SUL HR Manager

Job Description This is a 3-year fixed term position. Stanford University Libraries (SUL) is seeking a full-time Human Resources Manager to join the SUL Human Resources team. The Libraries values are rooted in a commitment of mutual respect, the idea that every member of the staff has something to contribute, and that learning is constant. We seek a team member who is ready to share their skills and perspectives. About Stanford Libraries Stanford University Libraries is a network of over 15 libraries with over 400 employees. We are committed to fueling the teaching, learning and research across Stanford by acquiring, stewarding, and making available a robust collection, currently in excess of 12 million items. Everyone in the organization plays a vital role in fulfilling that objective. Our dedication to discoverability and information management also has us engaged in dynamic global partnerships. We are constantly building and strengthening our organization, and we recognize striving for excellence is a marathon and not a sprint. We are constantly trying to strike the right pace, and admit there are times when we find ourselves at a fast jog. While we hope to always find candidates who fit within our organization, what we truly seek is someone who will add to our culture, our profession as well as the greater academic arena. We are invested in the success of our teams and the individuals who represent Stanford University Libraries. About The Position As an integral member of the SUL HR team, 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 SUL HR programming. Partner with SUL Leadership on Academic Staff-Libraries HR program needs. Leverage knowledge of organizational development, strategy, and goals to suggest efficiencies and process improvement opportunities. Supervise staff who support SUL front office HR operations and talent acquisition. May serve as a team or project lead on school/unit HR initiatives. Core Duties 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. Partner with SUL HR Leadership on Academic Staff matters for Talent Management, Compensation and Retention and Surveys. 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 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 recruitment, onboarding, development, compensation, and performance management. Guide direct reports on 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. 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. Qualifications

MINIMUM REQUIREMENTS

Education And Experience Bachelor’s Degree and 6 years of relevant human resources experience or combination of education and relevant experience. Knowledge, Skills And Abilities Strong HCM/ATS experience and proficiency with business applications, Microsoft Office suite, Google suite, etc. Strong analytical, critical thinking, problem‑solving, judgment, negotiating, influencing, and decision‑making skills. Demonstrated Supervisory experience. Demonstrated ability to manage sensitive issues with professionalism, confidentiality, and care. Demonstrated experience in at least two human resources areas, including employee relations, employment and labor law, compensation, staffing and employment (Talent Acquisition), training and development, performance coaching and management, and organizational development. Excellent facilitation and oral and written communication skills; ability to prepare clear and concise reports and deliver formal presentations or training to senior management and other audiences. Strong interpersonal, verbal, and written communication skills. Must have excellent presentation skills. Project‑management skills in a multiple‑location/unit environment. Demonstrated ability to develop and maintain collaborative working relationships in a consulting environment. Experience leading an HR initiative/program. Certificates And Licenses Required 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. 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: Stanford is an equal employment opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law. The expected pay range for this position is $97,753 to $131,000 per annum. Stanford University provides pay ranges representing its good faith estimate of the salary the university reasonably expects to pay for a position upon hire. 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. Why Stanford Is For You Freedom to grow. We offer career development programs, tuition reimbursement, and course auditing. Join a TedTalk, watch a 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. Choose from hundreds of health or fitness classes at our world‑class exercise facilities. We 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. #J-18808-Ljbffr Stanford University