Another Source's client, Stanford University, is recruiting an Associate Director, Human Resources to join their team. This opportunity will allow you to work from the Redwood City Campus.
Here’s a little about Stanford and the position they are recruiting for:
The Business Affairs HR team seeks an experienced and talented individual to join our team as an Associate Human Resources Director for our Financial Management Services (FMS) organization (Financial Management Services).
Our ideal candidate will have a depth of HR experience in all the roles of a generalist, plus be experienced in talent management to include recruiting, performance management, high potential development and succession planning. This role will interface directly with Senior AVP of Financial Management Services and her leadership team who manage the complex and decentralized business of financial administration. While the role will work closely with FMS leadership, the position reports directly to the Senior Director of HR for Business Affairs, who reports to the AVP of Finance and Administration, Business Affairs. The ideal candidate will also have a deep understanding and appreciation of the unique world of Finance and Accounting.
What Are We Up To
About Us! - Business Affairs Human Resources
Stanford – Business Affairs Human Resources
Your responsibilities include:
- Collaborate with the organization's management to support initiatives by understanding the organization's objectives, issues, needs, and key success factors. Serve as the strategic human resources advisor and thought partner for the senior leadership team of the FMS organization to include the SAVP and her direct reports.
- In collaboration with FMS’s leadership, coordinate and deliver a portfolio of ongoing HR programs and initiatives for the organization. Consult and collaborate with the Senior HR Director to assess organizational and individual staff development needs. Identify, communicate, and consult with staff on training and career development opportunities.
- Working as a team with the HRM, provide a range of human resources services for the full life cycle of the employee. Identify and implement strategies to improve human resources strategies and outcomes. This includes data analysis, identifying and evolving job classification schema, approaches for remote work centers, workforce planning initiatives and similar fundamentals.
- The HR services this role is responsible for will include, but are not limited to, operational excellence and strategies for talent acquisition, selection, immigration, onboarding, compensation, talent development projects, workforce planning efforts, diversity and inclusion efforts, and off-boarding as needed. Support or lead higher-level searches, and advise on affirmative action objectives, as needed. Will consult on FMS diversity and inclusion programs.
- Investigate complex and/or high-risk employee relations issues, provide solid advice and counsel towards risk mitigation, and coach towards appropriate resolution; work in consultation with Employee and Labor Relations (ELR) as needed.
- Oversee performance appraisal process; design procedures and documents specific to the organization, as needed. Provide relevant coaching and guidance.
- Manage area's salary-setting program. Advise managers on assignment of employees to appropriate classification levels; review and approve salary actions; design and/or manage incentive and bonus programs, as needed.
- Oversee processes such as workers' compensation, disability, leave, workplace accommodation requests, and health and safety issues; oversee and approve human resources transactions submitted for processing. Prepare reports, and analyze data available through local and centralized database resources.
- Provide ongoing training, exposure, and experiences for the HR Associates in all HR functional areas with the goal of enhancing their skills.
- This role functions independently in most instances and under general direction of the BAHR leader to address a range of complex problems and or organizational issues.
- Collaborate with FMS leaders to support initiatives by understanding FMS’s objectives, issues, needs, and key success factors. Actively participate in planning processes and promote best practices; provide leadership for workforce planning efforts.
- And other duties and projects as assigned.
Knowledge, Skills and Abilities:
- Deep competencies and experiences as an advisor to senior management in at least four human resources areas, including: employee relations, employment and labor law, diversity, inclusion and belonging, compensation, staffing and employment, training and development, performance coaching and management, and organizational/talent development.
- Creative and innovative skills in recruiting top talent.
- Deep expertise and experience developing and implementing effective talent management solutions, including workforce planning, learning and development, performance management, and organizational design and effectiveness.
- Demonstrated interpersonal skills, strong EQ and expertise in group dynamics. Successful track record of establishing credibility and trust with a diverse client group.
- Excellent facilitation, 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 instructional/curriculum design skills and experience.
- Strong program/project management skills and experience.
- Strong analytical, critical thinking, problem solving, judgment, negotiating, influencing, and decision making skills. Ability to maintain confidentiality, tact, and diplomacy.
- Ability to build the confidence of others through open communication and respectful behavior.
- Strong supervision/management and staff development experience.
- Demonstrated proficiency with business applications, such as Microsoft Office and human resource information systems.
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.
Another Source works with their clients, on a retained project basis, to maximize the recruiting process.