Northern California HERC

ABOUT STANFORD UNIVERSITY AND RESIDENTIAL & DINING ENTERPRISES:

Stanford University is one of the world's leading teaching and research universities. Founded in 1891, Stanford's mission is to create and share knowledge and to prepare students to be curious, to think critically, and to contribute to the world. With world-class scholars and seven schools located together on a single campus, Stanford offers academic excellence across the broadest array of disciplines including business, education, engineering, humanities and sciences, law, medicine, and sustainability. It also is an engine of innovation, blending theory and practice to move ideas and discoveries from labs and classrooms out into the world. Stanford strives to foster a culture of expansive inquiry, fresh thinking, searching discussion, and freedom of thought - preparing students for leadership and engaged citizenship in the world. The university is located between San Francisco and San Jose in the heart of California's Silicon Valley, on a scenic 8,180-acre campus.

Residential & Dining Enterprises (R&DE), the largest auxiliary organization at Stanford University, supports the academic mission of the university by providing high-quality services to students and other members of the university community. R&DE has an annual operating budget of $400M, operates 24/7/365, and oversees a $3B asset portfolio comprising over 7 million square feet--one-third of the campus footprint. R&DE provides housing for 16,000 students and dependents, serves 8 million meals annually at 48 student dining venues and 32 culinary enterprises. In addition, R&DE provides executive services, conference operations, and guest lodging. R&DE is a talented and diverse team of 1,200+ who comprise the following divisions: Student Housing Operations & Stanford Conferences; Stanford Dining and Hospitality & Auxiliaries; Maintenance Operations and Capital Projects; and a team of R&DE strategic business partners--Finance & Administration, Information Technology, Human Resources, and Strategic Communications and Marketing.

"Students (Customers) First" is R&DE's mantra and its strategic goals reflect its commitment to delivering service excellence to the campus community. R&DE's belief is "students are never an interruption in our day; they are the reason we are here."

R&DE's dedication to promoting fair treatment, access to opportunities, and a positive work environment is reflected in its essential priorities and efforts for cultivating a culture of operational excellence as a foundational cornerstone. R&DE is committed to creating and sustaining inclusive excellence where all staff feel a sense of belonging and are empowered to thrive.

This role is currently designated as hybrid and may provide incumbents with flexibility for partial telecommuting.

JOB PURPOSE:

Strategically guide and provide consultation to employees and managers on general and specialized fundamental and moderately complex HR issues, including advising on and interpreting matters not clearly defined in existing HR policies, practices, and processes. Facilitate and lead implementation of HR programming for school/unit. Leverage knowledge of organizational development, strategy, and goals to suggest efficiencies and process improvement opportunities. Provide guidance and mentorship to junior HR team members. May serve as a team or project lead on school/unit HR initiatives. This position is 50% operational and 50% consultative.

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. 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.

Address employee inquiries, workplace conflicts, conduct investigations and manage disciplinary action processes

Develop processes to communicate policy updates and educate community

Partner with Organizational Effectiveness to address morale, satisfaction and retention as needed

Primary point of contact for employees and leaders to raise concerns and support leaders when communicating change

Support updates to standard operating procedures and HR system implementation