If you're ready to be part of our legacy of hope and innovation, we encourage you to take the first step and explore our current job openings. Your best is waiting to be discovered. Day - 08 Hour (United States of America) **This is a Stanford Blood Center job.** **A Brief Overview** Under minimal direction from Stanford Blood Center's Executive Director, the Human Resources Director is responsible for the smooth and profitable operation of SBC's human resources function. Supervise a team of HR professionals and provide consultation to management on strategic staffing plans, compensation, training and development, budget, and labor relations. Responsible for the development, implementation, and ongoing evaluation of programs and processes to support the company's human capital through employee engagement, training and development, and retention. **Locations** Stanford Blood Center **What you will do** + Strategy Development and Implementation:- Act to support the current and future business needs and human capital in the company by developing and implementing strategies that are aligned with the overall business strategy. These include, but are not limited to: organizational development/workforce planning, hiring/onboarding, compensation, training and development, employee and labor relations, performance management, talent assessment and employee engagement.- Keeps abreast of industry, market and functional trends, and leverages these insights to develop appropriate business unit HR strategies and solutions.- Ensure HR plans support the needs of the business but are also flexible enough to cope with changes in the organization, as and when they occur. Provides insightful data to guide decision making and provides proactive solutions to current or potential issues.- Review, assess and make recommendations to executive management for improvement of the organization's policies, procedures and practices on employee matters.- Maintains responsibility for organization compliance with federal, state and local legislation pertaining to all personnel matters.- Evaluate and provide advice on the impact that long range planning of new programs/strategies and regulatory action will have on the attraction, motivation, development and retention of employees.Examples: Responsible for senior level decision making and both strategic direction of the organization and day-to-day management.Function as a key member of Blood Center Executive Committee; participate in Executive Committee meetings and when key business decisions are made assist in development of strategic plans and objectives for the business.Facilitate organizational diagnosis and metrics to drive organizational effectiveness through talent and organizational capabilities and culture. + Organizational Development/Workforce Planning:- Collaborate with Blood Center managers/supervisors to accurately assess and design organizational structures, describe new or existing positions for recruitment or classification review, develop and implement succession planning and retention programs, and coordinate reductions-in-force when necessary.- Make recommendations to SHC on appropriate classification and level of positions, and to execute reductions-in-force when necessary.- Act as a catalyst for change. Design strategies and programs to support and facilitate behavioral and organizational change within the Blood Center.- Analyze, identify and drive recommendations on retention program strategy.- Lead the development and execution of an integrated succession planning program that supports employee engagement. Partner with management in tracking employee succession efforts and develop succession planning tools and structure for our current employees.Examples: Analyze data, prepare key management reports, and make recommendations on a variety of human resource issues to ensure organizational development and regulatory compliance. + Hiring/Onboarding:- Direct the Blood Center's recruitment, hiring and onboarding processes.- Determine in-hire salaries.- Ensure effective onboarding experience to foster positive attitude toward the Blood Center.- Active participant in all management level searches (including interviewing). + Compensation:- Establish salary for all Blood Center new hires, keeping in line with bargaining unit contract where applicable.- Lead executive management in the annual review, preparation and administration of the organization's compensation program to ensure effectiveness, compliance, and equity within the Blood Center.- Work with SHC to determine when mid-year increases may be necessary for retention strategy. + Training/Development:- Collaborate with Blood Center managers/supervisors to conduct needs assessment and identify training needs.- Recommend, design, develop, deliver and/or oversees trainings to all Blood Center staff with the goal of increasing employee engagement and morale, and continuing the cultural shift towards an optimal wor