Employer: Stanford University
Location: Stanford, CA, United States
Category: Human Resources Services
Job function: Human Resources
Workplace type: Hybrid
Contract type: Regular
Grade: J
Posted: 2026-07-24
Work Schedule
Work Schedule: Hybrid work arrangement with at least 2 days per week on-site.
Budgeted Salary
Salary Range is $118,142 - $138,699
The Office of the Vice Provost and Dean of Research (VPDOR) provides guidance and support to facilitate, nurture and safeguard a thriving research ecosystem at Stanford. To this end, the VPDOR assumes dual roles. As Cognizant Dean for the independent academic units, the VPDOR oversees the program scope and resources for the sixteen multi-disciplinary and independent laboratories, centers, and institutes which operate outside of the schools’ boundaries. As Vice Provost and the University’s Chief Research Officer, the VPDOR recommends and promulgates new policy and its implementation; manages the mission-support offices that provide services of research compliance and administration, health and safety, and technology transfer to Stanford’s research enterprise; oversees the program and appointment of Academic Staff - Research; and advises the President and Provost in a broad array of academic issues pertaining to and beyond research.
We invite you to learn more about our organization here: https://doresearch.stanford.edu/office/office-vice-provost-and-dean-research
Position Summary
The HR Manager works together with the rest of the VPDOR HR team to support more than 750 benefits-eligible staff within the organization. The ideal HR Manager candidate will have exceptional communication and interpersonal skills, as well as experience influencing people leaders and individual contributors. Primary responsibilities of this position include, but are not limited to, 1) collaborating with hiring managers to identify and develop job descriptions (JCRFs) for recruitment and retention efforts – including explanation of employment laws, policies, and procedures; and 2) providing guidance to people leaders during various processes (e.g., salary planning, performance management, leaves of absence, change management initiatives, etc.).
The HR Manager must possess and demonstrate a positive outlook on continuous process improvement efforts while maintaining a team-based and customer-focused mindset. It is critical that this position exhibit the abilities to practice sound judgment and decision-making, effective written & oral communication, respectful relationship management, and selflessness. This position must also exhibit a strong desire to continuously learn new and unfamiliar business topics, policies, and procedures as they relate to HR functions – the ability to translate this information into operational successes will be critical. The VPDOR HR team regularly engages in conversations, ideas, and initiatives to help benefit those that we serve – the HR Manager must be able to understand, develop, and practice a servant leadership philosophy.
This is a 6-month fixed term with possible extension, benefits-eligible position. The position will be based on Stanford's main campus and will be considered for an option of hybrid work arrangement, subject to operational need. If you believe that this opportunity is a match for your knowledge, skills, and abilities, we encourage you to apply – resume and 1-page cover letter are required. Thank you for considering employment opportunities with the VPDOR Dean’s Office.
Core Duties
- Change Management: May support senior HR leadership with local and university-wide change management efforts (stakeholder analysis, measures of success, risk assessment, implementation, monitoring).
- Compensation: Consult with managers on - fundamental and moderately complex compensation-related matters (salary actions, bonuses, and supplemental pay, assignment of employees to job titles), consulting with more senior HR team members and/or central compensation team on highly complex matters as needed. Administer the area's salary planning program to meet school/unit and university guidelines. Provide consultation to managers on how performance ratings translate to compensation decisions. May assist with the development of incentive plans.
- Disability and Leaves / Worker's Comp: Consult with managers on fundamental and moderately complex disability/leave and workers’ compensation matters (eligibility, process, accommodations), consulting with more senior HR team members or subject matter experts on highly complex matters as needed. Educate and train managers to meet the university's guidelines. Advise managers on interim staffing plans resulting from team member absences.
- ELR: Consult with managers on fundamental and moderately complex employee labor relations matters (corrective action, investigations, workplace accommodations, wage/hour, layoffs, terminations). Consult with more senior HR team members or UHR-ELR on highly complex issues as needed. Educate and train managers to meet university guidelines.
- Employee Engagement: Contribute to the development of surveys and initiatives to assess and support a positive work environment for employees and managers. Analyze resulting survey data and provide recommendations to senior leaders. Consult with more senior HR team members or subject matter experts in developing, implementing, and monitoring action plans. Educate and train managers on creating and sustaining a positive work environment for their teams.
- HRIS/People Analytics: Support fundamental and moderately complex functions and record retention. Generate and explain standard and specialized reports (turnover, movement, accrual usage, etc.) to managers regarding their teams, utilizing human resources expertise to provide analysis and recommendations. Consult with more senior HR team members or subject matter experts on highly complex matters as needed. Educate and train managers on understanding, interpreting, and applying available reports.
- Performance Management: Consult with managers on fundamental and moderately complex performance management matters (setting expectations and goals, regular check-ins, developing positive performance/behaviors, conducting annual reviews), consulting with more senior HR team members or subject matter experts on highly complex issues as needed. Educate and train managers on best practices to foster strong performance and meet university guidelines.
