Human Resources Business Partner

Stanfordlivetickets; Redwood City (CA); On-site; USD 120,000 - 180,000; Full time

Job summary

Stanford University’s Human Resources for Business Affairs seeks an HR Business Partner to provide day-to-day support to FMS managers and employees. The role combines hands-on HR transactions with consultative guidance on HR policy and processes, reporting, and workforce planning.

Located in a high-volume university setting, the position partners with the Associate Director and the broader HR team, driving continuous improvement and compliant HR operations across programs like career

Qualifications

• Experience providing guidance on HR policies and processes.
• Ability to manage high-volume HR transactions and deadlines.
• Experience in employee relations, performance, and recruiting.
• Proficiency with HRIS and reporting; strong attention to detail.
• Experience in complex or higher education environments preferred.

Responsibilities

• Serve as the operational lead for HR processes in FMS and be a day-to-day HR contact.
• Provide guidance on HR policies and implement them with managers.
• Facilitate HR programming and communicate best practices to clients.
• Support HR programs (career architecture, talent development) and workforce planning.
• Audit work of junior team members and consult on moderately complex matters.
• Ensure alignment with university policies and applicable laws.

Skills

Interpersonal skills

HR policy guidance

HR data analytics

HCM systems

Training managers

Employee relations

Recruiting experience

Tools

HCM system

Applicant tracking systems

Job description

The Human Resources team for Business Affairs is responsible for providing strategic HR guidance and consulting for the staff, management and leadership within the Business Affairs organization. Financial Management Services (FMS) is a part of the Stanford University Business Affairs organization, whose vision is “to work together to make administration seamless and efficient to enable and support teaching, learning, and research.” The Business Affairs HR team seeks a detail-oriented and service-minded HR Business Partner to provide day-to-day human resources support to FMS managers and employees. Using critical thinking and independent judgment, this role serves as the operational lead for specific HR processes and services in FMS, and as a day-to-day HR point of contact for managers and employees on HR policy and process questions. The role also supports FMS HR programs, such as career architecture and development pathways, and provides HR data to inform workforce planning.

This position is predominantly operational with a consultative component (approximately 60% operational and 40% consultative). It combines hands-on HR transactions, records, and compliance work with direct consultation to managers, and escalates moderately complex matters to more senior HR colleagues and subject matter experts as appropriate.

This position reports to the Associate Director, Human Resources for FMS and works closely with the broader Business Affairs HR team.

Preferred Qualifications:

• Demonstrated interpersonal skills and ability to build credibility and trust with a diverse client group, including managers and senior leaders.

• Experience supporting employee relations matters, performance management, and recruiting in a client-facing HR role.

• Strong attention to accuracy and detail in HR transactions, recordkeeping, and compliance reporting, with the ability to manage a high volume of work to deadlines.

• Proficiency with HCM and applicant tracking systems, including running and explaining standard reports.

• Clear written and oral communication skills, and comfort training managers on HR processes and best practices.

• Experience operating in complex, decentralized, or higher education environments is preferred.

• A continuous improvement mindset, with interest in streamlining transactional processes.

• Experience supporting finance or other administrative and professional services organizations is valued.

Core Duties:

HR service delivery and partnership

• Serve as the operational lead for specific HR processes and services in FMS, and as a day-to-day HR point of contact for managers and employees on HR policy and process questions.

• Provide guidance and consultation on general and fundamental HR issues. Advise on and interpret HR policies, practices, and processes, and make recommendations for successful implementation.

• Facilitate HR programming for FMS and share timely HR communications and best practices with clients.

• Support the implementation and ongoing administration of FMS HR programs (such as career architecture and talent development), and provide HR data to inform workforce planning.

• Assist with transactional improvement efforts, and audit and review the work of more junior HR team members as needed.

• Consult with the Associate Director, Human Resources and other senior HR team members, and subject matter experts on moderately complex matters as needed.

• Maintain consistency with and support UHR and Stanford policies, procedures, and requirements, and applicable local, state, and federal laws.

HR functional areas

• Transactions: Process high-volume HR transactions in the HCM system using standard operating procedures and university guidelines (for example, hires, personnel changes, promotions, reclassifications, leaves of absence, supplemental pay, and terminations). Monitor the accuracy of transactions completed by junior team members and train others as needed.

• Records and Compliance: Maintain personnel and HR-related files and record retention. Advise on documentation requirements, including how to revise documentation to meet university and legal requirements. Review compliance reports (for example, work agreements, trial period and appointment end dates, and I-9) to ensure accuracy and compliance.

• Compensation and Benefits: Process basic and complex compensation and benefits-related transactions, ensuring adherence to university policies and guidelines. Consult with managers on fundamental compensation-related matters (salary actions, bonuses, supplemental pay, assignment of employees to job titles), escalating moderately complex matters to senior HR team members and/or the central compensation team. Support the area’s salary planning program to meet FMS and university guidelines.

• Disability and Leaves / Worker’s Comp: Answer questions and explain applicable disability/leave and workers’ compensation procedures to employees and managers, and generate related correspondence. Consult with managers on fundamental matters (eligibility, process, accommodations), coordinating with disability and leaves and workers’ compensation specialists as appropriate. Educate managers to meet university guidelines and advise on interim staffing plans resulting from team member absences.

• Employee and Labor Relations: Consult with managers and provide recommendations on fundamental employee and labor relations matters (corrective action, investigations, workplace accommodations, wage/hour, layoffs, terminations), consulting with more senior HR team members or subject matter experts on moderately complex matters. 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. Educate and train managers on creating and sustaining a positive work environment for their teams.

• HRIS / People Analytics: Support data entry and fundamental functions. Regularly report on HR metrics using the HCM system for compliance and audit purposes, and create customized reports as requested. Generate and explain standard reports (turnover, movement, accrual usage, etc.) to managers regarding their teams, providing analysis and recommendations.

• Performance Management: Communicate the annual performance appraisal process, and review and track incoming appraisal forms and completion rates. Consult with managers on fundamental performance management matters (setting expectations and goals, regular check-ins, developing positive performance and behaviors, conducting annual reviews), and assist with inquiries about the program and technology.

• Talent Acquisition: Support the candidate experience, including job postings, candidate screening, interview scheduling, collecting rater feedback, and candidate disposition. Consult with managers on talent acquisition matters (job-specific competencies, interviewing tools and techniques, candidate selection and onboarding), and educate managers to foster a positive candidate experience. Coordinate FMS onboarding and exit processes, and liaison with central university offices as needed.

• Talent Development: Consult with managers and employees on talent development matters (aligning business goals with personal motivation and talents, professional development opportunities, coaching, mentoring, networking). Support the education and training of managers to foster a positive professional development experience for employees seeking growth.

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

• Other duties and projects as assigned.