Sr. Employee Relations Consultant (Hybrid)

Stanford Health Care•Palo Alto, CA

8d•$59 - $78•Hybrid

About The Position

The Senior Employee Relations Consultant provides expert guidance and support on a wide range of employee relations matters at Stanford Health Care. Reporting to the Manager of Employee and Labor Relations, this role serves as the main point of contact for employee relations issues, partnering with HR partners to manage employee concerns, policy interpretations, performance management, and compliance with federal and state employment laws. The Consultant resolves complex employee relations matters while building credibility and trust among employees and leaders through a systematic, compassionate approach.

Requirements

Bachelor's degree preferred, preferably in Human Resources, Business Administration, or Psychology. 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.
5 years of progressively responsible experience in human resources, with strength in employee relations required.
Experience providing consultation for coaching, employee relations, compensation, training required.
Demonstrated knowledge of state and federal employment laws (ADA, FMLA/CFRA, Wage & Hour, Workers' Compensation, etc.).
Demonstrated project management or program implementation ability.
Strong analytical and problem-solving skills with ability to conduct thorough investigations and identify root causes.
Excellent verbal and written communication skills with ability to clearly document cases and prepare corrective action materials.
Superior interpersonal and customer service skills with demonstrated ability to build trust and credibility with employees at all levels.
Ability to maintain strict confidentiality of sensitive information and apply sound judgment in complex situations.
Excellent organizational skills with proven ability to manage multiple cases simultaneously while meeting deadlines.
Proficiency with Microsoft Office Suite, HRIS systems, and case management tools.
Ability to comprehend, interpret, and apply appropriate sections of applicable laws, guidelines, regulations, and policies.
Demonstrated ability to acquire thorough understanding of the organization's hierarchy, jobs, qualifications, and compensation practices.

Nice To Haves

Experience in a healthcare setting preferred.
SENIOR CERTIFIED PROFESSIONAL preferred or SPHR - Sr. Professional Human Resource Certification preferred

Responsibilities

Serves as the main point of contact for the ELR Team and collaborates with HR partners to independently manage and resolve employee relations issues including disciplinary actions, performance concerns, attendance problems, and policy violations through consultation, investigation, and intervention.
Provides expert interpretation and application guidance on HR policies, reviews escalated matters with appropriate stakeholders, and advises on violations of rules, regulations, policies, and procedures while contributing to policy enhancements through the knowledge management system.
Conducts discovery interviews and investigations as needed, researches complex cases, prepares corrective action documents and performance improvement plans, and coaches managers on effective employee conversations and performance management.
Provides day-to-day performance management guidance to line management, including counseling and progressive discipline, while building capabilities through training for supervisors and employees on policies, procedures, harassment prevention, and other HR-related topics.
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention while maintaining in-depth knowledge of legal requirements to reduce risks and ensure regulatory compliance.
Partners effectively with specialized HR functions including HR Business Partners, Learning & Development, HR Services, and Compensation to identify opportunities and implement improvements to the employee experience.
Analyzes trends and draws meaningful insights from case management, engagement, and other data to inform HR partners and leaders on patterns, suggest process improvements, and enhance leadership capabilities.