Senior Manager or Director - MyJoining Talent Acquisition (51137)

  • Job Type: Full Time
  • FTE/Bi-Weekly Hours: 1.0/80
  • Shift: Days
  • Hours in Shift: 8
  • Location: Palo Alto, CA
  • Req: 51137

Job Description

Job Summary:

The Senior Manager or Director-MyJoining Talent Acquisition provides innovative and diverse strategies related to recruitment and onboarding. This position will leverage deep knowledge and skills to provide an excellent recruitment and onboarding experience for new hires and hiring managers. This leadership role leads a talent acquisition team to provide full-cycle recruiting services across the Stanford organization, providing strategic and tactical leadership to the attraction, assessment and selection of talent. The Senior Manager or Director will also identify opportunities for process improvement and support special projects in support of HR Centers of Expertise.

Core Activities:

Leads a team of talent acquisition consultants that manages and delivers all aspects of the recruiting process, including the development of recruitment strategies, sourcing, screening and interviewing candidates, salary negotiations, and onboarding of all new and transfer candidates to ensure a positive experience.
Perform on-going and regular assessment of teams' requisition volume and current status of requisitions to proactively address potential challenges.
Support team members with the business as needed, articulate to hiring managers why candidates are a right fit for the role, and assist in developing and gain approval for competitive offer packages.
Manage and develop team by: setting clear performance expectations, providing coaching and development, and evolving the team as the business evolves.
Build and maintain key stakeholder relationships throughout the business.
Partner and consult with leaders. Utilize data analytics and knowledge of complex recruitment issues (i.e. labor market supply/demand, workforce trends, competitive intelligence and employment brand position) to influence and advise leaders on strategic talent decisions.
Escalates client service issues and trends to HR Services leadership as needed (e.g., need for enhanced services, new services)
Regularly follow-up with business leaders to ensure the recruiting team meets their candidate quality and service expectations.
Identifies process improvement opportunities based on emergent customer needs and HR opportunities
Participates in HR special projects in support of Centers of Expertise, providing input on topics related to the "My Joining" moment that matters
Deliver recruiting process excellence by following internal policies and procedures, accurately tracking and/or reporting metrics, and by being compliant with all country, federal, state and local employment laws.
Attends training and participates in continuous improvement measures as directed by HR Services leadership.

Example Specialized Activities
Works with Hiring Managers to assess talent acquisition needs, posting process, sourcing and selection strategies, salary, onboarding and communicates expectations and results
Determine salary for new employees utilizing the new compensation methodology (from the upcoming compensation review)
Develop strategic recruiting plans for the assigned business groups, based on business strategy, talent strategy, diversity efforts, and workforce plans.
Consult with hiring managers to clearly understand their short and long-term staffing needs and provide insight ino the current labor market.
Coach hiring managers and interviewers on effective and legal interviewing practices.
Stay current on innovative recruiting best practices.
Partner with business leaders, hiring managers, and HRBP's to forecast recruitment needs.

Equal Opportunity Employer Stanford Health Care (SHC) strongly values diversity and is committed to equal opportunity and non-discrimination in all of its policies and practices, including the area of employment. Accordingly, SHC does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity and/or expression, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, or disability, or the perception of any of the above. People of all genders, members of all racial and ethnic groups, people with disabilities, and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements.


Minimum Qualifications

Associates or Bachelor's degree in a work-related discipline/field from an accredited college or university.


For Senior Manager level:
3-5 years of people leadership experience and/or demonstrated experience leading teams.
Twelve (12) years of progressively responsible and directly related work experience.

For Director level:
5+ years of people leadership experience and/or demonstrated experience leading teams.
Fifteen (15) years of progressively responsible and directly related work experience.

Knowledge, Skills and Abilities
Deep knowledge of HR programs, policies, and procedures for talent acquisition and onboarding
Ability to coach employees and managers on complex issues related to recruitment, onboarding and orientation
Demonstrated ability to complete transactions related to recruitment, onboarding, orientation, and new hire training
Ability to quickly gain knowledge in additional functional areas to support customer inquiries across the "My Joining" moment that matters within the employee lifecycle
Ability to work efficiently and effectively while maintaining attention to detail
Strong written and verbal communication skills
Demonstrated customer-orientation, including ability to diffuse challenging situations and maintain a professional and courteous demeanor and tone
Ability to prioritize workload and provide timely follow-up and resolution
Skilled in conducting research and using existing knowledge to resolve inquiries / requests
Excellent ability to build and execute on a strategic recruiting plan
Ability to maintain confidentiality of sensitive information
Excellent negotiation and influencing skills. Strong ability to gain creditability and build strong relationships with stakeholders.
Excellent candidate conversion skills, including marketing and selling of Stanford as an employer of choice, as well as the specific opportunity. Network and build long term relationships with prospective candidates.
Excellent problem-solving and consulting skills
Ability to build strong business acumen of the assigned business area.
Skilled in conducting behavioral and competency based interviews and assessments.
Knowledge of US federal, state and local employment laws.

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