HR Partner 2

Responsibilities

• 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.
• 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 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 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 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. 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.

Qualifications

• Strong HCM/ATS experience and proficiency with business applications, Microsoft Office suite, Google suite, etc.
• Demonstrated ability to manage sensitive issues with professionalism, confidentiality, and care.
• Experience leading an HR initiative/program.
• 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. 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.
• 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, partia