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A Brief Overview Serves as an advisor to SHC executives and senior management regarding strategic labor and employee relationsand HR policy compliance. Serving as chief negotiator for the organization, the Administrative Director of EE & Labor Relations oversees all contract bargaining, interpretation, application, and compliance with relevant laws, policies, and rules. Formulates labor policy, negotiates collective bargaining agreements and coordinates grievance procedures and complaints resulting from disputes with unionized and non-unionized employees.
Uses considerable latitude and extensive judgment in managing a wide range of labor relations and negotiation processes. Prepares recommendations and advises officials on fostering and promoting harmonious labor-management relations regarding contract language in regard to non-economic and economic terms. Responsible for ensuring the organization is not subject to risk and SHC HR policies are in compliance with municipal, county, state and federal laws.
Partners with senior management to deploy operational strategies that ensure compliance with laws, regulations, union contracts and Hospital policies. Oversees quality improvement HR initiatives to maintain continuous hospital accreditation and certification from The Joint Commission, California Department of Health, and other regulatory agencies. Locations Stanford Health Care
Plans, implements, directs and maintains the hospital’s labor relations and contract management. Assists senior management in the short-term and long-term employee and labor relations planning functions of the organization. Furnishes information such as labor legislation, labor market conditions, prevailing union and management practices, for use in review of current contract provisions and proposed changes.
Develops and implements employee relations policies and practices to improve and enhance the hospital’s departmental operations and communications. Provides strategic oversight regarding integration of compliance with regulatory standards across HR programs and operations Evaluates and analyzes contracts and agreements and makes recommendations for ensuring compliance with city, state, and/or federal regulations, and the intent, spirit and terms of contracts.
Administers provisions of labor agreements to ensure a fair and positive relationship with various labor unions. Monitors personnel policies for the purpose of ensuring conformance to relevant agreements particularly wages, hours, and working conditions in compliance with federal and state laws. Provides direction and policy interpretation to department managers in managing their respective areas of responsibilities; offers advice in handling special employee and labor relations mattersto rectify operational and administrative concerns.
Works closely with OGC and outside counsel as a representative of the hospital before various state and federal boards and court systems, commissions, agencies, mediators and arbitrators. Directs a comprehensive employee and labor relations program including grievance and arbitration, third-party complaints, and coordinates responses on behalf of SHC, including involving legal counsel as deemed necessary. Provides leadership in employee relations, oversees the grievance procedure to ensure fair treatment of employees and develops policies and programs to improve morale and increase participation.
Ensures compliance with various regulations governing the operation of the institution along with the rules and regulations of accrediting bodies by monitoring ongoing operations and implementing corrective actions as required; ensures that all assigned department and areas of responsibility appropriately document and comply with regulatory and statutory requirements. Oversees quality and compliance programs mitigating the potential of HR-related risks affecting SHC’s reputation, security, safety, and sustainability of patient care.
Accountable for performing all functions related to supervising a staff including interviewing and hiring, training and coaching, evaluating performance, approval personnel actions such as pay increases, promotions, transfers and/or taking disciplinary action, etc. Develops training materials related to legal requirements and best practices to remain compliant with labor and employment legislation, case law and regulations.
Education Qualifications Bachelor’s degree in a work-related field/discipline from an accredited college or university Juris Doctor degree is preferable Experience Qualifications Ten (10) years progressively responsible and directly related work experience, including three (3) years of management experience Required Knowledge, Skills and Abilities Knowledge of local, state and federal regulatory requirements related to areas of direct functional responsibility and HR administration Knowledge of city management and the mandates affecting labor relations in healthcare and the emerging and changing issues in labor relations matters in the State of California Knowledge of principles and practices of organization, administration, fiscal and personnel management Above average communication skills, ability to take complex concepts and provide guidance in an easily understandable manner Demonstrates objectivity, sensitivity and a balanced perspective regarding employee concerns and organizational expectations Ability to interpret and analyze legal materials and union contracts Demonstrated successful negotiation with unions, resolve employee grievances and handle arbitration Provides strong leadership and has ability to influence others Ability to understand and use data, analytics and technology to drive process changes Ability to remain calm in stressful situations Ability to foster effective working relationships and build consensus Licenses and Certifications None These principles apply to ALL employees: SHC Commitment to Providing an Exceptional Patient & Family Experience 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 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. Base Pay Scale: Generally starting at $109.19 - $144.68 per hour 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.