HR Generalist

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• Leave Administration: Oversee employee leaves of absence and partner with the SHC MyTransition Leave Team and theWorkplace Health and Wellness (WHW) Department on all team member leaves of absence (Disability WorkersCompensation Paid/Unpaid Personal etc.) actions to ensure leave records are processed timely and accurately. Provideguidance to leaders and team members on leave policies and practices including claim filing process; act as liaison betweenteam members leaders Benefits Payroll WHW and the Leave Team to resolve leave issues; provide follow-up with teammembers on claims payments and related workers compensation collaboration with leader and Leave Teamdiscuss evaluate and manage team member workplace accommodation requests. Run regular leave reports andcommunicate updates to HR leadership.
• Onboarding: Responsible for development and communication of an effective HR onboarding experience for new hires (teammembers and leaders) to foster positive attitude toward SBC and an effective integration into the organization. Manage SBCsnew employee orientation program including developing and updating program content handling logistics andcommunication 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 SBCs Buddy Program including working withleaders 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 teammembers on Workday processes and actions and related transactions for SBC including new hires transfers terminationsjob code or salary changes etc. Use all available resources and/or standard and ad hoc reports to analyze and identifyproblems and trends; initiate corrections and/or recommendations for solutions as necessary and partner with SHC HR to findeffective solutions. Ensure resolutions are recorded in appropriate standard work documents. Provide explanationinterpretation and/or guidance to SBC team regarding the administrative activities related to HR programs policies andprocedures. Review processes and process documentation and working as part of a team recommends processimprovements automation opportunities system improvements cost saving and customer service initiatives. Conductresearch (e.g. policy interpretation terms and conditions etc.) and responds to client or seeks management 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 processincluding screening applicants interviewing negotiating the offer requirements related to immigration relocationsbackground checks on-boarding etc. Will phone screen candidates set up interviews etc. Provide consulting to leaders inthe planning and development of short or long-term staffing strategies to meet their business needs. Monitor and manageincoming requisitions for completeness approval signatures correct job codes and that there is a current and relevant jobdescriptions for the position. Serve as a resource to internal applicants regarding employment opportunities and generalemployment information such as the application process or qualification criteria.
• Employee Engagement & DIBs: Actively foster diversity inclusion and belonging activities by contributing to the SBC DIBSCommittee and integrating DIPs into HR processes and programs. Working closely with HR leadership to drive engagementand recognition actions as appropriate. Employee Engagement Events: Plan communicate and execute key events/activitiescontributing to employee engagement including but not limited to Employee Appreciation and Service RecognitionRetirements and other key SBC events as directed. Includes procuring internal/external resources procuring and adhering toa 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 reducinglegal risks and ensuring regulatory compliance. Serve as a resource on HR policies and procedures for SBC staff; provideguidance on policies and/or governmental laws/regulations to SBC leaders and employees while working with leaders toensure compliance. Ensure all personnel records are kept confidential and maintained appropriately. Ensure compliance to alllicensing requirements (BLS RN CLS CDL/EPN etc.). Create revise archive standard work documents for all HRprocesses and system entries.
• Comply with governmental regulations and Stanford Health Care and Blood Center policies regarding health and and support good health and safety practices.
• Strictly observe privacy and security related policies procedures and practices to preserve the integrity and confidentiality ofmedical and other sensitive information pertaining to donors patients research subjects and employees. Act as aresponsible information steward and treats information as sensitive and confidential in accordance with federal and state lawsand with professional ethics accreditation standards and legal requirements. Do not disclose protected health informationinappropriately.
• May be required to enter areas where other individuals work with human blood; potential may exist for unanticipatedexposure to bloodborne pathogens by splash or spill.

• Associates 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 writtenlistening 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 inall ofits 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.