Additionalinformation

Additional Information

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 (Annually): $186,160 to $242,008

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.

Companydescription

Company Description

About Packard Medical Group

We are physicians, pioneers, partners. Pediatric Medical Network is a growing community physician and sub-specialty group, developed in partnership with the thriving medical network of Lucile Packard Children's Hospital Stanford and the Stanford School of Medicine. Our network includes more than 1000 leading pediatric and obstetric providers and includes a growing selection of offices and clinics from the South Bay to the East Bay and Peninsula. We are proud to be the only Bay Area medical foundation with an exclusive focus on women and children, and understand the unique value provided by pediatricians and obstetrician/gynecologists. We help you build on that value through our reputation for innovation, outstanding quality and unsurpassed family-centered care.

Packard Medical Group is a pediatric medical group serving children and families throughout the San Francisco Bay Area. With approximately 200 physicians/providers across 40+ locations, PMG provides primary and specialty pediatric care. Our clinical teams are committed to delivering high-quality, patient- and family-centered care while fostering a collaborative, respectful, and inclusive workplace.

Job ID: P146470-9302026

Jobdescription

Job Description

Position Summary

The Director of Human Resources is the senior human resources leader for Packard Medical Group (PMG), providing strategic and operational leadership across the physician and employee lifecycle. Reporting to the President of PMG, the Director serves as a trusted advisor to physician, clinical, and operational leaders and is responsible for physician recruitment and contracting, physician engagement and retention, employee and labor relations, collective bargaining and Collective Bargaining Agreement (CBA) administration, workforce planning, talent management, compliance, and HR operations.

This role translates PMG's clinical and business priorities into practical people strategies that strengthen the physician workforce, support a high-performing and inclusive culture, maintain constructive labor-management relationships, and ensure consistent, compliant HR practices across a complex, multi-site pediatric medical group.

Key Responsibilities

Strategic HR Leadership & Workforce Planning

• Serve as the principal HR advisor to the President of PMG and partner with physician and operational leaders on workforce strategy, organizational effectiveness, culture, and human capital priorities.

• Develop and execute HR strategies aligned with PMG's clinical, operational, growth, and financial objectives, balancing local needs with applicable enterprise policies and practices.

• Use workforce data and metrics to identify trends, anticipate risks, improve recruitment and retention, and recommend actions related to staffing, engagement, performance, and organizational health.

• Advise leaders on organizational design, succession planning, leadership development, change management, and workforce transitions.

• Establish clear, service-oriented HR practices, decision frameworks, escalation pathways, and manager resources that promote timely, consistent, and effective people decisions.

Physician Recruitment, Onboarding & Workforce Development

• Lead the physician and advanced practice provider recruitment strategy in partnership with physician leadership, including workforce planning, position prioritization, sourcing strategy, candidate experience, selection, offer development, and recruitment process improvement.

• Build proactive physician talent pipelines and recruitment approaches for hard-to-fill specialties and priority clinical needs; monitor time-to-fill, acceptance, vacancy, and other recruiting indicators.

• Partner with clinical leaders and key stakeholders to create an effective, welcoming physician onboarding experience and coordinate employment, credentialing, privileging, and other onboarding dependencies as applicable.

• Support physician workforce planning by identifying current and future talent needs, succession risks, retention priorities, and opportunities to strengthen leadership pipelines.

• Ensure recruitment and selection practices are equitable, compliant, competitive, and aligned with PMG's mission and workforce needs.

Physician Engagement, Retention & Experience

• Partner with physician executives and clinical leaders to develop and implement physician engagement and retention strategies that strengthen connection, belonging, recognition, professional growth, and organizational commitment.

• Use engagement surveys, listening strategies, exit/retention data, and other workforce indicators to identify themes and translate findings into measurable action plans.

• Advise leaders on physician experience issues, team dynamics, communication, performance, conflict resolution, and workplace concerns.

• Support leadership development, recognition, career development, succession planning, and other initiatives that improve the physician and provider experience.

• Measure the effectiveness of engagement and retention initiatives and communicate outcomes and recommendations to leadership.

Physician Contracting & Employment Administration

• Lead and coordinate physician employment contract administration, including new agreements, renewals, amendments, term changes, and related documentation.

• Partner with physician leadership, Finance, Compensation, Legal, and other stakeholders to support accurate, compliant, timely, and operationally sound physician employment arrangements.

• Maintain organized contract records and tracking systems for renewals, amendments, notice periods, and other key milestones.

• Serve as an HR resource to leaders and physicians regarding employment terms, contract processes, onboarding/offboarding requirements, and related HR matters.

• Support consistent administration of physician employment practices and escalate complex contractual, regulatory, or compensation matters to appropriate partners.

Labor Relations, Collective Bargaining & CBA Administration

• Lead PMG's labor relations strategy and serve as a senior advisor to leadership on union-related matters, labor risk, workforce changes, and the operational implications of collective bargaining obligations.

