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.

　　Develops and implements effective Human Resource policies, programs and processes in support of all Compliance related issues on behalf of Stanford Medicine Children's Hospital. The Senior HR Compliance Consultant is responsible for identifying, assessing, and mitigating risk to the organization through consultation on day-to-day issues that arise within various HR Compliance work streams. This position will function as a subject matter expert on HR Compliance and act in an advisory role to HR centers of excellence, cross-functional stakeholders, and clients including the following areas: Recruiting/selection, Team member complaint investigation/response, Personal Performance Management (Evaluations), Pay administration actions (Pay Transparency), Conflicts of Interest Administration. Conducts Investigations regarding Failure to Disclose or allegations of fraud in concert with Stanford University¿s Office of Compliance and Privacy. Responsible for conducting investigations regarding Wage and Hour violations under FLSA or State Laws Administers City and County (Municipal), State and Federal regulations regarding Conditions of Employment. Provides guidance to management on Human Resource policy, Federal, State and local laws and regulations and corrective actions.

　　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.

　　Advises HR partners, clients, and other stakeholders to ensure compliance with HR policies and procedures, federal, state, and local laws and regulations. Responsible for policy interpretation and application and provides counsel and support to managers/supervisors on issues of company/HR policy application.

　　Investigates potential wage and hour issues as warranted and provides recommendations to resolve/address issues appropriately. Counsels and resolves disputes regarding actions taken on behalf of SMCH Compliance Policies. Provides guidance on employment related issues (Affirmative Action Plan and Federal Labor Standards Act) operations leadership.

　　Advises client leaders on wage and hour compliance at the department level to ensure policies and processes are being followed in accordance with the law; advises HR and Payroll partners on analyses/resolutions for issues as needed.

　　Prepares reports and identifies trends in compliance issues for the CHRO and VP of HR Consulting.

　　Provides analysis and consultation to front line managers and HR partners on remote work cases and issues; research location-specific requirements based on discrete issues for employees working within and outside of the San Francisco Bay Area.

　　Facilitates remote work requests/approvals during Remote Work Review Committees; follow-up with requestors/HR Business Partners as needed for open questions from committee members.

　　Reviews/approves ICQ (Independent Contractor Questionnaire) requests submitted by contract requestors via Contract administration.

　　Monitors employee compliance with conditions of employment such as required licenses and certifications, employment eligibility, health screenings, etc.

　　Advises on license/certification compliance. Investigates license/certification gaps/issues as warranted. Monitors employee compliance with conditions of employment such as required licenses and certifications, employment eligibility, health screenings, etc.

　　Facilitates immigrant/non-immigrant sponsorship cases for new hires and current employees (e.g., H-1B, TN, E-3, permanent residency); act as liaison between immigration counsel, manager, and employee/candidate, and HR Business Partner for case-specific inquiries.

　　Advises HR Solutions on Form I-9 compliance for new hires and EAD (Employment Authorization Document) renewal cases as needed.

　　Evaluates independent contract requests submitted through Contract Administration in accordance with California AB 5; provides consultation to clients and HR partners on independent contractor classification criteria and application.

　　Advises HR partners on escalated inquiries or issues related to hiring and onboarding such as minimum qualifications, background checks, and health screenings.

　　Serves as HR policy administrator for policy renewals/updates as laws and regulations are implemented/changed. Coordinate updates and revisions with policy stakeholders.

　　Advises operational managers/leaders on ongoing regulatory and accreditation compliance. Conduct periodic spot audits of HR regulatory files to prepare front line managers for anticipated regulatory and accreditation surveys.

　　Trains client leaders on survey readiness. Supports regulatory surveys and participates on HR Survey Response Team for regulatory and accreditation surveys from various agencies/regulators such as The Joint Commission, California Department of Public Health, Medi-Cal, etc.

　　Consults with Workforce Health and Wellness (WHW) on annual flu program compliance. for LPCH employees during flu season. Works with LPCH managers to close compliance gaps or data discrepancies. Coordinate resolution of issues between WHW and employees.

　　Provides support to HR partners on investigations related to potential HR compliance issues or violations as needed.

　　Advises on non-employee general inquiries.

　　Ensures compliance with required labor postings on an annual basis and updates throughout the year.

　　Supports HR Compliance Program Manager with auditing areas within the scope of HR Compliance to proactively identify and analyze any risks. Assists with the creation and implementation of effective training and development programs to meet SOP requirements, skill proficiency and development needs.

　　Escalates issues and provides recommendations on policies and procedures to HR Compliance Program Manager as needed.

　　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 Administration, Health Care Administration, Psychology or Public Health from an accredited or university.

　　Experience: Three (3) years of progressively responsible human resources experience to include auditing and legal/regulatory compliance experience.

　　Preferred experience working in a healthcare environment, to include:

　　Ensuring compliance with requirements/standards as outlined by the Centers for Medicare and Medicaid Services, The Joint Commission, California Department of Public Health, and/or other public health agencies.

　　Federal, state, and municipal laws and regulations that impact employment such as wage and hour, employee sponsorship, remote work, non-employee workforce, required reporting (e.g., pay transparency, AAP, EEO), etc.

　　Certifications/Licensures Required: 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 use critical thinking and independent judgment.

　　Ability to navigate crucial and transparent conversation.

　　Ability to solve complex problems and be resourceful in the absence of information.

　　Knowledge of the following regulations:

　　US Department of Labor, Wage and Hour Division

　　US Department of Labor, Office of Federal Contract Compliance Programs

　　State of California, Department of Fair Employment and Housing

　　State of California, Department of Industrial Relations

　　County of Santa Clara Public Health Department

　　City and County of San Francisco (Office of Labor Standards and Enforcement)

　　Strong verbal/written communication and presentation skills.

　　Ability to analyze laws and regulations and to apply requirements to existing business practices.

　　Demonstrated ability to design effective meeting agendas and facilitate meetings.

　　Strong results orientation, collaboration, and relationship building skills with various levels of healthcare workforces and in Labor environments.

　　Demonstrated ability to conduct and interpret quantitative/qualitative analysis.

　　Ability to develop business cases.

　　Excellent computer skills: MSOffice (Word, Excel, E-mail, PowerPoint,), Survey Monkey, Adobe Acrobat.

　　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): $109,532.80 to $145,236.00

　　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.

　　#LI- GP1 REQNUMBER: 18998-1A