SUL HR Manager
About the role
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.
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.
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.
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.
Qualifications
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: Behavioral competencies: Refer to competencies for an HR Individual Contributor. Technical competencies: 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