Human Resources Director - 73487
Land, Buildings & Real Estate (LBRE) is the operational core of Stanford Universitys physical campus. LBRE constructs and maintains the Stanford campus, where advancements across the academic spectrum are made possible. Our work is founded upon the collective value of dedication, innovation, expertise, teamwork, and continuous improvement. We are committed to serving the universitys academic mission, as well as preserving and enhancing Stanfords 8,180 acres, and pride ourselves on supporting the teaching and research of the university as Caretakers of a Legacy."
The Director of Human Resources for LBRE is a key member of the organizations leadership team. Reporting to the Associate Vice President for Finance & Administration, and working with other senior staff, the Director is the top strategic Human Resources advisor to leadership, and is responsible for building and maintaining a high-performing Human Resources program. The Director is also responsible for providing expert, timely and efficient service to 550 staff, including over 200 employees in the bargaining unit, and strong advocacy for the Human Resources needs of LBREs 11 departments.
The Director serves as the primary contact for departments in all matters pertaining to LBRE Human Resources, and represents LBREs interests to all relevant internal and external constituencies. The Director manages a staff of three Human Resources Managers and one Staff Development Program Manager.
- Collaborate with the organizations management and senior leadership in defining initiatives by having an excellent understanding of the organizations objectives, issues, needs, and key success factors. Develop organization-specific policies and practices; actively participate in setting the human resources strategy for planning processes, and actively promote best practices.
- Design and lead strategies for facilitating organizational and behavioral change. Perform needs assessment and process improvement; make recommendations on organizational design and development issues; establish metrics and monitor trends.
- Investigate complex employee relations issues and initiate appropriate resolution(s); 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.
- Participate in setting organizational objectives and goals, and design performance appraisal process for organization. Provide relevant training and guidance to managers and employees; identify and analyze trends, and initiate and/or direct appropriate interventions; independently handle and/or manage redesign and reassignment efforts. Work with management to identify, direct, and/or deliver the training and development planning for individuals and groups; lead organizational and team effectiveness assessment.
- Direct talent management program (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.
- Manage organizations salary-setting program; develop guidelines for program implementation. Advise managers on assignment of employees to appropriate classifications and grades; design incentive and bonus programs.
- Oversee processes for workers compensation, disability, leave, work place accommodation requests, and health and safety issues; inform managers as needed. Act as a resource to others in organization, and oversee the accurate documentation and retention of recordkeeping.
- Oversee and approve human resources transactions submitted for processing. Prepare reports, and analyze data available through local and centralized database resources.
- Manage the performance of direct reports. Set team objectives, priorities, and resources to align with department objectives.
- Participate in and/or lead human resources-wide and university human resources projects/initiatives, as needed.
Minimum Education and Experience Required
Bachelors degree and eight years relevant experience, or a combination of education and relevant experience. The desired candidate will have strong labor relations experience. A JD is a plus.
Minimum Knowledge, Skills and Abilities Required
- Demonstrated experience as a consultant and advisor to senior management in all human resources areas, 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 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.
*The desired candidate:
- Will have extensive knowledge regarding employee and labor relations, the National Labor Relations Act, the National Labor Relations Board, and state and federal employment laws.
- Will be a skilled relationship builder, who is attuned to the nuances of a complex, multi-site organization that has both centralized and decentralized operations.
- Will have demonstrated ability to lead change, to create a work environment that encourages creative thinking and partnership within our diverse community and across the university.
- Frequently stand/walk, sit, use a computer; use a telephone, grasp lightly/fine manipulation.
- Occasionally reach/work above shoulders, twist/bend/stoop/squat, grasp forcefully, lift/carry/push/pull objects that weigh up to 10 pounds, write by hand, sort/file paperwork.
- Rarely kneel/crawl, operate foot and/or hand controls.
- This position will be relocated to Stanfords Redwood City campus in 2019.
- Travel on campus to schools/units, out of town.
- 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 Universitys Administrative Guide, http://adminguide.stanford.edu/.
Stanford is an equal opportunity employer and all qualified applicants will receive consideration without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other characteristic protected by law.
Job: Human Resources
Location: Land, Buildings and Real Estate
Job Code: 4707