HR Partner 2

Stanford University is seeking a HR Partner 2. Strategically guide and provide consultation to employees and managers on general and specialized fundamental and moderately complex HR issues, including advising on and interpreting matters not clearly defined in existing HR policies, practices, and processes. Facilitate and lead implementation of HR programming for school/unit. Leverage knowledge of organizational development, strategy, and goals to suggest efficiencies and process improvement opportunities. Provide guidance and mentorship to junior HR team members. May serve as a team or project lead on school/unit HR initiatives. This position is 50% operational and 50%consultative.

 

Duties include:

 

Change Management: May support senior HR leadership with local and university-wide change management efforts (stakeholder analysis, measures of success, risk assessment, implementation, monitoring).Compensation: Consult with managers on - fundamental and moderately complex compensation-related matters (salary actions, bonuses, and supplemental pay, assignment of employees to job titles), consulting with more senior HR team members and/or central compensation team on highly complex matters as needed. Administer the area's salary planning program to meet school/unit and university guidelines. Provide consultation to managers on how performance ratings translate to compensation decisions. May assist with the development of incentive plans.Disability and Leaves / Worker's Comp: Consult with managers on fundamental and moderately complex disability/leave and workers’ compensation matters (eligibility, process, accommodations), consulting with more senior HR team members or subject matter experts on highly complex matters as needed. Educate and train managers to meet the university's guidelines. Advise managers on interim staffing plans resulting from team member absences.ELR: Consult with managers on fundamental and moderately complex employee labor relations matters (corrective action, investigations, workplace accommodations, wage/hour, layoffs, terminations). Consult with more senior HR team members or UHR-ELR on highly complex issues as needed. Educate and train managers to meet university guidelines.Employee Engagement: Contribute to the development of surveys and initiatives to assess and support a positive work environment for employees and managers. Analyze resulting survey data and provide recommendations to senior leaders. Consult with more senior HR team members or subject matter experts in developing, implementing, and monitoring action plans. Educate and train managers on creating and sustaining a positive work environment for their teams.HRIS/People Analytics: Support fundamental and moderately complex functions and record retention. Generate and explain standard and specialized reports (turnover, movement, accrual usage, etc.) to managers regarding their teams, utilizing human resources expertise to provide analysis and recommendations. Consult with more senior HR team members or subject matter experts on highly complex matters as needed. Educate and train managers on understanding, interpreting, and applying available reports.Performance Management: Consult with managers on fundamental and moderately complex performance management matters (setting expectations and goals, regular check-ins, developing positive performance/behaviors, conducting annual reviews), consulting with more senior HR team members or subject matter experts on highly complex issues as needed. Educate and train managers on best practices to foster strong performance and meet university guidelines.Talent Acquisition: Consult with managers on fundamental and moderately complex talent acquisition matters (creating job postings, determining job-specific competencies, interviewing tools & techniques, candidate selecting & onboarding), consulting with more senior HR team members or subject matter experts on highly complex matters as needed. Analyze candidate data and collaborate with more senior HR team members on overall recruitment strategy. Educate and train managers to foster a positive candidate experience and meet university guidelines. May oversee the school/unit’s onboarding and exit processes to ensure a smooth experience for employees.Talent Development: Consult with managers and employees on fundamental and moderately complex talent development matters (aligning business goals with personal motivation & talents, promoting professional development opportunities, coaching/mentoring/networking), consulting with more senior HR team members or subject matter experts on highly complex matters as needed. May contribute to the development of new, local professional development initiatives for managers and employees.Transactions: Monitor accuracy of transactions completed by junior team members. Process complex transactions and train others as needed on a case-by-case basis.May be responsible for the management of direct reports, including their recruitment, onboarding, development, compensation, and performance management. Guide direct reports in providing fundamental and moderately complex HR support and services to employees and managers in the school/unit.May audit or review the work, and provide guidance to junior HR team members. May serve as a team or project lead on school/unit HR initiatives. Maintain consistency with and support UHR and Stanford policies, procedures and requirements, and applicable local, state, and federal laws.

Facilitate initiatives to foster an inclusive workplace culture where all employees feel valued, respected, and empowered.

* - Other duties may also be assigned

DESIRED QUALIFICATIONS:

 

EDUCATION & EXPERIENCE (REQUIRED):

 

Bachelor’s Degree and 6 years of relevant human resources experience or combination of education and relevant experience.

