneously and manage associated stress.
• Executive presence; Strong presentation skills.
• Strong strategic thinking and analytical skills.
• PHR/SPHR certification preferred.
• PHR - Professional Human Resources Certification preferred.
• SPHR - Sr. Professional Human Resource Certification preferred.

Responsibilities

• Act to support the current and future business needs and human capital in the company by developing and implementing strategies that are aligned with the overall business strategy. These include, but are not limited to: organizational development/workforce planning, hiring/onboarding, compensation, training and development, employee and labor relations, performance management, talent assessment and employee engagement.
• Keeps abreast of industry, market and functional trends, and leverages these insights to develop appropriate business unit HR strategies and solutions.
• Ensure HR plans support the needs of the business but are also flexible enough to cope with changes in the organization, as and when they occur.
• Provides insightful data to guide decision making and provides proactive solutions to current or potential issues.
• Review, assess and make recommendations to executive management for improvement of the organization’s policies, procedures and practices on employee matters.
• Maintains responsibility for organization compliance with federal, state and local legislation pertaining to all personnel matters.
• Evaluate and advise on the impact that long range planning of new programs/strategies and regulatory action will have on the attraction, motivation, development and retention of employees.
• Responsible for senior level decision making and both strategic direction of the organization and day-to-day management.
• Function as a key member of Blood Center Executive Committee; participate in Executive Committee meetings and when key business decisions are made assist in development of strategic plans and objectives for the business.
• Facilitate organizational diagnosis and metrics to drive organizational effectiveness through talent and organizational capabilities and culture.
• Collaborate with Blood Center managers/supervisors 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.
• Make recommendations to SHC on appropriate classification and level of positions, and to execute reductions-in-force when necessary.
• Act as a catalyst for change. Design strategies and programs to support and facilitate behavioral and organizational change within the Blood Center.
• Analyze, identify and drive recommendations on retention program strategy.
• Lead the development and execution of an integrated succession planning program that supports employee engagement.
• Partner with management in tracking employee succession efforts and develop succession planning tools and structure for our current employees.
• Analyze data, prepare key management reports, and make recommendations on a variety of human resource issues to ensure organizational development and regulatory compliance.
• Direct the Blood Center’s recruitment, hiring and onboarding processes.
• Determine in-hire salaries.
• Ensure effective onboarding experience to foster positive attitude toward the Blood Center.
• Active participant in all management level searches (including interviewing).
• Establish salary for all Blood Center new hires, keeping in line with bargaining unit contract where applicable.
• Lead executive management in the annual review, preparation and administration of the organization’s compensation program to ensure effectiveness, compliance, and equity within the Blood Center.
• Work with SHC to determine when mid-year increases may be necessary for retention strategy.
• Collaborate with Blood Center managers/supervisors to conduct needs assessment and identify training needs.
• Recommend, design, develop, deliver and/or oversees trainings to all Blood Center staff with the goal of increasing employee engagement and morale, and continuing the cultural shift towards an optimal work environment.
• Builds organizational capability through development and/or facilitation of appropriate senior leadership team (i.e., leadership and team effectiveness, goal development and alignment, manager capability, etc.).
• Ensures that all SHC and SBC requirements have been met, including HIPAA, sexual harassment, health and safety and lab training.
• Perform periodic audits of training files.
• Advise and coach all levels of management in development of their staff (career pathing, development plans, performance management, etc.).
• Also recommends, deploys and/or oversees trainings to all Blood Center staff with the goal of increasing employee engagement and morale, and continuing the cultural shift towards an optimal work environment.
• Lead a responsive Employee Relations program that provides for individual coaching, assistance, mentorship, supervisor, accountability and transparency with regard to expectations and enforcement processes.
• Resolve employee relations issues for the Blood Center, ensuring compliance with policies and bargaining unit contract.
• Conduct and/or oversee complex investigations; analyze and recommend resolution for issues (involving SHC where appropriate).
• Drive performance management through strong business partnership, coaching, counseling and progressive discipline programs as necessary.
• Manage annual performance appraisal process, working with Executive Management and within guidelines to ensure effectiveness, compliance, and equity within the Blood Center.
• Manage a team of HR professionals that execute all personnel transactions for the Blood Center, including hires, transfers, terminations, salary changes, off-cycle checks, leaves, workers’ compensation, etc.
• Use standard and ad hoc reports to analyze and identify problems and trends; initiates corrections and/or recommendations for solutions as necessary.
• Oversee the process to identify and address issues and solutions related to employee engagement.
• Provide management with information and data on how to determine links between engagement and outcomes.
• Create a comprehensive and sustainable employee engagement strategy and link it to the SBC Connects branding.
• Collaborate with senior management to develop strategies and demonstrable links between engagement and their strategic goals.
• Work with vendors, other members of HR and various departments getting their insight and feedback to design, deploy, and evaluate effective and efficient engagement surveys.
• Develop a train-the-trainer program to enable departments to analyze their own data and build action plans.
• Create and/or edit tools, training materials, and resources to help management successfully build action plans based on survey results.
• Create an effective communication plan with management and provide content for various communication vehicles.
• Leverage events to create and sustain dialogue around engagement as well as recognition activities.
• Develop and deploy various recognition programs that align with the needs and interests of the different levels of staff throughout the organization.
• Collaborate with SHC’s C-I-Care team, and work with SBC’s management team to fully integrate Stanford Health Care’s C-I-Care program into SBC culture.
• Create and/or revise program templates (by organization, department, and/or function), communications (for monthly topics as well as ad-hoc needs), and training.
• Develop and facilitate training for all new employees on C-I-Care principles and standards.
• Provide systems training for all management, and line staff as needed.
• Provide detailed reporting to senior management on adherence to program guidelines (i.e., department and SHC rounding, recognition, SOS Gemba Checklist, etc.).
• 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.
• Manage a department of 2 HR Generalists (non-exempt), 1 HR Manager (exempt), and 1 Employee Engagement and Development Manager (exempt) that deliver strategies around talent recruitment and management, learning and development, and policy and procedures.
• Manage the performance of direct reports.
• Set team objectives, priorities, and resources to align staff with Blood Center objectives.
• Responsible for interviewing, hiring, training, coaching, performance management, and performance reviews of direct reports.
• 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.

Benefits

• 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
• 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.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager