"Director of People Strategy and Operations (HR People Manager 2)"

The Stanford Cancer Institute (SCI) earned its most recent comprehensive cancer center designation by the NCI in 2022 and is one of an elite number of National Cancer Institute (NCI)-Designated Comprehensive Cancer Centers in the country. The SCI is a prominent, dynamic, and complex Institute within the Stanford University School of Medicine and actively works to build synergies and collaborations among faculty with cancer-relevant expertise from four Schools and over 30 departments across Stanford University. Cancer clinical research is integrated throughout Stanford Medicine which is comprised of Stanford School of Medicine and our adult and pediatric health systems – Stanford Health Care and Stanford Children’s Health.

We seek a Director of People Strategy and Operations (HR People Manager 2) to provide strategic direction for the workforce required for us to enact our mission to reduce cancer mortality through comprehensive programs of cancer research, treatment, education and outreach. Given the SCI’s mission, breadth, and depth, it employs over 400 staff members in a fast-paced, team-oriented, and forward-thinking environment with tremendous opportunities for personal and professional growth. You will be working with an unparalleled leading edge community of faculty and staff who are fundamentally changing the world of health care in the cancer arena. Reporting to the SCI’s Assistant Dean and Deputy Director for Administration, you will be conversant in the goals, mission and priorities of the Institute, and utilize this knowledge to recruit, engage, and maximize the contributions of the workforce required for the SCI to fulfill its mission and obligations to Stanford Medicine, to the National Cancer Institute, and to the patients we all serve. Our staff run toward challenges, and you will have a demonstrated history of doing the same with a high degree of professionalism, initiative, and flexibility.

Duties include*:

• Change Management: Support senior HR leadership with local and university-wide change management efforts (stakeholder analysis, measures of success, risk assessment, implementation, monitoring). Collaborate with subject matter experts as needed. Participate in developing, drafting, and implementing communications strategy
• Compensation: Consult with managers on moderately complex and complex compensation-related matters (salary actions, bonuses and supplemental pay, assignment of employees to job titles, including senior levels), liaising with UHR Compensation as needed. Perform a significant role in managing the area's salary planning program, partnering with managers to meet university guidelines. Assist with the development of incentive plans.
• Disability and Leaves / Worker's Comp: Consult with managers and provide guidance to direct reports on moderately complex and complex disability/leave and workers’ compensation matters (eligibility, process, accommodations), consulting with subject matter experts as needed. Educate and train managers to meet university's guidelines. Develop interim staffing plans with managers to mitigate operational concerns resulting from team member absences.
• ELR: Consult with managers and provide guidance to direct reports on moderately complex and complex employee labor relations matters (corrective action, investigations, workplace accommodations, wage/hour, layoffs, terminations). Inform more senior HR team members and work with subject matter experts on highly complex issues as needed. Educate and train managers to meet university guidelines.
• Employee Engagement: Contribute to or may lead the development of surveys and initiatives to assess and support a positive work environment for employees and managers. Lead the analysis of resulting survey data and provide recommendations to senior leaders. Consult with more senior HR team members or subject matter experts on complex matters as needed. Educate and train managers and direct reports on creating and sustaining a positive work environment for their teams.
• HRIS/People Analytics: Provide guidance and support for complex data entry, functions, and record retention processes. Analyze and interpret reports (turnover, movement, accrual usage, etc.) to senior leaders regarding their teams and the broader organization, utilizing human resources expertise to provide analysis and recommendations. Develop custom reports upon request and consult with more senior HR team members or subject matter experts on complex matters as needed. Educate and train managers and direct reports on understanding, interpreting, and applying available reports.
• Performance Management: Perform a significant role in overseeing the annual performance appraisal process for the entire school/unit, ensuring appropriate processes are followed. Consult with managers and senior leaders on moderately complex and complex performance management matters (setting expectations and goals, regular check-ins, developing positive performance/behaviors, conducting annual reviews), consulting with subject matter experts on highly complex issues as needed. Educate and train managers and direct reports on best practices to foster strong performance and meet university guidelines.
• Talent Acquisition: Consult with managers and senior leaders on talent acquisition matters (creating job postings, determining job-specific competencies, interviewing tools & techniques, candidate selecting & onboarding), consulting with subject matter experts as needed. Educate and train managers and direct reports to foster a positive candidate experience and meet university guidelines. May participate in the development of new talent acquisition programming or revision of existing programming, providing recommendations that align with overall organizational strategy.
• Talent Management/Workforce Planning: Support senior leadership with generating and analyzing relevant reports for insights on talent metrics within the respective school/unit.
• Talent Development: Consult with managers and senior leaders on talent development matters (aligning business goals with personal motivation & talents, promoting professional development opportunities, coaching/mentoring/networking), consulting with subject matter experts as needed. Educate and train direct reports to foster a positive professional development experience for employees seeking growth. Contribute to the development of new, local professional development initiatives for managers and employees.
• Transactions: Oversee accuracy of entries and approve submissions from direct reports. Process complex transactions as needed on a case-by-case basis.
• Maintain consistency with and support UHR and Stanford policies, procedures and requirements, and applicable laws.
• Facilitate initiatives to foster an inclusive workplace culture where all employees feel valued, respected, and empowered.

* - Other duties may also be assigned

DESIRED QUALIFICATIONS:

3 years of people manager experience. Experience in other administrative areas strongly preferred (e.g., faculty & academic affairs, operations & facilities management, finance, etc.).

EDUCATION & EXPERIENCE (REQUIRED):

Bachelor’s Degree and 8 years of relevant human resources experience or combination of education and relevant experience.

KNOWLEDGE, SKILLS AND ABILITIES (REQUIRED):

• Talent Expectations: Refer to competencies for HR Support.
• Technical competencies:
  • Experience managing complex employee relations issues and providing strategic solutions. Change management experience preferred. Demonstrated experience developing employees; Proficiency with business applications, Microsoft Office suite, Google suite

CERTIFICATIONS & LICENSES:

SHRM-CP / PHR achieved or equivalent HR experience.

PHYSICAL REQUIREMENTS*:

• Frequently stand/walk, sit, perform desk-based computer tasks, and use a telephone.
• Occasionally write by hand, twist/bend/stoop/squat, reach/work above shoulders, grasp lightly/fine manipulation, grasp forcefully, lift/carry/push/pull objects that weigh up to 10 pounds, sort/file paperwork.
• 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 his or her job.

WORKING CONDITIONS:

Travel on campus to schools/units, out of town.

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, http://adminguide.stanford.edu.

The expected pay range for this position is $155,555 to $197,647 per annum

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 factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographic location, and external market pay for comparable jobs.

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.