Workforce Planning Program Manager

at  Stanford University

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 Workforce Planning Project Manager - Pinnacle (Fixed Term) is a new position that will utilize specialized workforce planning knowledge and skills to facilitate and support organizational changes associated with implementing a new ERP system (Oracle Fusion). The Workforce Planning and Succession Planning Manager is responsible for developing and implementing strategic workforce 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.
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.

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.

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.
• *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 the job.

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 workforce planning programs and navigate complex issues.
• Manage the portfolio of workforce planning and succession planning services and tools with appropriate customization at the school/unit level.
• Develop a methodology and process for conducting workforce 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.
• Enable local HR business partners to facilitate school/unit-level workforce and succession planning efforts through the development and effective implementation of consistent program materials, performance support tools, and training.
• For critical jobs across Stanford, partner with local HR to facilitate workforce 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 workforce planning and succession planning.
• Develop and deploy measurement systems to track and report progress on workforce 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.
• The job duties listed above are typical examples of work performed by this position and are not to be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Specific duties and responsibilities may vary without changing the general nature and scope of this position or level of responsibility. Employees may also perform other duties as assigned.