HR Business Partner, Department of Athletics, Physical Education and Recreation

Stanford's Department of Athletics, Physical Education and Recreation ("DAPER") is the premier intercollegiate athletics and recreation program in the country. With an unparalleled record of 137 NCAA team championships, we are the proud Home of Champions. Our success isn't just measured in trophies; it's reflected in the passion of our nearly 900 student-athletes competing across 36 intercollegiate varsity teams. It resonates in our unwavering support for the university's physical education, recreation, and wellness initiatives. At Stanford, we don't just embrace excellence; we define it. We don't just nurture champions; we create them. Our actions are guided by the core tenets of DAPER culture, "The DAPER Way," which are: Embrace Scholar Athleticism, Pursue and Revere Excellence, Lead with Courage, and Work Cohesively.

Job summary:

DAPER is seeking a dynamic HR Business Partner (HRBP) to join our Human Resources team. As a member of the DAPER HR team, the HRBP will play a pivotal role in driving the evolution of HR services across the organization. You will have the opportunity to partner with a variety of departments to facilitate a broad range of HR initiatives and processes in support of DAPER's mission and values, with an emphasis on change management, talent development, and employee relations across all facets of the HR life cycle. This role requires a proactive approach, with a strong emphasis on hands-on collaboration, influential communication, and a deep understanding of HR best practices. You will be part of a collaborative team, reporting to the Director of HR. The ideal candidate will have the ability to be a trusted advisor, change champion, and solutions-oriented collaborator.

Are you ready to inspire champions? If yes, we encourage you to apply by including a cover letter and resume with your application.

This position is 5 days a week on-site and based at the Stanford Campus, Stanford, CA.

Essential job functions:

• Employee Relations: 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 University Human Resources (UHR) -Employee and Labor Relations on highly complex issues as needed. Educate and train managers to meet university guidelines.

• Talent Development: Consult with managers and employees on fundamental and moderately complex talent development matters (aligning business goals with personal motivation and 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.

• 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.

• 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. Facilitate initiatives to foster an inclusive workplace culture where all employees feel valued, respected, and empowered.

• 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 selection, and 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.

• Change Management: May support senior HR leadership with local and university-wide change management efforts (stakeholder analysis, measures of success, risk assessment, implementation, monitoring).

• 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 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.