- Talent Acquisition: Consult with managers on fundamental and moderately complex talent acquisition matters (creating job postings, determining job-specific competencies, interviewing tools & techniques, candidate selecting & onboarding), consulting with more senior HR team members or subject matter experts on highly complex matters as needed. Analyze candidate data and collaborate with more senior HR team members on overall recruitment strategy. Educate and train managers to foster a positive candidate experience and meet university guidelines. May oversee the school/unit’s onboarding and exit processes to ensure a smooth experience for employees.
- Talent Development: Consult with managers and employees on fundamental and moderately complex talent development matters (aligning business goals with personal motivation & talents, promoting professional development opportunities, coaching/mentoring/networking), consulting with more senior HR team members or subject matter experts on highly complex matters as needed. May contribute to the development of new, local professional development initiatives for managers and employees.
- Transactions: Monitor accuracy of transactions completed by junior team members. Process complex transactions and train others as needed on a case-by-case basis.
- May be responsible for the management of direct reports, including their recruitment, onboarding, development, compensation, and performance management. Guide direct reports in providing fundamental and moderately complex HR support and services to employees and managers in the school/unit.
- May audit or review the work, and provide guidance to junior HR team members. May serve as a team or project lead on school/unit HR initiatives.
- Maintain consistency with and support UHR and Stanford policies, procedures and requirements, and applicable local, state, and federal laws.
- Facilitate initiatives to foster an inclusive workplace culture where all employees feel valued, respected, and empowered.
Minimum Education and Experience
Bachelor’s Degree and 6 years of relevant human resources experience or combination of education and relevant experience.
Knowledge, Skills and Abilities
Technical competencies:
- Strong HCM/ATS experience and proficiency with business applications, Microsoft Office suite, Google suite, etc. Demonstrated ability to manage sensitive issues with professionalism, confidentiality, and care. Experience leading an HR initiative/program.
Trust and Accountability
- Understands the link between own job responsibilities and overall organizational goals and needs.
- Accepts responsibility for all outcomes of own work.
- Looks beyond the requirements of own job to offer suggestions for improvements of overall organizational operations.
- Takes ownership of job responsibilities, seeks and integrates feedback, and communicates proactively when assistance is needed or issues to expected timelines arise.
- Cooperates and works to gain support and commitment from others when performing tasks.
- Develops trusting relationships with others within and outside of the team through strong communication, collaboration and accountability.
- Demonstrates behaviors that are consistent with standards for professional and ethical conduct.
Operational and Organizational Insights
- Considers organization's capabilities, mission, vision, values, and strategic goals and objectives in work efforts.
- Knows capabilities, capacities and constraints of the organization.
- Reviews external information and news to learn about political and social issues that might affect the organization.
- Knows both when and how to effectively escalate issues that warrant immediate attention.
- Understands relevant policies and procedures and their integration in work activities.
- Utilizes network to collaborate on issues requiring specific influence or expertise.
- Analyzes data to make sound decisions and explores opportunities to integrate technology into HR processes and services.
Customer Focus
- Works to gain insights into customer needs.
- Balancing the needs of customer expectations and delivering on solutions.
- Establishes and maintains effective customer relationships.
- Reliably resolves customer issues and requests fully and quickly.
- Leverages customer point-of-view when identifying priorities and presenting solutions.
- Sets expectations for delivery and quality with customers.
- Articulates impacts to customers completely and in a timely fashion.
Communication
- Always demonstrates empathetic, attentive listening.
- Asks thought-provoking questions to peers and superiors to clarify and align understanding.
- Regularly checks for understanding.
- Takes action based on understanding.
- Expertly demonstrates understanding of audience by custom-tailoring messaging and style.
- Engages audience effectively.
- Adjusts style and messaging on the fly if necessary.
- Helpful and timely when providing information.
Collaborative Problem Solving
- Effectively and reliably solves problems.
- Consistently delivers high-quality work products on time in the field of service, while effectively solving problems and developing new technical skills for personal and team benefit.
- Demonstrates proficiency in solving problems requiring a developed understanding of disciplines, using judgment to provide solutions of moderate scope and complexity.
- Actively contributes to team goals by providing ideas, participating in team activities, and resolving conflicts positively and constructively.
- Coordinates efforts with stakeholders early and often to ensure awareness, share information, and provide updates until completion.
- Builds effective networks across teams and departments, identifying when to escalate issues to senior professionals.
Courage
- Draws sound, fact-based conclusions, particularly when under pressure or faced with ambiguity.
- Demonstrates ability to influence others when appropriate.
- Anticipates impact to projects and/or work when there is a shift in strategic direction.
- Remains calm and focused, maintaining composure, when things are uncertain.
- Develops scenarios or options in response to uncertain conditions to anticipate possible outcomes.
- Shifts gears when presented with new information, priorities, and/or direction.
- Works to achieve task or project outcomes even when the complete picture or scope is unknown.
Exhibiting Leadership
- Evaluating the organization's readiness for change through surveys, interviews, and assessments.
- Making informed decisions based on data, analysis, and consultation with relevant stakeholders.
- Offering coaching and support to managers and leaders to help them effectively lead their teams through change.
- Providing support and resources to help employees adapt to change and overcome resistance.
Certificates and Licenses Required
SHRM-CP / PHR preferred.
