We invite you to learn more about our organization here: https://doresearch.stanford.edu/office/office-vice-provost-and-dean-research..
POSITION SUMMARY:
We are seeking a Senior Director of Human Resources and University Academic Staff Research Program to join the team working under the direction of the Senior Associate Dean for Finance and Administration. You will serve as a chief people advisor for the organization and support the full range of human resources strategy and activities for the independent academic units and mission-support research compliance and administrative departments under VPDOR, with more than 800 benefits-eligible staff. In addition, you will be responsible for setting the appointment/promotion policies and procedures for campus-wide Academic staff - Research (AS-R) professionals, including research scientists, research engineers, and research scholars. You will manage a team of 5 highly-experienced human resources staff to address these staff related issues, policies, programs, and processes; guide the entire human resources function for the organization and the AS-R program for the university. You will work with a high level of independence and exercise a high degree of initiative, influence, and judgment.
You will also work closely with VPDOR unit leaders, Academic Affairs, and University Human Resources to plan and execute change management efforts related to policies, procedures, and systems across the VPDOR organization and/or that affect AS-R populations, including the implementation of Sequoia, Stanford’s newest HR information system.
This is a 100% FTE, benefits-eligible position. For consideration, applications must include, as separate documents, a letter of interest and a resume.
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Change Management: Lead the VPDoR organization through local and university-wide change management efforts (stakeholder analysis, measures of success, risk assessment, implementation, monitoring). Collaborate with subject matter experts and lead the development of communications strategy with key stakeholders.
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Compensation: Consult with and influence senior leaders on complex compensation-related matters (salary actions, incentive plans, bonuses and supplemental pay, assignment of employees to job titles, including senior levels). Oversee the organization-wide salary planning program, partnering with senior leaders to meet university guidelines. Consult with UHR Compensation on highly-complex issues.
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Employee Labor Relations: Oversee all employee labor relations matters performed by the VPDoR central HR team. Review and sign for layoff worksheets and involuntary terminations. May assist in the development of university-wide employee relations policies and lead the implementation of effective employee relations programs and procedures.
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Employee Engagement: Lead employee engagement initiatives for the VPDoR organization. Utilize survey results and data as needed to spearhead the development of programming to foster a positive work environment.
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HR Strategy: Conceptualize, plan, and implement HR strategy for the units in VPDoR (e.g., organizational culture, alignment of HR with operational goals). Collaborate with UHR on developing and updating the university-wide HR strategic plan when applicable.
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HRIS/People Analytics: Provide guidance and support for the design and maintenance of complex data entry, functions, and record retention processes. Ensure all VPDoR decisions are supported by available HR data and reporting. Train and educate the HR team on properly leveraging data to influence unit leaders in VPDoR and support sound business decisions impacting talent.
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Performance Management: Oversee the entire performance management program for the VPDoR organization. Ensure the VPDoR central HR team support local managers and employees in all aspects of performance management.
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Talent Acquisition: Oversee the talent acquisition program for the VPDoR organization. Collaborate with unit leaders to develop new or revise existing programming. Ensure the VPDoR HR team support local managers and employees in all aspects of talent acquisition.
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Talent Management/Workforce Planning: Generate, analyze, interpret, and apply relevant reports for insights on talent metrics within the VPDoR organization. Present findings and recommendations to senior leadership. Develop and implement action plans (e.g., succession and workforce plans), including gaining senior leaders' support and advocacy.
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Talent Development: Oversee the talent development program for the VPDoR organization. Ensure the HR team support local managers and employees in all aspects of talent development.
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Maintain consistency with, support, and evangelize UHR and Stanford policies, procedures and requirements, and applicable laws.
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Champion an inclusive workplace culture where all employees feel valued, respected, and empowered.
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Advise school and departmental leadership on the Academic Staff - Research (AS-R) program. Responsible for devising internal policies, procedures, processes and compliance with regulations in partnership with Academic Affairs and University Human Resources.
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Administer the appointment process of AS-R professionals at Stanford. Advise school and departmental leadership on appointment, promotion, and compensation matters.
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Establish, maintain and enhance university salary structure for AS-R.
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Direct, facilitate or coordinate development of programs to provide job enhancement and career growth for AS-R.
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Conduct ongoing needs assessment and improvement of the AS-R program, including the information technology system; direct and facilitate the strategy and implementation of program improvement.
Education & Experience:
Knowledge, Skills and Abilities:
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Behavioral competencies: Refer to competencies for HR Support.
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Technical competencies:
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Demonstrated experience as a consultant and advisor to senior management in all human resources areas, including: employee relations, employment and labor law, compensation, staffing and employment, training and development, performance coaching and management, and organizational development.. Demonstrated experience leading a highly experienced team and developing employees; proficiency with business applications, Microsoft Office suite, Google suite, etc.
Certifications and Licenses:
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SHRM-SCP / SPHR achieved or equivalent HR experience; Executive Leadership Certificate or equivalent preferred.
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Frequently stand/walk, sit, use a computer; use a telephone, grasp lightly/fine manipulation.
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Occasionally reach/work above shoulders, twist/bend/stoop/squat, grasp forcefully, lift/carry/push/pull objects that weigh up to 10 pounds, write by hand, sort/file paperwork.
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Rarely kneel/crawl, operate foot and/or hand controls.
- Consistent with its obligations under the law, the University will provide reasonable accommodations to applicants and employees with disabilities. Applicants requiring a reasonable accommodation for any part of the application or hiring process should contact Stanford University Human Resources by submitting a contact form.
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Travel on campus to schools/units, out of town.
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Interpersonal Skills: Demonstrates the ability to work well with Stanford colleagues and clients and with external organizations.
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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.
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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, http://adminguide.stanford.edu.
This role is open to candidates anywhere in the United States. The compensation for this position will be based on the location of the successful candidate.
The expected pay range for this position is $226,820 to $271,308 per annum for Stanford Work Locations.
The expected pay range for this position is $136,092 to $244,177 per annum for remote positions.
Stanford University provides pay ranges representing its good faith estimate of the salary or hourly wage the university reasonably expects to pay for a position upon hire. The pay offered to a selected candidate will be determined based on a wide range of factors that are unique to each candidate including but not limited to geographic location, knowledge, skills and abilities, relevant education, depth and breadth of experience, performance; as well as other business and organization needs such as (but not limited to) the scope and responsibilities of the position, the minimum qualifications, departmental budget availability, and market and internal equity across the unit, department and reporting relationships.
At Stanford University, base pay represents only one aspect of the comprehensive rewards package. The Cardinal at Work website (https://cardinalatwork.stanford.edu/benefits-rewards) 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 enrich the world. Supporting this mission is our diverse and dedicated 17,000 staff. We seek talent driven to impact the future of our legacy. Our culture and unique perks empower you with:
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Freedom to grow. We offer career development programs, tuition reimbursement, or audit a course. Join a TedTalk, film screening, or listen to a renowned author or global leader speak.
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A caring culture. We provide superb retirement plans, generous time-off, and family care resources.
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A healthier you. Climb our rock wall, or choose from hundreds of health or fitness classes at our world-class exercise facilities. We also provide excellent health care benefits.
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Discovery and fun. Stroll through historic sculptures, trails, and museums.
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Enviable resources. Enjoy free commuter programs, ridesharing incentives, discounts and more!
The job duties listed are typical examples of work performed by positions in this job classification and are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Specific duties and responsibilities may vary depending on department or program needs without changing the general nature and scope of the job or level of responsibility. Employees may also perform other duties as assigned.
Stanford is an equal employment opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law.
