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Certifications and Licenses: None
WORKING CONDITIONS: This position is considered hybrid and will require partial onsite presence at the Palo Alto or Redwood Ciity campuses.
ABOUT STANFORD UNIVERSITY AND RESIDENTIAL & DINING ENTERPRISES:
Founded in 1891, Stanford University is among the top academic institutions in the country, excelling in a wide range of fields from the humanities to information technology to the health sciences and medicine. The university is located near Palo Alto, 35 miles south of San Francisco, on an 8,800-acre campus.
Stanford University, located between San Francisco and San Jose in the heart of California’s Silicon Valley, is one of the world’s leading teaching and research universities. Since its opening in 1891, Stanford has been dedicated to finding solutions to big challenges and to preparing students for leadership in a complex world.
Residential & Dining Enterprises (R&DE), the largest auxiliary organization at Stanford University, supports the academic mission of the University by providing high-quality services to students and other members of the university community. The department has an annual operating budget of over $350M, operates 24/7/365, and oversees a $3B asset portfolio comprising a 7 million sq. ft. physical plant across the campus. In autumn quarter of the 2021-22 academic year, R&DE will return to providing housing for over 13,000 students and dependents, serving meals at 17 dining halls, 12 retail locations, and operating athletic concessions and conference operations. Additionally, R&DE comprises 900 FTE staff in the following divisions: Student Housing Operations, Stanford Dining, Stanford Hospitality & Auxiliaries, Stanford Conferences, Maintenance Operations and Capital Projects, and a team of R&DE strategic business partners: Finance & Administration, Information Technology, Human Resources, and Strategic Communications.
“Students (Customers) First” is the mantra of R&DE and our strategic goals reflect our commitment to delivering quality and excellence to our constituents every day. In R&DE, “Excellence is defined by aligning our strategic goals and performance with our vision.”
JOB PURPOSE:
The Talent Development Program Manager reports to the Senior Director, Learning and Talent Development, R&DE Human Resources and provides the full range of learning and talent development strategic and tactical expertise to R&DE business divisions. The position works collaboratively with R&DE HR team members, divisional supervisors/managers, and campus stakeholders to assess, design, develop, deliver, and measure programs to optimize employee development and experience and enhance organizational effectiveness. The position works independently under general direction and addresses a variety of complex organizational situations and interacts with diverse stakeholders in a fast-pace, dynamic and challenging environment.
Assesses, evaluates, develops, and executes learning and talent development projects that focus on continuous quality improvement and policy compliance. Designs scalable interventions and/or learning solutions such as training, mentoring, and coaching to enhance overall employee development and experience.
CORE DUTIES:
- Aligns organizational effectiveness and performance excellence programs with R&DE’s Mission, Vision, Core Values and Principles to drive employee engagement and experience.
- Supports the university-wide effort in the definition of Stanford best practices for employee development, engagement, and overall experience.
- Partners with R&DE HR Business Partners and divisional leaders/managers and teams to design and coordinate customized training programs that enhance individual, team, and organizational effectiveness.
- Serves as R&DE’s Learning Management (STARs) Administrator to ensure consistent practices and programmatic outcomes and to tracks, monitor, and report on compliance training status in (STARS) the learning management system.
- Designs, develops, and delivers talent development workshops customized for diverse audiences.
- Develops and deploys talent development benchmarks and metrics that measure sustained behavioral change and program effectiveness e.g., focus groups
- Collaborates with R&DE leaders and managers in order to support initiatives by understanding the organization’s objectives, issues, needs and key success factors, e.g., use of ADDIE Model
- Helps design talent development strategies for facilitating organizational and behavioral change.
- Performs needs assessment, analysis, and consulting on organizational issues; recommends on organizational design and development practices that support divisional talent development goals and objectives.
- Works in consultation with R&DE Assistant Director of Employee Relations and/or Executive Director of HR to resolve highly complex issues, as needed. Coach and advice staff on organizational, employee relations issues.
- Partners with Senior Director, Learning & Talent Development, HRBPs on key talent development strategies that focus on talent readiness and opportunities across R&DE.
- Other duties may also be assigned
MINIMUM REQUIREMENTS:
Education & Experience:
Bachelor’s degree and three to five years of relevant experience or a combination of education and relevant experience. Master’s Degree preferred.
Knowledge, Skills, and Abilities:
- Strong critical and analytical skills, ability to balance tactical and strategic- thinking, problem solving, judgment, negotiating, influencing and decision- making skills. Uses data to support talent development programs. Ability to maintain confidentiality, demonstrate tact and diplomacy.
- Self-motivated, shows initiative, works with minimal direction. Possess leading subject matter expertise on talent development practices and programs, advises and make recommendations to R&DE divisional leaders and managers, and teams that enhance organizational excellence.
- Results-oriented. Ability to design, deliver and facilitate dynamic and innovative and engaging training workshops that optimize diverse learner group experiences.
- Strong communication skills: oral, written, conflict management, presentation, and facilitation skills.
- Strong program/project management and organizational skills and experience with the ability to multi-task with positive outcomes.
- Ability to analyze, interpret and apply information and data that support talent development decision-making and results.
- Demonstrated ability to establish strong partnerships with R&DE HR team, R&DE leaders and managers and others to deliver positive learning outcomes
- Expertise and experience designing and implementing effective talent development solutions, including workforce planning, learning and development, performance management, and succession planning and/or career development programs.
- Ability to influence and build confidence and trust from internal and external customers through positive relationship management, open communication, and respectful behavior.
Certifications and Licenses: None
PHYSICAL REQUIREMENTS:
- Frequently stand/walk, sit, perform desk-based computer tasks, use a telephone, and grasp lightly/fine manipulation.
- Occasionally twist/bend/stoop/squat, reach/work above shoulders, grasp forcefully, writing by hand, sort/file paperwork, lift/carry/push/pull objects that weigh up to 10 pounds.
- Rarely kneel/crawl, operate foot and/or hand controls.
o – Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of his or her job.
WORKING CONDITIONS: This position is considered hybrid and will require partial onsite presence at the Palo Alto or Redwood Ciity campuses.
WORK STANDARDS:
- Interpersonal Skills: Demonstrates the ability to work well with Stanford and R&DE colleagues and partner with external organizations to achieve our vision, “to be the best in the business.”
- Promotes 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 HR policies (chapter 2) and other policies found in the University’s Administrative Guide, http://adminguide.stanford.edu.
