HR Generalist

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• Leave Administration: Oversee employee leaves of absence and partner with the SHC MyTransition Leave Team and the Workplace Health and Wellness (WHW) Department on all team member leaves of absence (Disability, Workers’ Compensation, Paid/Unpaid, Personal, etc.) actions, to ensure leave records are processed timely and accurately. Provide guidance to leaders and team members on leave policies and practices, including claim filing process; act as liaison between team members, leaders, Benefits, Payroll, WHW and the Leave Team to resolve leave issues; provide follow-up with team members on claims, payments and related worker’s compensation issues. In collaboration with leader and Leave Team, discuss, evaluate and manage team member workplace accommodation requests. Run regular leave reports and communicate updates to HR leadership.
• Onboarding: Responsible for development and communication of an effective HR onboarding experience for new hires (team members and leaders) to foster positive attitude toward SBC and an effective integration into the organization. Manage SBC’s new employee orientation program, including developing and updating program content, handling logistics and communication of both facilitators and participants, setting up room, preparing materials (handouts, name tents, etc.), facilitating a portion of the day, and sharing out evaluation results. Manage SBC’s Buddy Program, including working with leaders to maintain a motivated buddy pool, developing materials and communicating updates.
• HR Systems and Administration: Act as a systems expert for HR management system (Workday). Advise leaders and team members on Workday processes and actions and related transactions for SBC, including new hires, transfers, terminations, job code or salary changes, etc. Use all available resources, and/or standard and ad hoc reports to analyze and identify problems and trends; initiate corrections and/or recommendations for solutions as necessary and partner with SHC HR to find effective solutions. Ensure resolutions are recorded in appropriate “standard work” documents. Provide explanation, interpretation and/or guidance to SBC team regarding the administrative activities related to HR programs, policies, and procedures. Review processes and process documentation and working as part of a team recommends process improvements, automation opportunities, system improvements, cost saving and customer service initiatives. Conduct research (e.g. policy interpretation, terms and conditions, etc.) and responds to client or seeks management approval. Performs audits on team member data and files.
• Talent Acquisition: As a backup to the SBC Talent Consultant, lead leaders through all aspects of the recruiting process including screening applicants, interviewing, negotiating the offer, requirements related to immigration, relocations, background checks, on-boarding, etc. Will phone screen candidates, set up interviews, etc. Provide consulting to leaders in the planning and development of short or long-term staffing strategies to meet their business needs. Monitor and manage incoming requisitions for completeness, approval signatures, correct job codes, and that there is a current and relevant job descriptions for the position. Serve as a resource to internal applicants regarding employment opportunities and general employment information such as the application process or qualification criteria.
• Employee Engagement & DIBs: Actively foster diversity, inclusion, and belonging activities by contributing to the SBC DIBS Committee and integrating DIPs into HR processes and programs. Working closely with HR leadership to drive engagement and recognition actions, as appropriate. Employee Engagement Events: Plan, communicate and execute key events/activities contributing to employee engagement, including but not limited to Employee Appreciation and Service Recognition, Retirements and other key SBC events as directed. Includes procuring internal/external resources, procuring and adhering to a budget, and providing project close out notes that include recommended areas of improvement for next event.
• Policies and practices and compliance: Maintain working knowledge of legal requirements related to employees, reducing legal risks and ensuring regulatory compliance. Serve as a resource on HR policies and procedures for SBC staff; provide guidance on policies and/or governmental laws/regulations to SBC leaders and employees, while working with leaders to ensure compliance. Ensure all personnel records are kept confidential and maintained appropriately. Ensure compliance to all licensing requirements (BLS, RN, CLS, CDL/EPN, etc.). Create, revise, archive “standard work” documents for all HR processes and system entries.
• 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.

• Associate's Degree in a relevant field Required

• 2+ years to 3 years of progressively responsible experience in human resources administration, or equivalent combination of education and related experience that demonstrates an understanding of employment laws and HR practices Required

• Demonstrated ability to apply judgment and make sound decisions
• Demonstrated ability to foster effective working relationships and build consensus
• Demonstrated ability to maintain confidentiality of sensitive information
• Demonstrated ability to mediate and resolve complex problems and issues in a customer-focused environment.
• Demonstrated ability to plan, organize, prioritize, work independently and meet deadlines in a fast paced environment.
• Demonstrated ability to work effectively both as a team player and leader and with individuals at all levels of the organization
• Demonstrated ability to communicate strongly in a variety of ways with all levels in the organization (verbal, written, listening, interpersonal and presentations).
• Knowledge of local, state and federal regulatory requirements related to areas of functional responsibility and HR
• Knowledge of HR-related systems and software applications. Knowledge of Workday is desired.
• Knowledge of Windows-based office software, computers and operating systems

• PHR - Professional Human Resources Certification preferred

• .

• Frequent Sitting.
• Occasional Walking.
• Occasional Standing.
• Occasional Bending.
• Occasional Squatting.
• Constant Hand Use. Phone
• Constant Repetitive Motion Hand Use. keyboarding
• Occasional Grasping.
• Occasional Fine Manipulation.

• Occasional lifting of 0 - 10 lbs. 1 to 4 in height
• Occasional lifting of 11 - 20 lbs. 1 to 4 in height
• lifting of 21 - 30 lbs. 0 to 0 in height
• lifting of 31 - 40 lbs. 0 to 0 in height
• lifting of 40+ lbs. 0 to 0 in height

• Occasional lifting of 0 - 10 lbs. 1 to 20 in height
• Occasional lifting of 11 - 20 lbs. 1 to 20 in height
• lifting of 21 - 30 lbs. 0 to 0 in height
• lifting of 31 - 40 lbs. 0 to 0 in height
• lifting of 40+ lbs. 0 to 0 in height

• Category III - Tasks that involve NO exposure to blood, body fluids or tissues, and Category I tasks that are not a condition of employment

• 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

Equal Opportunity Employer 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.

The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to, internal equity, experience, education, specialty and training. This pay scale is not a promise of a particular wage.