Human Resources Business Partner

The Human Resources team for Business Affairs is responsible for providing strategic HR guidance and consulting for the staff, management and leadership within the Business Affairs organization. Financial Management Services (FMS) is a part of the Stanford University Business Affairs organization, whose vision is “to work together to make administration seamless and efficient to enable and support teaching, learning, and research.” The Business Affairs HR team seeks a detail-oriented and service-minded HR Business Partner to provide day-to-day human resources support to FMS managers and employees. Using critical thinking and independent judgment, this role serves as the operational lead for specific HR processes and services in FMS, and as a day-to-day HR point of contact for managers and employees on HR policy and process questions. The role also supports FMS HR programs, such as career architecture and development pathways, and provides HR data to inform workforce planning.

This position is predominantly operational with a consultative component (approximately 60% operational and 40% consultative). It combines hands-on HR transactions, records, and compliance work with direct consultation to managers, and escalates moderately complex matters to more senior HR colleagues and subject matter experts as appropriate.

This position reports to the Associate Director, Human Resources for FMS and works closely with the broader Business Affairs HR team.

 

Preferred Qualifications: 

Demonstrated interpersonal skills and ability to build credibility and trust with a diverse client group, including managers and senior leaders.

Experience supporting employee relations matters, performance management, and recruiting in a client-facing HR role.

Strong attention to accuracy and detail in HR transactions, recordkeeping, and compliance reporting, with the ability to manage a high volume of work to deadlines.

Proficiency with HCM and applicant tracking systems, including running and explaining standard reports.

Clear written and oral communication skills, and comfort training managers on HR processes and best practices.

Experience operating in complex, decentralized, or higher education environments is preferred.

A continuous improvement mindset, with interest in streamlining transactional processes.

Experience supporting finance or other administrative and professional services organizations is valued.

 

Core Duties: 

 

HR service delivery and partnership

Serve as the operational lead for specific HR processes and services in FMS, and as a day-to-day HR point of contact for managers and employees on HR policy and process questions.

Provide guidance and consultation on general and fundamental HR issues. Advise on and interpret HR policies, practices, and processes, and make recommendations for successful implementation.

Facilitate HR programming for FMS and share timely HR communications and best practices with clients.

Support the implementation and ongoing administration of FMS HR programs (such as career architecture and talent development), and provide HR data to inform workforce planning.

Assist with transactional improvement efforts, and audit and review the work of more junior HR team members as needed.

Consult with the Associate Director, Human Resources and other senior HR team members, and subject matter experts on moderately complex matters as needed.

Maintain consistency with and support UHR and Stanford policies, procedures, and requirements, and applicable local, state, and federal laws.

HR functional areas

Transactions: Process high-volume HR transactions in the HCM system using standard operating procedures and university guidelines (for example, hires, personnel changes, promotions, reclassifications, leaves of absence, supplemental pay, and terminations). Monitor the accuracy of transactions completed by junior team members and train others as needed.

Records and Compliance: Maintain personnel and HR-related files and record retention. Advise on documentation requirements, including how to revise documentation to meet university and legal requirements. Review compliance reports (for example, work agreements, trial period and appointment end dates, and I-9) to ensure accuracy and compliance.

Compensation and Benefits: Process basic and complex compensation and benefits-related transactions, ensuring adherence to university policies and guidelines. Consult with managers on fundamental compensation-related matters (salary actions, bonuses, supplemental pay, assignment of employees to job titles), escalating moderately complex matters to senior HR team members and/or the central compensation team. Support the area’s salary planning program to meet FMS and university guidelines.

Disability and Leaves / Worker’s Comp: Answer questions and explain applicable disability/leave and workers’ compensation procedures to employees and managers, and generate related correspondence. Consult with managers on fundamental matters (eligibility, process, accommodations), coordinating with disability and leaves and workers’ compensation specialists as appropriate. Educate managers to meet university guidelines and advise on interim staffing plans resulting from team member absences.

Employee and Labor Relations: Consult with managers and provide recommendations on fundamental employee and labor relations matters (corrective action, investigations, workplace accommodations, wage/hour, layoffs, terminations), consulting with more senior HR team members or subject matter experts on moderately complex matters. 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. Educate and train managers on creating and sustaining a positive work environment for their teams.

HRIS / People Analytics: Support data entry and fundamental functions. Regularly report on HR metrics using the HCM system for compliance and audit purposes, and create customized reports as requested. Generate and explain standard reports (turnover, movement, accrual usage, etc.) to managers regarding their teams, providing analysis and recommendations.

Performance Management: Communicate the annual performance appraisal process, and review and track incoming appraisal forms and completion rates. Consult with managers on fundamental performance management matters (setting expectations and goals, regular check-ins, developing positive performance and behaviors, conducting annual reviews), and assist with inquiries about the program and technology.

Talent Acquisition: Support the candidate experience, including job postings, candidate screening, interview scheduling, collecting rater feedback, and candidate disposition. Consult with managers on talent acquisition matters (job-specific competencies, interviewing tools and techniques, candidate selection and onboarding), and educate managers to foster a positive candidate experience. Coordinate FMS onboarding and exit processes, and liaise with central university offices as needed.

