Director of Human Resources

🔍 Stanford, California, United States

📁: Human Resources

📅   : Sep 09, 2024 Post Date

📅   : 104531 Requisition #

The opportunity:

The President and Provost Office (PPO) at Stanford University plays a key role across the university by supporting 16 independent organizations, each reporting directly to the President or Provost.

Organizations within PPO include: Undergraduate Admission & Financial Aid, Institutional Research & Decision Support, University Budget Office, Faculty Staff Housing, Office of the Vice Provost for Institutional Equity, Access & Community, Stanford University Press, Office for Religious and Spiritual Life, and units dedicated to education and community outreach through Stanford Continuing Studies, Online High School, Summer Session, Pre-Collegiate Studies, Digital Education, Distinguished Careers Institute, Office of the Vice Provost for Graduate Education, and Knight-Hennessy Scholars Programs.

The Director of Human Resources (HRD) for PPO will serve as a strategic human resources advisor and collaborator for the organizations above, overseeing the full range of human resources support for management and staff across each organization.

The HRD works with a high level of independence, exercising a high degree of initiative, influence, and judgment, and will at all times promote and support an environment of diversity and inclusion.

Responsibilities include but not limited to:

Strategic Advisor: Lead HR engagement initiatives in collaboration with PPO Unit Directors and senior leadership by having an excellent understanding of each organization’s objectives, issues, needs, and key success factors. Collaborate with the organization's senior management to develop organization-specific practices; actively participate in setting the human resources strategy for planning processes and actively promote best practices.
Employee Relations: Investigate complex employee relations issues and initiate appropriate resolution; recommend and facilitate effective solutions in alignment with applicable policies and laws; assess risk to the organization and identify compliance issues. Identify and analyze trends; make recommendations for changes/improvements. Coach and advise staff on organizational, employee, and labor relations issues.
Performance Management: Design effective performance appraisal processes for PPO organizations. Provide relevant training and guidance to managers and employees; identify and analyze trends and initiate and/or direct appropriate interventions. Work with management to identify, direct, and/or deliver the training and development planning for individuals and groups.
Team Management: Manage a team including a Sr. HR Business Partner, a Human Resources Manager, a Human Resources Administrator, and 8 Human Resource Administrator dotted-line reports to address all HR staff-related issues, policies, programs, and processes, managing the full scope of human resource support for approximately 500 benefits eligible staff and up to 1000 contingent staff. Set team objectives, priorities, and resources to align with department objectives.
Compensation and Classification: Manage annual PPO salary-setting program; develop guidelines for program implementation. Advise managers on assignment of employees to appropriate classification levels; advise on development of incentive and bonus programs.
Leaves and Accommodations: Oversee processes for workers' compensation, disability, leave, workplace accommodation requests, and health and safety issues; inform managers as needed. Act as a resource to employees and managers in the organization and oversee the accurate documentation and retention of all relevant records.
Approvals and Analysis: Oversee and approve human resources transactions submitted for processing. Prepare reports and analyze data available through local and centralized database resources.
Staffing and Talent Management: Oversee recruitment and staffing plans and retention and provide effective recruitment methods for assigned areas. Structure complex offers; support or lead high level and complex searches; advise on affirmative action objectives.

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.

Minimum requirements:

Education & Experience:
Bachelor's degree and eight years of relevant experience, or a combination of education and relevant experience.

Knowledge, Skills, and Abilities:

Demonstrated experience as a consultant and advisor to senior management in all areas of human resources, including employee relations, employment and labor law, compensation, staffing and employment, training and development, performance coaching and management, and organizational development.
Exceptional interpersonal skills and understanding of group dynamics.
Successful track record of establishing credibility and trust with a diverse client group, including senior leaders.
Demonstrated leadership skills and management and institutional courage.
• Strong analytical, critical thinking, creative problem solving, judgment, negotiating, influencing, and strategic decision-making skills. Ability to maintain confidentiality, tact, and diplomacy.
• Demonstrated ability to advise on and implement organizational change. Demonstrated end-to-end experience in the development and execution of organization-wide initiatives.
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 supervision/management and staff development experience
Demonstrated proficiency with business applications, such as Microsoft Office suite and human resource information systems.

Certifications and Licenses:
SHRM-SCP, SPHR or equivalent certification is preferred.

Why Stanford Is For You:
Imagine a world without search engines or social platforms. Consider lives saved through first-ever organ transplants and research to cure illnesses. Stanford University has revolutionized the way we live and enrich the world. Supporting this mission is our diverse and dedicated 17,000 staff. We seek talent driven to impact the future of our legacy. Our culture and unique perks empower you with:

Freedom to grow. We offer career development programs, tuition reimbursement, or audit a course. Join a TedTalk, film screening, or listen to a renowned author or global leader speak.
A caring culture. We provide excellent retirement plans, generous time-off, and family care resources.
A healthier you. Climb our rock wall, swim in our Olympic-sized pool, or choose from hundreds of health and fitness classes at our world-class exercise facilities. We also provide highly competitive health care benefits.
Discovery and fun. Stroll through historic sculptures, trails and museums.
Enviable resources. Enjoy free commute programs, ridesharing incentives, discounts and more!

Consistent with its obligations under the law, the University will provide reasonable accommodations to applicants and employees with disabilities. Applicants requiring a reasonable accommodation for any part of the application or hiring process should contact Stanford University Human Resources by submitting a contact form.

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 $204,250 to $243,107 per annum.

Stanford University provides pay ranges representing its good faith estimate of what the university reasonably expects to pay for a position. 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. The Cardinal at Work website (https://cardinalatwork.stanford.edu/benefits-rewards) provides detailed information on Stanford’s extensive range of benefits and rewards offered to employees. Specifics about the rewards package for this position may be discussed during the hiring process.

How To Apply:

We invite you to apply for the position by clicking on the “Apply for Job” button. To be considered, please submit a cover letter and a resume with your online application. The cover letter should briefly describe why you believe you are a good fit for this position.

Additional Information