Technical analyst i:23-02120

help promote their products or services -Cold call and hunt for new potential clients to offer our marketing services in the Sunnyvale, CA area. -Prepare and deliver sales presentations to new and existing customers om the Sunnyvale, CA area -Conduct research on customers to determine if there is a mutual fit for both parties.

Please apply directly to this post with your resume. Sunnyvale, CA

D. scientist or physician-scientist to join the faculty as Assistant, Associate, or Full Professor in the University Tenure Line, University Medical Center, or Non-Tenure Line (Research) and serve as the Research Director. There is a directorship endowment available for this appointment.

The successful applicant will lead their own independent research program with high potential impact for quality of life and pediatric palliative care and develop the scientific vision and strategy for the Division with the Chief. Relevant fields of research include, but are not limited to palliative care, end of life care, hospice medicine, biomedical ethics, patient-reported outcomes, health systems,

disparities, etc. The predominant criterion for appointment in the University Tenure Line is a major commitment to research and teaching. The major criteria for appointment for faculty in the University Medical Line shall be excellence in the overall mix of clinical care, clinical teaching, scholarly activity that advances clinical medicine, and institutional service appropriate to the programmatic need the individual is expected to fulfill.

The major criterion for appointment for faculty in the Non-tenure Line (Research) is evidence of high-level performance as a researcher for whose special knowledge a programmatic need exists. Faculty rank and line will be determined by the qualifications

and experience of the successful candidate. The candidate is expected to have established or a demonstrated potential for an innovative, high quality, independently-funded research program and have a strong record of mentorship and teaching.

Experience with scientific programmatic leadership or evidence of leadership skills are desired. A successful candidate will be expected to obtain substantial extramural grant funding, engage in interdisciplinary research, and grow the impact and footprint of pediatric palliative care research at Stanford University. Opportunities for clinical service activities in the Division are available for board certified M. D.

/D. O. pediatric palliative physician-scientist candidates. The Quality of Life and Pediatric Palliative Care Division is the newest division in the Department of Pediatrics within Stanford Medicine. In deep partnership with Lucile Packard Children’s Hospital Stanford, this new division is focused on providing comprehensive care and collaborative planning with patients and families. Candidates for this post may have additional expertise in pediatric hematology, oncology, stem cell transplantation, critical care, or another subspecialty relevant to palliative care. Applications will be reviewed and accepted until the position is filled.

Stanford is an equal employment opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, interaction, interactionual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law. Stanford also welcomes applications from others who would bring additional dimensions to the University’s research, teaching and clinical missions. The Department of Pediatrics, School of Medicine, and Stanford University value faculty who will help foster an inclusive academic environment for colleagues, students, and staff with a wide range of backgrounds, identities, and outlooks.

Candidates may choose to include as part of their research and teaching statements a brief discussion about how their work and experience will further these ideals. Additional information about Stanford's IDEAL initiative may be found here: ideal. stanford. edu/about-ideal/diversity-statement. Submit a CV and a brief letter to include an optional diversity statement. This role is open to candidates from multiple disciplines/specialties.

The pay offered to the selected candidate will be based on their field or discipline. The expected base pay range for likely disciplines are listed below. Interested candidates whose discipline is not listed below may contact the hiring department for the salary range specific to their discipline/specialty. Palliative Care: Assistant Professor: $205K – $217K Associate Professor: $237K – $249K Professor: $269K – $309K Hematology/Oncology: Assistant Professor: $198K – $208K Associate Professor: $246K – $270K Professor: $290K – $370K Critical Care: Assistant Professor: $270K – $288K Associate Professor: $293K – $311K Professor: $331K – $391K This pay range reflects base pay, which is based on faculty rank and years in rank.

It may not include all components of faculty compensation or pay from participation in departmental incentive compensation programs. For more information about compensation and our wide-range of benefits , including housing assistance , please contact the hiring department. For questions, please contact: Danton Char, MD Search Chair, c/o Regina Margo Advertised: 27 Jul 2023 Pacific Daylight Time Applications close: For more details: jobs-search. org/research-director_stanford-c426101/research-director-quality-of-life-and-pediatric-palliative-care-medicine-stanford_i1970251631

Valley employer, Stanford seeks people committed to excellence and to improving our world. In turn, the university is committed to supporting its employees as they develop their careers and enrich their lives. We are looking for a Director of Staff Compensation to lead our Compensation operations and team, direct our compensation strategy, policies and programs; and deliver effective education, tools, resources and communication strategies to ensure employees, managers and leaders understand our compensation programs, and in support of a complex, decentralized organization to attract and retain a diverse, non-academic employee population.