Talent Development: Consult with managers and employees on talent development matters (aligning business goals with personal motivation and talents, professional development opportunities, coaching, mentoring, networking). Support the education and training of managers to foster a positive professional development experience for employees seeking growth.

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

Other duties and projects as assigned.

Responsibilities

Core Duties:

• Compensation: Consult with managers on fundamental compensation-related matters (salary actions, bonuses, supplemental pay, assignment of employees to job titles), consulting with more senior HR team members and/or central compensation team on moderately complex matters as needed. Support the area's salary planning program to meet school/unit and university guidelines.
• Disability and Leaves / Worker's Comp: Consult with managers on fundamental disability/leave and workers’ compensation matters (eligibility, process, accommodations), consulting with more senior HR team members or subject matter experts on moderately 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 and provide recommendations on fundamental - employee labor relations matters (corrective action, investigations, workplace accommodations, wage/hour, layoffs, terminations). Consult with more senior HR team members or subject matter experts on moderately complex matters 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. Consult with more senior HR team members or subject matter experts on moderately complex matters as needed. Educate and train managers on creating and sustaining a positive work environment for their teams.
• HRIS/People Analytics: Support fundamental functions, and record retention. Generate and explain standard 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 moderately complex matters as needed. Educate and train managers on understanding, interpreting, and applying available reports.
• Performance Management: Consult with managers on fundamental 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 moderately complex matters as needed. Educate and train managers on best practices to foster strong performance and meet university guidelines.
• Talent Acquisition: Consult with managers on 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 moderately complex matters as needed. 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 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 moderately complex matters as needed. Support the education and training of managers to foster a positive professional development experience for employees seeking growth.
• Transactions: Monitor accuracy of transactions completed by junior team members. Process fundamental 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.
• 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.
   

Minimum Education and Experience

Bachelor’s Degree and 4 years of relevant human resources experience or combination of education and relevant experience.

Knowledge, Skills and Abilities:

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.

Trust and Accountability

• Understands the link between own job responsibilities and overall organizational goals and needs.
• Accepts responsibility for all outcomes of own work.
• Looks beyond the requirements of own job to offer suggestions for improvements of overall organizational operations.
• Takes ownership of job responsibilities, seeks and integrates feedback, and communicates proactively when assistance is needed or issues to expected timelines arise.
• Cooperates and works to gain support and commitment from others when performing tasks.
• Develops trusting relationships with others within and outside of the team through strong communication, collaboration and accountability.
• Demonstrates behaviors that are consistent with standards for professional 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 the organization.
• Reviews external information and news to learn about political and social issues that might affect the organization.
• Knows both when and how to effectively escalate issues that warrant immediate attention.
• Understands relevant policies and procedures and their integration in work activities.
• Utilizes network to collaborate on issues requiring specific influence or expertise.
• Analyzes data to make sound decisions and explores opportunities to integrate technology into HR processes and services.

Customer Focus

• Works to gain insights into customer needs.
• Balancing the needs of customer expectations and delivering on solutions.
• Establishes and maintains effective customer relationships.
• Reliably resolves customer issues and requests fully and quickly.
• Leverages customer point-of-view when identifying priorities and presenting solutions.
• Sets expectations for delivery and quality with customers.
• Articulates impacts to customers completely and in a timely fashion.

Communication

• Always demonstrates empathetic, attentive listening.
• Asks thought-provoking questions to peers and superiors to clarify and align understanding.
• Regularly checks for understanding.
• Takes action based on understanding.
• Expertly demonstrates understanding of audience by custom-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 the field of service, while effectively solving problems and developing new technical skills for personal and team benefit.
• Demonstrates proficiency in solving problems requiring a developed understanding of disciplines, using judgment to provide solutions of moderate scope and complexity.
• Actively contributes to team goals by providing ideas, participating in team activities, and resolving conflicts positively and constructively.
• Coordinates efforts with stakeholders early and often to ensure awareness, share information, and provide updates until completion.
• Builds effective networks across teams and departments, identifying when to escalate issues to senior professionals.

Courage

• Draws sound, fact-based conclusions, particularly when under pressure or faced with ambiguity.
• Demonstrates ability to influence others when appropriate.
• Anticipates impact to projects and/or work when there is a shift in strategic direction.
• Remains calm and focused, maintaining composure, when things are uncertain.
• Develops scenarios or options in response to uncertain conditions to anticipate possible outcomes.
• Shifts gears when presented with new information, priorities, and/or direction.
• Works to achieve task or project outcomes even when the complete picture or scope is unknown.

Exhibiting Leadership

• Evaluating the organization's readiness for change through surveys, interviews, and assessments.
• Making informed decisions based on data, analysis, and consultation with relevant stakeholders.
• Offering coaching and support to managers and leaders to help them effectively lead their teams through change.
• Providing support and resources to help employees adapt to change and overcome resistance.

Certificates and Licenses Required

SHRM-CP / PHR preferred.