Senior Director of Human Resources and University Academic Staff Research Program
About the role
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.
Responsibilities
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.
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.
Qualifications
Bachelor’s Degree and 12 years of relevant human resources experience or combination of education and relevant experience. Advanced Degree preferred.
7 years of people manager experience with multiple direct reports.
2 years of experience leading HR function for a complex organization preferred.
Experience in academic affairs, and other operational areas strongly preferred.
Knowledge, Skills And Abilities:
Behavioral competencies: Refer to competencies for HR Support.
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:
SHRM-SCP / SPHR achieved or equivalent HR experience; Executive Leadership Certificate or equivalent preferred.
Physical Requirements
Frequently stand/walk, sit, use a computer; use a telephone, grasp lightly/fine manipulation. 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. Rarely kneel/crawl, operate foot and/or hand controls.
Working Conditions
Travel on campus to schools/units, out of town.