This role reports to the Assistant Vice President,

Total Rewards in University Human Resources. Job Purpose Direct the design, development, planning, implementation and administration for the university’s compensation program for non-academic and bargaining unit staff.

Responsible for developing and implementing policy and program developments in alignment with compensation philosophy updates and pay transparency objectives. Act as the functional subject matter expert in leading the team of compensation professionals in the transformation of job architecture, job evaluation, salary structure, and market pricing processes, practices and policies. Lead the development of the university’s annual staff compensation program including bonus/incentive

programs. Act as the trusted partner and expert resource for members of the Human Resources and Finance community in the schools and units.

Work Arrangement: Hybrid (on-site two days per week) We are open to a hybrid work arrangement (a combination of onsite and work from home) where the number of days may occasionally fluctuate subject to business need. The onsite work location is Stanford Redwood City Campus, 505 Broadway, Redwood City, California. This campus offers amenities such as an onsite café and a dining pavilion, a high-end fitness facility with an outdoor pool, and a childcare center for Stanford families. Core Duties Direct staff and provide leadership to achieve goals and vision of the organization.

Responsible for hiring and retaining staff, career coaching, personal development for direct reports and accountable for the performance of employees. Provide leadership to integrate and align compensation goals and objectives into long-term HR strategic business plans. Direct the development, interpretation, and management of university-wide staff compensation policies and programs including, but not limited to, job classification, salary survey participation, market analysis, annual staff compensation program development, living wage determination and temporary/casual pay system.

Responsible for compensation policy and program strategy development utilizing benchmark best practices and relevant trend research and information on competitive total rewards. Manage specialized market studies. Oversee the development and implementation of compensation education programs for the HR community and managers. Provide leadership and guidance to senior leaders on compensation best practices including briefings and presentations to senior leadership, budget groups, management groups, as needed. Formulate and determine university-wide standards and strategy for compliance with Fair Labor Standards Act and California wage and hour laws.

Direct review or audit of compensation programs for risk and liability; develop programs to respond to issues. Minimum Education and Experience Bachelor’s degree and ten years of relevant experience, or a combination of education and relevant experience. Minimum Knowledge, Skills and Abilities Leadership skills in strategic and tactical planning; ability to align goals with business strategies; create and support HR vision in department specific goals and objectives. Subject matter expertise, specifically a strong understanding and extensive experience in developing and designing compensation, variable pay and total rewards programs and structures including job evaluation, compensation benchmarking, strategy development, government regulations and laws governing compensation programs.

Strong communication, facilitation and negotiation skills to work with all levels of management; ability to manage highly confidential, complex and politically sensitive matters. Strong team building and change management skills; ability to build collaborative and effective relationships.

Demonstrated strategic leadership, planning and change management skills. Excellent oral and written communication skills. Exceptional interpersonal, negotiation and political acumen skills. Able to influence people, solve problems, trouble shoot, think creatively and resolve conflicts. Strong knowledge of industry standards, trends and/or regulatory requirements. Experience in a large, complex organization with a decentralized structure preferred. Strong project management and change management experience, preferably in a decentralized organization. Knowledge and demonstrated experience as consultant or advisor to leaders and managers demonstrating expert understanding of compensation policy and practice application.

Excellent facilitation and presentation skills. Expert analytical, critical thinking, problem solving, judgment and decision-making competencies. Demonstrated advanced influencing skills. Proficiency with Microsoft Office suite, specifically, Word and Excel, and project management principals and tools. Desired Qualifications: Experience with implementation and optimizing utilization of a cloud-based Human Resources systems, including compensation management modules, and working with HR Analytics and data requests and reporting design.

Master's Degree in HR, Finance or MBA Experience Certificates and Licenses Certified Compensation Professional preferred Physical Requirements Frequently stand/walk, sit; frequently use a perform desk based computer tasks, grasp lightly/fine manipulation. Occasionally use a telephone, write by hand, sort/file paperwork, twist/bend/stoop/squat, reach/work above shoulders, grasp forcefully, lift/carry/push/pull objects that weigh up to 10 pounds. Working Conditions Occasional travel on campus to schools/units. The expected pay range for this position is $192,000 to $228,000 per annum.

Stanford University provides pay ranges representing its good faith estimate of what the university reasonably expects to pay for a position. The pay offered to a selected candidate will be determined based on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographic location and external market pay for comparable jobs. At Stanford University, base pay represents only one aspect of the comprehensive rewards package.

The Cardinal at Work website (cardinalatwork. stanford. edu/benefits-rewards) provides detailed information on Stanford’s extensive range of benefits and rewards offered to employees. Specifics about the rewards package for this position may be discussed during the hiring process. The job duties listed are typical examples of work performed by positions in this job classification and are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Specific duties and responsibilities may vary depending on department or program needs without changing the general nature and scope of the job or level of responsibility.

