Human Resources Partner 1 (Hybrid - Fixed Term 6 Months)

Stanford University is seeking a HR Partner 1 to use critical thinking and independent judgment to provide guidance and consultation for employees and managers on general and fundamental HR issues. Make recommendations for successful implementation of and advise and interpret HR policies, practices, and processes. Facilitate HR programming for school/unit. May provide guidance and mentorship to junior HR team members. This position is 60% operational and 40% consultative.

Duties include*:

• Compensation: Consult with managers on fundamental compensation-related matters (salary actions, bonuses, supplemental pay, assignment of employees to job titles), consulting with more senior HR team members and/or central compensation team on moderately complex matters as needed. Support the area's salary planning program to meet school/unit and university guidelines.
• Disability and Leaves / Worker's Comp: Consult with managers on fundamental disability/leave and workers' compensation matters (eligibility, process, accommodations), consulting with more senior HR team members or subject matter experts on moderately 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 and provide recommendations on fundamental - employee labor relations matters (corrective action, investigations, workplace accommodations, wage/hour, layoffs, terminations). Consult with more senior HR team members or subject matter experts on moderately complex matters 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. Consult with more senior HR team members or subject matter experts on moderately complex matters as needed. Educate and train managers on creating and sustaining a positive work environment for their teams.
• HRIS/People Analytics: Support fundamental functions, and record retention. Generate and explain standard 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 moderately complex matters as needed. Educate and train managers on understanding, interpreting, and applying available reports.
• Performance Management: Consult with managers on fundamental 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 moderately complex matters as needed. Educate and train managers on best practices to foster strong performance and meet university guidelines.
• Talent Acquisition: Consult with managers on 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 moderately complex matters as needed. 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 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 moderately complex matters as needed. Support the education and training of managers to foster a positive professional development experience for employees seeking growth.
• Transactions: Monitor accuracy of transactions completed by junior team members. Process fundamental 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.
• 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

EDUCATION & EXPERIENCE (REQUIRED):

Bachelor's Degree and 4 years of relevant human resources experience or combination of education and relevant experience.

KNOWLEDGE, SKILLS AND ABILITIES (REQUIRED):

• Behavioral competencies: Refer to competencies for HR Support.
• Technical competencies:
  + Strong HCM/ATS experience and proficiency with business applications, Microsoft Office suite, Google suite, etc.; knowledge and demonstrated experience in at least two human resources areas, including: employee relations, employment and labor law, compensation, staffing and employment, training and development, performance coaching and management, and organizational development. Demonstrated ability to manage sensitive issues with professionalism, confidentiality, and care.

CERTIFICATIONS & LICENSES:

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.