Senior Director of Human Resources and University Academic Staff Research Program

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.

CORE DUTIES

VPDOR-wide Human Resources Program

• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• Maintain consistency with, support, and evangelize UHR and Stanford policies, procedures and requirements, and applicable laws.
• Champion an inclusive workplace culture where all employees feel valued, respected, and empowered.

University-wide Academic Staff-Research Program

• 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.
• Administer the appointment process of AS-R professionals at Stanford. Advise school and departmental leadership on appointment, promotion, and compensation matters.
• Establish, maintain and enhance university salary structure for AS-R.
• Direct, facilitate or coordinate development of programs to provide job enhancement and career growth for AS-R.
• 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.