Employees may also perform other duties as assigned. Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of his or her job. Stanford is an equal employment opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, interaction, interactionual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law.

Stanford University has revolutionized the way we live and enrich the world. Supporting this mission is our diverse and dedicated 17,000 staff. We seek talent driven to impact the future of our legacy. Our culture and unique perks empower you with: Freedom to grow. We offer career development programs, tuition reimbursement, or audit courses. Join a Ted Talk, film screening, or listen to a renowned author or global leader speak. A caring culture. We provide superb retirement plans, generous time-off, and family care resources.

A healthier you. Climb our rock wall or choose from hundreds of health or fitness classes at our world-class exercise facilities. We also provide excellent health care benefits. Discovery and fun. Stroll through historic sculptures, trails, and museums. Enviable resources. Enjoy free commuter programs, ridesharing incentives, discounts and more! Additional Information Schedule: Full-time Job Code: 4677 Employee Status: Regular Grade: M Requisition ID: 100358 Work Arrangement : Hybrid Eligible For more details: jobs-search. org/director_stanford-c426101/director-compensation-stanford_i1970186894

solution for patients with suspected CAD. As Plaque Product Marketing Director, you will play a pivotal role in transforming CAD treatment by planning, developing, and executing the Plaque Analysis marketing strategy to drive Plaque Analysis to standard of care and capture demand long-term.

#LI-IB1 Job Responsibilities: Develop comprehensive strategic and tactical marketing plans, aligning with overall program goals. Understand the patient journey and key stakeholders needs, customize Heart Flow Plaque Analysis value propositions, key messages, and assets to various stakeholders to drive results. Understand barriers-to-adoption, and work cross-functionally to formulate strategies and

develop plans to break down these barriers to maximize success. Collaborate with Marketing Communications to build and execute the omnichannel strategy, including digital marketing and conventions, to increase share of voice and reach target customer segments.

Gain understanding of competitive offerings to drive competitive positioning and messaging. Collaborate with FFRct and Road Map Product Marketing team on portfolio messaging, campaigns, initiatives and commercial offering specifically related to Plaque. Work with Product Development team by sharing customer feedback and providing inputs into product development process to bring the next iteration of Plaque technology to market.

Coordinate with Medical Affairs to identify and influence podium presentations at crucial conferences.

Collaborate with Sales Training to build content for continued education of the salesforce. Partner closely with Sales leadership and Field Advisory Board to develop effective tools for salesforce to achieve results. Closely manage timelines across all activities to drive execution. Set metrics to measure the effectiveness of the marketing programs. Background: Experience in driving a new disruptive technology from launch to standard-of-care. Experience and track record in developing and launching marketing initiatives in the healthcare space to drive business results.

Experience translating complex clinical evidence and health economics data to support value proposition and build commercial messaging. Experience in close collaboration with cross-functional team and sales organization to drive campaign execution. Experience working with Imaging Cardiologists/Radiologist, General Cardiologist, Interventional Cardiologist and CV line Administrators. Skillset Requirements: Proven ability to establish/set marketing strategy and drive execution. Critical and analytical thinking to solve business challenges. Expertise in best-in-class marketing tools, programs, and initiatives.

Outstanding project and people management, organization, and leadership skills. Self-motivated, entrepreneurial, able to contribute both individually and as a leader. Ability to develop and present complex business reviews/presentations. Excellent presentation, written, and verbal communication skills. Strong interpersonal skills and proven ability to collaborate and work cross-functionally to drive results. Educational Requirements and Work Experience: Bachelors Degree in a related field, preferably business or science. MBA strongly preferred. 8+ years of experience in marketing or market development (B2B healthcare marketing preferred).

Previous medical device, life science, or healthcare commercial marketing and market development experience, including developing and launching marketing initiatives and campaigns to drive adoption. The pay range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to experience and training; skill sets; licensure and certifications; and other business and organizational needs. A reasonable estimate of the yearly base compensation range is $180,000 to $240,000.

We also offer a range of benefits and programs to meet employee needs based on eligibility. These benefits include comprehensive health care coverage, a health savings account, disability, and life insurance, a Critical Illness and accident plan, a flex spending account (medical and dependent care), a 401k plan with a company match, mental health support Task Human, EAP, financial coaching, Rocket Lawyer, and more. Heart Flow offers 12 paid holidays, 15 vacation days, and 80 hours of sick leave. J-18808-Ljbffr For more details: jobs-search. org/director_mountain-view-c426338/director-plaque-product-marketing-mountain-view_i1969665858