A Brief Overview
The Director of HR Compliance has broad oversight within a business unit including identification, development, progress tracking and outcome reporting. In addition to any newly identified programs, standard required programs are: Quality and Compliance, SHC HR policies and practices remain in compliance with Municipal, County, State and Federal laws. Provides leadership and direction in the development, maintenance and enhancements of the SHC HR polices to meet the needs of SHC Human Resource and client departments. Leads the operational plans for wage/hour compliance. Provides leadership, consultation, and education regarding integration of compliance with regulatory standards across HR programs and operations. Recommends to SHC Human Resource and client departments continuous quality improvement initiatives to maintain continuous hospital accreditation and certification from The Joint Commission, California Department of Health, and other regulatory agencies.

Locations
Stanford Health Care

What you will do

• The Director of HR Compliance is responsible for ensuring that SHC HR policies and practices are in compliance with Municipal, County, State and Federal laws.
• The Director of HR Compliance provides direction to activities related to the assessment of compliance with CDPH, CMS and The Joint Commission accreditation standards for the hospital, service lines, and laboratory programs, and their related accreditation process requirements and survey activities.
• Serves as HR Accreditation Lead with surveyors on audits and investigations of our employee HR records and provide timely submission of proof on elements of compliance.
• Develops strategic plans and leads improvement to mitigate the potential of HR-related risks affecting Stanford Health Care's reputation, security, safety, and sustainability of patient care.
• Stays abreast of all municipal, county, state and federal labor law changes each year and develops plans to assess if changes to policies, processes and procedures are needed to ensure adapted timely.
• Liaison to risk management to develop and execute remediation plans identified based on trends of grievances and legal claims to proactively mitigate risk to the organization. Works with legal and across HR as needed to operationalize the plans with the business.
• Manages the Alternative Work Schedule program to ensure compliance.
• Develops, enforces, and audits timekeeping policies to ensure accurate tracking of hours worked, meal periods, and rest breaks. Works with Employee Relations team to operationalize findings within each business area.
• Delivers and supports HR compliance and policy standards to hospital and ambulatory and operational leaders; works with HR leaders as appropriate to develop an effective HR compliance and policy training program as needed.
• Creates, maintains and oversees document flow of the HR policy approval process.
• Manages and trains staff on HR compliance components for hospital and service line surveys and audit readiness.
• Leads recruiting and onboarding to ensure adequate staffing levels to support daily operations.
• Conducts regular compliance audits of HR policies, procedures, and employee data as needed.

Education Qualifications

• Bachelor's degree in a work-related discipline/field from an accredited college or university required.

Experience Qualifications

• Fifteen (15) years of progressively responsible and directly related work experience, including seven (7) years of management responsibility required.

Required Knowledge, Skills and Abilities

• Strong hospital management experience, with progressive and in-depth expertise in regulatory compliance. Demonstrated understanding of applicable regulations and regulatory agencies.
• Ability to analyze, organize, and problem solve, with ability to identify system vulnerabilities and develop and apply innovative solutions.
• Ability to direct and manage the development and implementation of projects and processes for high impact programs and communications.
• Ability to foster effective working relationships and build consensus.
• Ability to identify, design and administer plans that support hospital strategic goals and attract, reward and retain talent.
• Ability to mediate and resolve complex problems and issues.
• Ability to provide leadership and influence others.
• Knowledge of HR functional operations, business systems and processes.
• Knowledge of local, state and federal regulatory requirements related to areas of functional responsibility and HR.
• Knowledge of principles and practices of organization, administration, fiscal and personnel management.
• Knowledge and experience with federal (?) and State of California wage and hour compliance.

Licenses and Certifications

• Advanced professional certifications such as SHRM-SCP, SPHR, or specialized compliance certifications are preferred.

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

Base Pay Scale: Generally starting at $97.18 - $128.78 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.