POSITION DESCRIPTION  
As a major Silicon Valley employer, Stanford University has a challenging HR opportunity for the right individual. At Stanford, we are not just about finding your “next job”, but we hope you’ll discover a rewarding career, as well as life changing experience filled with rich traditions, a deep passion for collaboration and innovation, an unparalleled respect for diversity and creative freedom, and a culture of excellence. Check out Stanford as your next employer: http://www.stanford.edu/ 
Why Stanford? As one of the world’s premier research institutions, Stanford University devotes tremendous resources toward the betterment of humanity. We focus on hundreds of initiatives — in everything from medicine to engineering, the environment, peace and national security — in order to create an atmosphere humming with intelligence and excitement. 
THIS OPPORTUNITY
 
The Business Affairs HR team seeks a special and talented individual to join our HR team as a Human Relations Manager (HRM) with a focus on Talent Development. The ideal candidate will have a depth of HR experience as a generalist, plus they will have managed talent development programs and have experience with diverse financial organizations. This position reports directly to the AVP of HR for Business Affairs, who reports to the CFO. 
The selected candidate will 

• Provide the full range of human resources services for the Financial Management Services organization (FMS) which is a division within the larger Business Affairs (BA) organization.
• The HRM is responsible and accountable for staff related issues, Stanford policies, HR programs, and a range of local processes within FMS.
• In addition, and in collaboration with the leadership of FMS and/or the AVP of HR for BA, this role will be instrumental in the strategy, development, and delivery of several talent development projects or programs for FMS and will also provide strategy and insights for the overall BA organization on talent development. They may lead or co-lead BA wide talent programs.  
• The individual will be the primary architect of new talent development solutions and oversee the implementation of a portfolio of ongoing programs and initiatives.
• This role functions independently in most instances and under general direction of the BA HR leader to address a range of complex problems and/or organizational issues, interacting with a diverse group of individuals in an active, fast-paced, and challenging environment. It has one direct report.
• They will be a key member of the client group’s senior staff, the BA-HR team, will often participate in BA wide initiatives and on occasion be part of task forces with a university-wide focus.

CORE DUTIES WITH THE CLIENT*: 

• Collaborate with FMS management to support initiatives by understanding FMS’ objectives, issues, needs, and key success factors. Actively participate in planning processes and promote best practices; provide leadership for workforce planning efforts.
• Design strategies for facilitating organizational and behavioral change. Perform needs assessment, analysis, and consulting on organizational issues; make recommendations on organizational design and development issues.
• Plan and provide talent management strategy, direction, advice, and counsel to senior leaders and managers within client organization.
• Architect of new talent development solutions and oversee the implementation of a portfolio of ongoing programs and initiatives.
• Advise and make recommendations on talent management problems and practices.

• Investigate basic and complex employee relations issues, and initiate appropriate resolution; recommend and facilitate effective solutions in alignment with applicable policies and laws. Work in consultation with human resources team and employee/labor relations staff to resolve highly complex issues, as needed.

• Coach and advise staff on organizational, employee, and labor relations issues.
• Assess organizational and individual staff development needs. Identify, communicate, and consult with staff on training and career development opportunities. Develop and conduct relevant training, and participate in training design.
• Provide oversight to the performance appraisal process which is managed by HRM1; design procedures and documents specific to the organization, as needed. Provide relevant coaching and guidance to both management and HRM1.
• Design strategy and provide oversight to client’s recruitment and staffing plans; assist in the structure of offers. Support or lead higher level searches, and advise on affirmative action objectives, as needed.
• Provide oversight to area's salary-setting program. Advise managers on assignment of employees to appropriate classification levels; review and approve salary actions; design and/or manage incentive and bonus programs, as needed.
• Provide oversight to workers' compensation, disability, leave, work place accommodation requests, and health and safety issues; inform managers and human resources director, as needed. Act as a resource to others in organization, and oversee the accurate documentation and recordkeeping.
• Oversee and approve human resources transactions submitted for processing. Prepare reports, and analyze data available through local and centralized database resources.
• Manage the performance of direct report. Set team objectives, priorities, and resources to align with department objectives.

 
CORE DUTIES WITH THE BA ORGANIZATION*: 

• Lead, as the program manager, the talent development programs and processes, providing tools, and frameworks for the Business Affairs organization. Coordinate and teach fellow HRMs along the way. Provide coaching for employees/program participants.
• Deploy measurement system to track and report progress on talent management for the larger BA organization.
• Advise and make recommendations on talent management problems and practices.

 
* - Other duties may also be assigned 
MINIMUM REQUIREMENTS: 
Education & Experience: 
Bachelor's degree and five years relevant experience, or a combination of education and relevant experience. We prefer 8 -10 years of relevant experience. 
Knowledge, Skills and Abilities: 

• Knowledge and demonstrated experience as a consultant and advisor to management in at least four human resources areas, including: employee relations, employment and labor law, compensation, staffing and employment, training and development, performance coaching and management, and organizational/talent development.
• Deep expertise and experience developing and implementing effective talent management solutions, including workforce planning, learning and development, performance management, and organizational effectiveness.
• Demonstrated interpersonal skills, strong EQ and expertise in group dynamics. Successful track record of establishing credibility and trust with a diverse client group.
• Strong instructional/curriculum design skills and experience.
• Strong program/project management skills and experience.
• Strong analytical, critical thinking, problem solving, judgment, negotiating, influencing, and decision making skills. Ability to maintain confidentiality, tact, and diplomacy.
• 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.
• Ability to build the confidence of others through open communication and respectful behavior.
• Strong supervision/management and staff development experience.
• Demonstrated proficiency with business applications, such as Microsoft Office suite and human resource information systems.

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