HR Compliance Program Manager

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: P142293-2540

JOB SUMMARY

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

The HR Compliance Program Manager is responsible for designing, implementing, and overseeing enterprise-wide wage and hour compliance programs. This role serves as the subject matter expert on federal, state, and local wage and hour laws and ensures organizational compliance with timekeeping and pay practices. This position partners cross-functionally with HR, Payroll, Legal, Finance, and operational leaders to proactively identify risk, remediate gaps, and build sustainable compliance infrastructure that supports business growth.

 

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.

 

* Oversees the wage and hour program as the organization’s subject matter expert on federal, state, and local wage and hour laws and regulations

* Leads projects related to any wage and hour remediation initiatives or when discrepancies are identified through ongoing audits

* Conducts regular wage and hour audits and risk assessments including: 

• Meal and rest periods
• Termination and final pay
• Premium pay calculations
• Timekeeping

* Monitors regulatory updates and assesses business impact

* Evaluates organizational compliance with Fair Labor Standards Act (FLSA) and Industrial Welfare Commission (IWC) requirements

* Partners with Payroll to ensure compliance with timekeeping and pay practices

* Partners with Legal on litigation support and risk mitigation strategy

* Partners with Compensation to validate exemption classifications

* Interprets and operationalizes legal requirements into streamlined policies, procedures, and internal controls

* Develops training programs for leaders and employees on wage and hour requirements, timekeeping responsibilities, and pay practice compliance

* Maintains strong documentation and defensible audit trails

* Develops compliance dashboards and KPIs to monitor wage-related risk

* Presents risk findings and remediation strategies to leadership

* Builds scalable controls aligned with enterprise growth and workforce complexity

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 Human Resources, Business Administration, Psychology, or related field.

Experience: Four (4) years of progressive HR Compliance experience with at least two (2) years of California wage and hour experience. Experience with conducting audits and payroll compliance reviews. 

License/Certification: N/A

 

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.

 

* Advanced knowledge of federal, state, and local wage and hour laws including:

• Fair Labor Standards Act (FLSA)
• Industrial Welfare Order (IWC) Wage Order 5
• Minimum wage and overtime requirements
• Meal and rest period requirements
• Final pay obligations
• Waiting time penalties
• Exempt vs. non-exempt classification

* Working knowledge of payroll compliance practices including overtime calculations, shift differentials, premium pay, and on-call pay

* Working knowledge of timekeeping system configuration and compliance controls

* Strong written communication skills

* Project and program management skills to implement remediation plans

* Strong analytical skills to interpret payroll and timekeeping data

* Ability to independently interpret and operationalize regulatory requirements

* Ability to identify systemic compliance risks across workforce populations

* Ability to exercise sound judgment in matters involving legal exposure

* Ability to influence leaders, employees, and key stakeholders to adopt compliant pay practices

* Ability to prioritize risk-based compliance initiatives in a fast-paced environment

* Ability to translate complex legal requirements into operational HR policies and procedures

 

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): $60.34 to $80.04

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.