Human Resources Manager - Total Rewards

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Day - 08 Hour (United States of America)

This is a Stanford Health Care Tri-Valley job.
 

The Human Resources Manager is a vital role that supports our organization's commitment to fostering an engaging, inclusive, and productive work environment. This individual will champion HR initiatives that attract, develop, and retain talent, aligning with our mission to cultivate a team that upholds our organizational values, drives performance, and contributes positively to our overall business objectives. The HR Manager will take the lead in creating strategies for effective staffing, employee relations, performance management, training development, benefits administration, and legal compliance. This position is pivotal in promoting a company culture that celebrates diversity, encourages professional growth, and inspires a shared dedication to excellent service delivery.

Job Summary

As our Human Resources Manager of Total Rewards, you will play an instrumental role in developing and expanding programs in alignment with our organizational mission and values.  This role is pivotal in supporting the achievement of recruitment, employee retention, and financial stewardship goals. This position requires experienced candidates with a background in compensation, benefits and wellness who can bring a balance of human-centric and data-driven approaches that enhance and improve our total rewards strategy. This function works closely with the HR Director and other key stakeholders in support of our goal to be an employer of choice in healthcare.

Functions

The essential functions listed below are general examples and not a description of comprehensive duties.  Specific duties and responsibilities may vary depending on department or program needs without changing nature or scope of this position or level of responsibility.  May be asked to perform other duties as assigned. 

Key Responsibilities:

• Strategy Development & Execution: Design, implement and manage a comprehensive total rewards strategy that is competitive, cost-effective, and innovative.  Stay current on industry trends and best practices in healthcare that support talent acquisition, retention, and the employee experience.
• Compensation Analysis: Conduct benchmarking, job-structure creation, and analysis to ensure compensation programs are aligned with market practices. Develop and manage a system for assessment, recognition, and rewards to ensure the competitiveness of these packages in attracting, retaining, rewarding, and motivating employees.
• Benefits Management: Oversee the benefits program and continuously ensure its competitiveness. This will include health and insurance benefit plans, retirement plans, leave administration, wellness initiatives, and other related programs and policies.
• Integration with Organizational Values: Make certain that all aspects of the total rewards program support the mission and values of our organization, creating a cohesive and supportive work environment.
• Regulatory Compliance: Partner with HR Leadership to ensure compensation and benefits plans adhere to healthcare industry regulations and are compliant with legal requirements and all relevant laws.
• Communication and Education: Develop communication and employee value proposition strategies to ensure employees understand the value of their total rewards package. Provide education and guidance to managers and employees regarding the total rewards strategy.
• Budget Management: Responsible for the fiscal management of compensation and benefit programs, working within the allocated budget.
• Vendor Relationship Management: Manage relationships with vendors, consultants, and service providers for compensation and benefits.
• Program Integration:  Utilize monetary and non-monetary strategies to interconnect benefits, wellness, and other programs to ensure a coordinated and intentional response to the needs of our employees.
• Analytics and Reporting:  Use data analytics to inform decisions for strategy development and effectively communicate and support program effectiveness through the development and delivery of meaningful reporting.
• Leadership:  In alignment with HR leadership, organizational values, and department guiding principles, effectively lead, evaluate, coach, and develop team to achieve goals.  By way of personal actions and accountability, create and support an inclusive wo