Stanford University is one of the world’s premier academic and research institutions, devoting tremendous intellectual and physical resources toward the betterment of humanity. As a major Silicon Valley employer, Stanford seeks people committed to excellence and to improving our world. In turn, the university is committed to supporting its employees as they develop their careers and enrich their lives.
The Talent Management Project Manager - Pinnacle (Fixed Term) is a new position that will utilize specialized talent review, development and succession planning knowledge and skills to facilitate and support organizational changes associated with implementing a new ERP system (Oracle Fusion). This position is responsible for developing and implementing strategic talent plans to ensure the organization has the right talent in the right place at the right time to achieve its business objectives. This role will lead the development and execution of succession plans for critical roles, identifying and developing high-potential talent, and optimizing workforce utilization. Additionally, they will be responsible for developing all the performance support materials (i.e., program guides, trainings, job aides) for all aspects of talent management (i.e., talent reviews, succession planning, development planning).
This position requires a combination of expert workforce planning experience, including succession planning and talent management strategies, project management experience, program and training development, and a business-level understanding of ERP systems and systems implementation. The role also demands strong interpersonal and communication skills, the ability to work independently in a team environment, and proficiency in workforce analysis and forecasting, with a deep understanding of organizational change, strategy, and operations. The Workforce Planning Project Manager will report directly to the Associate Vice President, Talent Management and Workforce Strategy and work closely with the Assistant Vice President, Talent Acquisition and Manager, Performance Management.
Specific areas of responsibility include:
- Program and process design: partner with schools and units across Stanford to assess their current talent review and succession planning processes, identify gaps, and develop comprehensive solutions including training, process improvements, and system enhancements.
- Stakeholder and change management: socialize changes, understand barriers and develop change plans for addressing barriers. Create custom program and communication tools and resources.
- Skill building and training: Collaborate with the change management team to design and implement training on all aspects of talent management, including performance management, talent reviews, succession planning, critical job reviews, etc., for talent management professionals, HR, and managers. Implement talent review and succession planning best practices (i.e., leveraging analytics, prioritizing retention and development) for talent management, HR and managers through training and support.
- Metrics & reporting: Establish talent planning metrics and dashboard to track progress as well as talent outcomes. Work with the talent management workstream team to develop standardized metrics and reporting in Oracle Fusion.
This is a hybrid work arrangement (a combination of onsite and work from home). The number of days may occasionally fluctuate subject to business need, but the expectation is that this position will be onsite a minimum of 2 days/week, typically Tuesdays and Wednesdays.
JOB PURPOSE: Develop the strategy, policy, and process of one or more talent management projects and/or programs. Establish architecture of learning solutions and oversee the implementation of a portfolio of programs and initiatives.
CORE DUTIES*:
- Provide consultation to schools/units on the adoption, customization, implementation, and measurement of effectiveness of talent planning programs and navigate complex issues.
- Manage the portfolio of talent assessment, development and succession planning services and tools with appropriate customization at the school/unit level.
- Develop a methodology and process for conducting talent reviews and analyses and forecasting to identify talent gaps, surpluses, and skill requirements. Create an approach for succession planning for critical roles, including identifying and developing high-potential talent.
- For critical jobs across Stanford, partner with local HR to facilitate talent planning and talent analytics, and develop a catalog of potential ideas related to recruiting, retention, and talent development programs to address skill gaps and enhance employee capabilities.
- Establish an approach for and monitor industry trends and best practices in talent reviews and succession planning.
- Develop and deploy measurement systems to track and report progress on talent planning to university leaders.
- Create comprehensive program materials, including templates, guidelines, and communication plans. Design and deliver effective training programs for managers and HR teams, including talent management team members.
MINIMUM REQUIREMENTS:
Education & Experience: Bachelor’s degree and five years of relevant experience, or equivalent combination of education and relevant experience.
Knowledge, Skills and Abilities:
- Deep expertise and experience developing and implementing effective talent management solutions.
- Knowledge about talent management problems and practices; ability to advise and make recommendations to university and/or school/unit senior management teams.
- Strong program/project management skills and experience. Strong facilitation and/or coaching skills and experience.
- Demonstrated ability to establish a strong partnership with the senior human resources partners and other members of the talent management team, influencing across multiple stakeholder groups.
- Strong, fundamental skills in technology/platform supporting business operations and communications.
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, write 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.
WORKING CONDITIONS:
Travel on campus to schools/units.
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.
At Stanford University, base pay represents only one aspect of the comprehensive rewards package. The Cardinal at Work website 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.
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 enriches the world. Supporting this mission is our diverse and dedicated 17,000 staff. We seek talent driven to impact the future of our legacy.