 

KNOWLEDGE, SKILLS AND ABILITIES (REQUIRED):

Behavioral competencies: Refer to competencies for HR Support.

Technical competencies: 

Strong HCM/ATS experience and proficiency with business applications, Microsoft Office suite, Google suite, etc.; knowledge and demonstrated experience in at least two human resources areas, including: employee relations, employment and labor law, compensation, staffing and employment, training and development, performance coaching and management, and organizational development. Demonstrated ability to manage sensitive issues with professionalism, confidentiality, and care.

 

CERTIFICATIONS & LICENSES:

SHRM-CP / PHR preferred.

PHYSICAL REQUIREMENTS*:

 

Frequently stand/walk, sit, perform desk-based computer tasks, and use a telephone.

Occasionally write by hand, twist/bend/stoop/squat, reach/work above shoulders, grasp lightly/fine manipulation, grasp forcefully, lift/carry/push/pull objects that weigh up to 10 pounds, sort/file paperwork.

Rarely kneel/crawl, operate foot and/or hand controls.

 

* - 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.

 

WORKING CONDITIONS:

Travel on campus to schools/units, out of town.

Responsibilities

Core Duties:

• Change Management: May support senior HR leadership with localand university-wide change management efforts (stakeholder analysis,measures of success, risk assessment, implementation,monitoring).

• Compensation: Consult with managers on - fundamental andmoderately complex compensation-related matters (salary actions,bonuses, and supplemental pay, assignment of employees to job titles),consulting with more senior HR team members and/or central compensationteam on highly complex matters as needed. Administer the area's salaryplanning program to meet school/unit and university guidelines. Provideconsultation to managers on how performance ratings translate tocompensation decisions. May assist with the development of incentiveplans.

• Disability and Leaves / Worker's Comp: Consult with managers onfundamental and moderately complex disability/leave and workers’compensation matters (eligibility, process, accommodations), consultingwith more senior HR team members or subject matter experts on highlycomplex matters as needed. Educate and train managers to meet theuniversity's guidelines. Advise managers on interim staffing plansresulting from team member absences.

• ELR: Consult with managers on fundamental and moderately complexemployee labor relations matters (corrective action, investigations,workplace accommodations, wage/hour, layoffs, terminations). Consultwith more senior HR team members or UHR-ELR on highly complex issues asneeded. Educate and train managers to meet universityguidelines.

• Employee Engagement: Contribute to the development of surveys andinitiatives to assess and support a positive work environment foremployees and managers. Analyze resulting survey data and providerecommendations to senior leaders. Consult with more senior HR teammembers or subject matter experts in developing, implementing, andmonitoring action plans. Educate and train managers on creating andsustaining a positive work environment for their teams.

• HRIS/People Analytics: Support fundamental and moderately complexfunctions and record retention. Generate and explain standard andspecialized reports (turnover, movement, accrual usage, etc.) tomanagers regarding their teams, utilizing human resources expertise toprovide analysis and recommendations. Consult with more senior HR teammembers or subject matter experts on highly complex matters as needed.Educate and train managers on understanding, interpreting, and applyingavailable reports.

• Performance Management: Consult with managers on fundamental andmoderately complex performance management matters (setting expectationsand goals, regular check-ins, developing positive performance/behaviors,conducting annual reviews), consulting with more senior HR team membersor subject matter experts on highly complex issues as needed. Educateand train managers on best practices to foster strong performance andmeet university guidelines.

• Talent Acquisition: Consult with managers on fundamental andmoderately complex talent acquisition matters (creating job postings,determining job-specific competencies, interviewing tools &techniques, candidate selecting & onboarding), consulting with moresenior HR team members or subject matter experts on highly complexmatters as needed. Analyze candidate data and collaborate with moresenior HR team members on overall recruitment strategy. Educate andtrain managers to foster a positive candidate experience and meetuniversity guidelines. May oversee the school/unit’s onboarding and exitprocesses to ensure a smooth experience for employees.

• Talent Development: Consult with managers and employees onfundamental and moderately complex talent development matters (aligningbusiness goals with personal motivation & talents, promotingprofessional development opportunities, coaching/mentoring/networking),consulting with more senior HR team members or subject matter experts onhighly complex matters as needed. May contribute to the development ofnew, local professional development initiatives for managers andemployees.

• Transactions: Monitor accuracy of transactions completed byjunior team members. Process complex transactions and train others asneeded on a case-by-case basis.