• Prepare for and participate in collective bargaining, including development of bargaining strategy, proposals, costing and operational analysis, negotiation support, documentation, and implementation planning.

• Administer and interpret Collective Bargaining Agreements consistently and in compliance with applicable labor law; advise leaders on management rights, contract obligations, past practice, and represented-employee issues.

• Manage or oversee grievances, disputes, investigations, mediation, arbitration preparation, and other labor relations matters in partnership with leadership and legal counsel.

• Build and sustain constructive, professional labor-management relationships through regular communication, issue resolution, and a problem-solving approach.

• Develop manager training, tools, and guidance that strengthen leadership capability in a unionized environment and support consistent implementation of negotiated agreements.

• Partner with Finance, Compensation, operations, and other HR functions to assess the workforce, financial, and operational impact of bargaining proposals and negotiated outcomes.

Employee Relations, Performance & Culture

• Provide consultation and coaching to leaders and employees on complex employee relations matters, performance management, corrective action, conflict resolution, workplace conduct, and difficult conversations.

• Lead or oversee fair, objective, and timely workplace investigations involving discrimination, harassment, retaliation, policy concerns, misconduct, or other sensitive matters.

• Partner with Legal, Compliance, Risk, and other stakeholders on high-risk employee and labor relations matters, ensuring appropriate documentation, confidentiality, consistency, and defensibility.

• Promote a respectful, inclusive, accountable, and high-performing workplace and identify proactive interventions that improve employee experience and reduce recurring workplace issues.

• Support reorganizations, role changes, reductions, and other workforce transitions with attention to compliance, communication, employee experience, and applicable CBA requirements.

HR Operations, Compliance & Service Delivery

• Oversee or coordinate core HR services including employee recruitment, onboarding and offboarding, benefits and leave coordination, payroll interfaces, HRIS processes, personnel records, and policy administration.

• Ensure compliance with federal, state, and local employment and labor laws, including the NLRA, FLSA, FMLA/CFRA, ADA/FEHA, wage-and-hour requirements, and other applicable California requirements.

• Maintain current HR policies, procedures, documentation standards, and records; partner with appropriate experts on regulatory changes and complex compliance matters.

• Develop and deliver training for leaders and employees on HR policies, labor and employee relations, performance management, compliance, and effective people-management practices.

• Define and monitor HR service metrics and continuously improve processes, cycle times, consistency, and stakeholder experience.

Leadership Competencies

• Executive presence and credibility with physicians, senior leaders, employees, union representatives, and external partners.

• Strong negotiation, influencing, mediation, and conflict-resolution skills, with sound judgment in complex or high-stakes situations.

• Ability to translate HR and labor issues into clear business, workforce, and operational implications.

• Collaborative, service-oriented leadership style with the ability to build trust across clinical, operational, and administrative functions.

• Demonstrated commitment to respectful, inclusive, and equitable workplace practices.

• Strong analytical and organizational skills, including the ability to use workforce data to identify trends, measure outcomes, and guide decisions.

• Ability to manage multiple priorities in a fast-paced, multi-site healthcare environment and maintain discretion with sensitive information.

Qualifications

Qualifications

• Bachelor's degree in Human Resources, Labor/Industrial Relations, Business Administration, Healthcare Administration, Organizational Development, or a related field required; master's degree or JD preferred.

• 8+ years of progressive Human Resources experience, preferably in healthcare, a physician organization, academic medicine, or another complex, highly regulated environment.

• Significant experience in labor relations, collective bargaining, CBA interpretation and administration, grievances, and working in a unionized environment.

• Demonstrated experience partnering with physicians and senior leaders on recruitment, workforce planning, engagement, retention, employee relations, and organizational change.

• Strong knowledge of federal and California employment and labor law; experience with the NLRA and represented workforces required.

• Experience with physician or provider employment, contracting, medical group operations, credentialing/privileging interfaces, or faculty/physician affairs strongly preferred.

• PHR/SPHR, SHRM-CP/SHRM-SCP, or other relevant HR/labor relations certification preferred.

Working Relationships

The Director works closely with the President of PMG; physician and clinical leaders; operational leadership; Finance; Legal; Compensation; Talent Acquisition; HR partners; medical staff/credentialing functions, as applicable; and union representatives. The role requires visibility across PMG locations and flexibility during active negotiations, urgent employee/labor matters, and other time-sensitive workforce issues.

Measures of Success

• Improved physician recruitment outcomes, including reduced vacancy and time-to-fill for priority roles.

• Improved physician/provider engagement and retention indicators and effective follow-through on workforce feedback.

• Timely, accurate physician contracting and employment administration.

• Constructive labor-management relationships and effective preparation, negotiation, and implementation of collective bargaining agreements.

• Consistent CBA administration, effective grievance resolution, and reduced recurring employee/labor relations risk.

• Strong leader satisfaction with HR partnership, clearer people-management practices, and measurable improvements in HR service delivery.