Total Rewards Specialist

At Lucile Packard Children's Hospital Stanford, we know world-renowned care begins with world-class caring. That's why we combine advanced technologies and breakthrough discoveries with family-centered care. It's why we provide our caregivers with continuing education and state-of-the-art facilities, like the newly remodeled Lucile Packard Children's Hospital Stanford. And it's why we need caring, committed people on our team - like you. Join us on our mission to heal humanity, one child and family at a time.

Job ID: P141902-2403

JOB SUMMARY

This paragraph summarizes the general nature, level and purpose of the job.

The Total Rewards Specialist is responsible for the design of a holistic framework of financial and non-financial rewards that reflects the organization's strategy to attract, motivate, and retain employees. Acting as a Total Rewards liaison to HR and organizational leaders, this role contributes to Total Rewards projects and devises innovative solutions that enhance employee satisfaction and make LPCH a preferred employer. This role is key to fostering a Workplace Culture of Celebration, recognizing major career, family, and performance milestones focused on the Total Rewards of the employee life cycle.

ESSENTIAL FUNCTIONS

The essential functions listed are typical examples of work performed by positions in this job classification. They are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Employees may also perform other duties as assigned.

Employees must abide by all Joint Commission Requirements including but not limited to sensitivity to cultural diversity, patient care, patient rights and ethical treatment, safety and security of physical environments, emergency management, teamwork, respect for others, participation in ongoing education and training, communication and adherence to safety and quality programs, sustaining compliance with National Patient Safety Goals, and licensure and health screenings.

Must perform all duties and responsibilities in accordance with the hospital's policies and procedures, including its Service Standards and its Code of Conduct.

*Total Rewards Liaison: Partners with organizational leaders to enhance the employee experience, leveraging benefits and activities that promote a culture of engagement from the onset of employment, support retention, and drive engagement throughout the employee life cycle.

*Effectiveness Evaluation: Regularly assess recognition and rewards programs to determine their effectiveness in achieving organizational goals, gathering feedback from employees and HR partners for continuous improvement.

*Data Analysis: Monitor key performance indicators related to recognition initiatives, analyzing data to identify trends, insights, and opportunities for enhancement.

*Program Design and Implementation: Develop, implement, and manage creative recognition and rewards programs that reflect organizational culture and values, ensuring inclusivity and scalability for a diverse workforce.

*Innovation: Stay current with industry trends in employee recognition and rewards. Propose new, adaptable ideas that align with all phases of the employee life cycle.

*Event Coordination: Plan, coordinate, and execute annual events focused on rewards and recognition. Responsibilities include but not limited to logistics, program and speaker design, gift coordination, volunteer management, marketing, and day-of execution.

*Communication: Work with internal communication teams to raise awareness of recognition programs and showcase success stories, creating engaging content to ensure widespread participation.

*Vendor Management: Oversee the selection and management of vendors for the recognition platform, gifts and branding, and media.

*Collaboration: Partner with HR functions and department heads to ensure recognition strategies align with overall talent management objectives, and act as a liaison for benefit programs that support employee life stage transitions.

*Budget & Policy Management: Develop and maintain policies related to recognition and rewards. Assist in managing budgets to ensure initiatives are cost-effective and impactful.

*Other duties as assigned

MINIMUM QUALIFICATIONS

Any combination of education and experience that would likely provide the required knowledge, skills, and abilities, as well as possession of any required licenses or certifications, is qualifying.

Education: Bachelor's Degree in work related discipline/field from an accredited college or university.

Experience: 3-5 years of progressive relevant experience in Human Resources, Employee Experience, Employee Recognition, Healthcare, or comparable organization size and scope

License/Certification: None

KNOWLEDGE

These are the observable and measurable attributes and skills required to perform successfully the essential functions of the job and are generally demonstrated through qualifying experience, education or licensure/certification.

*Knowledge of local, state and federal regulatory requirements related to Human Resources and specific areas of functional responsibility.

*Knowledge of principles and practices of organization, administration, fiscal and personnel management.

*Knowledge and understanding of HR analytics - with the ability to interpret people/talent data and translate into actionable insights

*Knowledge of HR disciplines workforce planning, talent acquisition, compensation, benefits, employee relations, performance management and leadership development.

*Ability to create and maintain strong, professional relationships at different levels of organization and build consensus.

*Ability to coach and communicate across all levels of the organization: up, down, and across.

*Skilled in effectively handling sensitive and confidential communications and materials.

*Ability to operate in a constantly evolving environment.

*Ability to identify, design and administer plans that support hospital strategic goals.

*Ability to mediate and resolve complex problems and issues.

*Ability to provide leadership and influence others.

*Ability to direct and manage the development and implementation of projects and processes for high impact programs and communications.

PHYSICAL REQUIREMENTS

The Physical Requirements and Working Conditions in which the job is typically performed are available from the Occupational Health Department. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job.

Pay Range

Compensation is based on the level and requirements of the role.

Salary within our ranges may also be determined by your education, experience, knowledge, skills, location, and abilities, as required by the role, as well as internal equity and alignment with market data.

Typically, new team members join at the minimum to mid salary range.

Minimum to Midpoint Range (Hourly): $51.16 to $67.82

Stanford Medicine Children's Health (SMCH) 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, SMCH does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity, 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, and where applicable, in compliance with the San Francisco Fair Chance Ordinance.