Human Resource Administrator

Job Description Stanford University is seeking an experienced, service-oriented, and highly self-directed HR Support 2 to serve as an operational lead for key human resources processes and services in the Stanford School of Medicine. This role is ideal for a detail-oriented HR professional who takes initiative, independently manages competing priorities, and is committed to delivering excellence in HR operations, service, and support. Stanford University is seeking an experienced, service-oriented, and highly self-directed HR Support 2 to serve as an operational lead for key human resources processes and services in the Stanford School of Medicine. This role is ideal for a detail-oriented HR professional who takes initiative, independently manages competing priorities, and is committed to delivering excellence in HR operations, service, and support. Reporting to the Associate Director of Administration and Operations, the HR Support 2 will provide essential operational and administrative support across a broad range of HR functions. The successful candidate will be a trusted resource to faculty, staff, and managers and will need to assess questions, research policies and procedures, exercise sound judgment, and resolve routine-to-complex issues independently while escalating matters appropriately. This individual will work with School of Medicine partners, central HR teams, and subject matter experts to ensure timely, accurate, and compliant service delivery. This position offers the opportunity to make a meaningful impact by managing recruitment, onboarding, HR transactions in support the School of Medicine’s faculty, staff, and mission. The role is approximately 90% operational and 10% consultative and requires a proactive, organized individual who takes ownership of their work, identifies opportunities to enhance processes and service delivery, and follows through with minimal day-to-day direction. The position may also provide opportunities to lead projects and contribute to continuous improvement initiatives. 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. Work Standards Interpersonal Skills: Demonstrates the ability to work well with Stanford colleagues and clients and with external organizations. Promote Culture of Safety: Demonstrates commitment to personal responsibility and value for safety; communicates safety concerns; uses and promotes safe behaviors based on training and lessons learned. Subject to and expected to comply with all applicable University policies and procedures, including but not limited to the personnel policies and other policies found in the University's Administrative Guide, . Responsibilities Core Duties Compensation and benefits: Process basic and complex compensation and benefits-related transactions, ensuring adherence to university policies and guidelines. May assist managers with basic to complex compensation and benefits questions, escalating to senior HR team members as needed. Disability and Leaves / Worker's Comp: Answer routine questions and explain applicable disability/leave (DLS) and workers’ compensation (WC) procedures to employees and managers. Generate related correspondences. Coordinate with DLS and/or WC specialists when appropriate. HRIS/People Analytics: Support data entry and record retention. Regularly report on HR metrics utilizing the HCM system for purposes of compliance and audit. May create customized reports as requested. Performance Management: Assist in the communication of the annual performance appraisal process; review and track incoming performance appraisal forms. Assist with inquiries related to the performance management program and technology as needed. Talent Acquisition: Support the candidate experience including job postings, screening candidates, interview scheduling, collecting rater feedback, disposition of candidates, etc. Assist in coordinating the onboarding and exit processes for staff. Liaise with central university offices as needed. Transactions: Support high volume HR transactions using standard operating procedures and university guidelines for multiple types of HR transactions, including hiring, personnel changes, reclassifications and related activities. Advise on documentation requirements, including how to revise documentation to ensure all university and legal requirements are met. Maintain personnel and human resources-related files. May serve as a team lead. Oversee day-to-day work of other staff including scheduling, assigning, and prioritizing workloads, setting appropriate deadlines, reviewing work for quality and timeliness, onboarding new staff, and providing performance review input. Maintain consistency with and support Stanford HR policies, procedures and requirements, and applicable local, state, and federal laws. Participate and foster an inclusive workplace culture where all employees feel valued, respected, and empowered. Minimum Education And Experience Associate Degree and 2 years of relevant human resources experience or combination of education and relevant experience. Technical Competencies Knowledge, Skills and Abilities Strong attention to detail; strong proficiency with business applications, Microsoft Office suite, Google suite, etc.; HCM/ATS experience preferred; demonstrated ability to maintain confidentiality and effectively handle highly sensitive and personal information with sound judgment, tact, and discretion. Basic ELR experience preferred. Trust and Accountability Performs job with the broader goals in mind. Helps and supports fellow employees in their work to contribute to overall organization success. Consistently meets expected deadlines for deliverables and job responsibilities. Relates to people in an open, friendly, and professional manner. Maintains confidentiality of sensitive information. Guards the handling of sensitive or high‑risk information appropriately. Develops a knowledge and understanding of different cultures and backgrounds. Operational and Organizational Insights Demonstrates an understanding of the organization's functions and responsibilities. Identifies individuals who have the technical expertise to respond to inquiries on specific topics. Identifies opportunities based on unique cultural needs. Keeps current on formal and informal reporting relationships. Exhibits a desire to learn new technology with the goal of making HR processes and services more efficient. Customer Focus Gains insights into customer needs. Builds and delivers solutions that consistently meet customer expectations. Communicates frequently with customers. Consistently meets Service Level Agreements (SLAs). Develops customer relationships. Owns customer issues, request fulfillment, and follow‑up. Seeks customer feedback. Is able to articulate benefits of work to customers. Communication Attentive listening. Often asks clarifying questions. Regularly understands objectives. Can tailor style and message to fit audience and does this semi‑regularly. Understands the importance of engaging the audience. Produces clear written and verbal communication. Responses are generally timely and helpful. Openly shares information to manager and team to stay aligned with work progress. Collaborative Problem Solving Delivers work products effectively in the field of service, utilizing standard tools and methods, while proactively seeking continual improvement. Conducts thorough root cause analysis and demonstrates effective problem‑solving skills through asking pertinent questions and restating problems as needed. Demonstrates the ability to scope solutions based on available resources and timelines, working with some guidance and ensuring accuracy and technical soundness. Swiftly produces accurate documentation, while also conducting effective quality checks and testing of work. Collaborates with others to share information, achieve goals, and maintain positive and productive relationships, while also building networks across teams. Handles conflict in a professional and positive manner, remaining attentive to the attitudes and ideas of others and fostering collaborative working relationships regardless of individual differences. Courage Makes informed, timely and effective decisions, distinguishing between relevant and irrelevant information, and consulting others, when appropriate. Accepts that change and uncertainty are a normal part of the work environment. Maintains an awareness of goals and objectives and navigates solutions towards desired ends, while maintaining relationships and supporting consensus. Exhibiting Leadership Upholding organizational values and promoting a culture of fairness, respect, and inclusion. Communicating with compassion, empathy, and sensitivity to the emotions and experiences of others. Experimenting with new ideas, technologies, and approaches to enhance HR processes and practices. Treats all individuals with respect regardless of individual differences (e.g., race, gender, age, ethnicity, physical capabilities/disabilities, sexual orientation, religion). Certificates And Licenses Required aPHR or SHRM-CP / PHR preferred #J-18808-Ljbffr