HR Manager

WORK SCHEDULE: Work Schedule: Hybrid work arrangement with at least 2 days per week on-site. BUDGETED SALARY: Salary Range is $118,142 - $138,699 The Office of the Vice Provost and Dean of Research (VPDOR) provides guidance and support to facilitate, nurture and safeguard a thriving research ecosystem at Stanford. To this end, the VPDOR assumes dual roles. As Cognizant Dean for the independent academic units, the VPDOR oversees the program scope and resources for the sixteen multi-disciplinary and independent laboratories, centers, and institutes which operate outside of the schools’ boundaries. As Vice Provost and the University’s Chief Research Officer, the VPDOR recommends and promulgates new policy and its implementation; manages the mission-support offices that provide services of research compliance and administration, health and safety, and technology transfer to Stanford’s research enterprise; oversees the program and appointment of Academic Staff - Research; and advises the President and Provost in a broad array of academic issues pertaining to and beyond research. We invite you to learn more about our organization here: POSITION SUMMARY: The HR Manager works together with the rest of the VPDOR HR team to support more than 750 benefits-eligible staff within the organization. The ideal HR Manager candidate will have exceptional communication and interpersonal skills, as well as experience influencing people leaders and individual contributors. Primary responsibilities of this position include, but are not limited to, 1) collaborating with hiring managers to identify and develop job descriptions (JCRFs) for recruitment and retention efforts – including explanation of employment laws, policies, and procedures; and 2) providing guidance to people leaders during various processes (e.g., salary planning, performance management, leaves of absence, change management initiatives, etc.). The HR Manager must possess and demonstrate a positive outlook on continuous process improvement efforts while maintaining a team-based and customer-focused mindset. It is critical that this position exhibit the abilities to practice sound judgment and decision-making, effective written & oral communication, respectful relationship management, and selflessness. This position must also exhibit a strong desire to continuously learn new and unfamiliar business topics, policies, and procedures as they relate to HR functions – the ability to translate this information into operational successes will be critical. The VPDOR HR team regularly engages in conversations, ideas, and initiatives to help benefit those that we serve – the HR Manager must be able to understand, develop, and practice a servant leadership philosophy. This is a 6-month fixed term with possible extension, benefits-eligible position. The position will be based on Stanford's main campus and will be considered for an option of hybrid work arrangement, subject to operational need. 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 foret employees 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 elevate 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 escalationissues 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. #J-18808-Ljbffr