• May be responsible for the management of direct reports,including their recruitment, onboarding, development, compensation, andperformance management. Guide direct reports in providing fundamentaland moderately complex HR support and services to employees and managersin the school/unit.

• May audit or review the work, and provide guidance to junior HRteam members. May serve as a team or project lead on school/unit HRinitiatives.

• Maintain consistency with and support UHR and Stanford policies,procedures and requirements, and applicable local, state, and federallaws.

• Facilitate initiatives to foster an inclusive workplace culturewhere all employees feel valued, respected, and empowered.

Minimum Education andExperience

Bachelor’s Degree and 6 years of relevant human resources experienceor combination of education and relevant experience.

Knowledge, Skills and Abilities:

Technical competencies:

• Strong HCM/ATS experience and proficiency with businessapplications, Microsoft Office suite, Google suite, etc. Demonstratedability to manage sensitive issues with professionalism,confidentiality, and care. Experience leading an HRinitiative/program.

Trust and Accountability

• Understands the link between own job responsibilities and overallorganizational goals and needs.

• Accepts responsibility for all outcomes of own work.

• Looks beyond the requirements of own job to offer suggestions forimprovements of overall organizational operations.

• Takes ownership of job responsibilities, seeks and integratesfeedback, and communicates proactively when assistance is needed orissues to expected timelines arise.

• Cooperates and works to gain support and commitment from otherswhen performing tasks.

• Develops trusting relationships with others within and outside ofthe team through strong communication, collaboration andaccountability.

• Demonstrates behaviors that are consistent with standards forprofessional and ethical conduct.

Operational and Organizational Insights

• Considers organization's capabilities, mission, vision, values,and strategic goals and objectives in work efforts.

• Knows capabilities, capacities and constraints of theorganization.

• Reviews external information and news to learn about politicaland social issues that might affect the organization.

• Knows both when and how to effectively escalate issues thatwarrant immediate attention.

• Understands relevant policies and procedures and theirintegration in work activities.

• Utilizes network to collaborate on issues requiring specificinfluence or expertise.

• Analyzes data to make sound decisions and explores opportunitiesto integrate technology into HR processes and services.

Customer Focus

• Works to gain insights into customer needs.

• Balancing the needs of customer expectations and delivering onsolutions.

• Establishes and maintains effective customerrelationships.

• Reliably resolves customer issues and requests fully andquickly.

• Leverages customer point-of-view when identifying priorities andpresenting solutions.

• Sets expectations for delivery and quality withcustomers.

• Articulates impacts to customers completely and in a timelyfashion.

Communication

• Always demonstrates empathetic, attentive listening.

• Asks thought-provoking questions to peers and superiors toclarify and align understanding.

• Regularly checks for understanding.

• Takes action based on understanding.

• Expertly demonstrates understanding of audience bycustom-tailoring messaging and style.

• Engages audience effectively.

• Adjusts style and messaging on the fly if necessary.

• Helpful and timely when providing information.

Collaborative Problem Solving

• Effectively and reliably solves problems.

• Consistently delivers high-quality work products on time in thefield of service, while effectively solving problems and developing newtechnical skills for personal and team benefit.

• Demonstrates proficiency in solving problems requiring adeveloped understanding of disciplines, using judgment to providesolutions of moderate scope and complexity.

• Actively contributes to team goals by providing ideas,participating in team activities, and resolving conflicts positively andconstructively.

• Coordinates efforts with stakeholders early and often to ensureawareness, share information, and provide updates untilcompletion.

• Builds effective networks across teams and departments,identifying when to escalate issues to senior professionals.

Courage

• Draws sound, fact-based conclusions, particularly when underpressure or faced with ambiguity.

• Demonstrates ability to influence others whenappropriate.

• Anticipates impact to projects and/or work when there is a shiftin strategic direction.

• Remains calm and focused, maintaining composure, when things areuncertain.

• Develops scenarios or options in response to uncertain conditionsto anticipate possible outcomes.

• Shifts gears when presented with new information, priorities,and/or direction.

• Works to achieve task or project outcomes even when the completepicture or scope is unknown.

Exhibiting Leadership

• Evaluating the organization's readiness for change throughsurveys, interviews, and assessments.

• Making informed decisions based on data, analysis, andconsultation with relevant stakeholders.

• Offering coaching and support to managers and leaders to helpthem effectively lead their teams through change.

• Providing support and resources to help employees adapt to changeand overcome resistance.

Certificates and Licenses Required

SHRM-CP / PHR preferred.