HR Business Partner

Stanford Children's Health is dedicated to providing world-class care and is looking for an HR Business Partner to join their team. This role is primarily responsible for serving as a strategic partner with executive leaders, guiding the development and deployment of HR strategies, policies, and programs while ensuring compliance and addressing complex employee relations issues.

Responsibilities:

• 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

Requirements:

• Bachelor's degree in Human Resources, Business, Social Science, Public Administration or related field from an accredited college or university
• Five (5) years of experience in human resources or business operations
• 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
• 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