HR Business Partner

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 136 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 Associate 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 on-site and based at the Stanford Campus, Stanford, CA.

Essential job functions :

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

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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 136 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 Associate 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 on-site and based at the Stanford Campus, Stanford, CA.

Essential job functions :

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

To be successful in this role, you will bring :

• • Bachelor’s Degree and 6 years of relevant human resources experience or combination of education and relevant experience.
  • Knowledge and demonstrated experience as a consultant and advisor to management in areas such as employee relations, training and development, performance coaching and management, organizational development and workforce planning, or compensation.
  • Demonstrated interpersonal skills and understanding of group dynamics. Successful track record of establishing credibility and trust with a diverse client group.
  • Strong analytical, critical thinking, problem-solving, judgment, negotiating, influencing, and decision-making skills. Ability to maintain confidentiality, tact, and diplomacy.
  • 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.
  • Demonstrated proficiency with business applications, such as Microsoft Office, Google Suite, and human resource information systems.

Pay Range :

The expected pay range for this position is $110,786 to $140,764 per annum.

Stanford University provides pay ranges representing its good faith estimate of what the university reasonably expects to pay for a position. The pay offered to a selected candidate will be determined based on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographic location, and external market pay for comparable jobs.

At Stanford University, base pay represents only one aspect of the comprehensive rewards package. The Cardinal at Work website (https://cardinalatwork.stanford.edu/b...) provides detailed information on Stanford’s extensive range of benefits and rewards offered to employees. Specifics about the rewards package for this position may be discussed during the hiring process.

DAPER’s Integrity :

This position, along with all DAPER coaches and staff, is responsible for the integrity of Stanford’s intercollegiate athletics program and for the reputation of Stanford University. This position is responsible for ensuring that his/her/their involvement with Athletics Department activities maintains the integrity of the University’s reputation and does not negatively impact the relationship between the University and its faculty, staff, students, and alumni. Additionally, this position must comply with University policies and procedures, and ACC rules and regulations.

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, http://adminguide.stanford.edu

Why Stanford is for you :

Imagine a world without search engines or social platforms. Consider lives saved through first-ever organ transplants and research to cure illnesses. Stanford University has revolutionized the way we live and enrich the world. Supporting this mission is our diverse and dedicated 17,000 staff. We seek talent driven to impact the future of our legacy. Our culture and unique perks empower you with:

• • Freedom to grow. We offer career development programs, tuition reimbursement, or audit a course. Join a TedTalk, film screening, or listen to a renowned author or global leader speak.
  • A caring culture. We provide superb retirement plans, generous time-off, and family care resources.
  • A healthier you. Climb our rock wall, or choose from hundreds of health or fitness classes at our world-class exercise facilities. We also provide excellent health care benefits.
  • Discovery and fun. Stroll through historic sculptures, trails, and museums.
  • Enviable resources. Enjoy free commuter programs, ridesharing incentives, discounts and more!

How to Apply :

We invite you to apply for this position by clicking on the “Apply for Job” button. To be considered, please submit a cover letter and résumé along with your online application. The cover letter should briefly describe why you believe you are a good fit for this position.
Note: Visa sponsorship is not available for this position. All candidates must be eligible to work and live in the U.S.

The job duties listed are typical examples of work performed by positions in this job classification and are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Specific duties and responsibilities may vary depending on department or program needs without changing the general nature and scope of the job or level of responsibility. Employees may also perform other duties as assigned.

Consistent with its obligations under the law, the University will provide reasonable accommodations to applicants and employees with disabilities. Applicants requiring a reasonable accommodation for any part of the application or hiring process should contact Stanford University Human Resources by submitting a contact form.

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.

Additional Information

• Schedule: Full-time
• Job Code: 1708
• Employee Status: Regular
• Grade: J
• Requisition ID: 107037
• Work Arrangement : On Site

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