Senior Human Resources Manager

BUSINESS TITLE:   Senior Human Resources Manager

 

WORK SCHEDULE:

Hybrid work arrangement with 2 days per week onsite.

BUDGETED SALARY:

The expected pay range for this position is $115,633 to $215,848 per annum.

SCHOOL/UNIT DESCRIPTION:

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 Senior 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 Senior 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 Senior 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 Senior HR Manager must be able to understand, develop, and practice a servant leadership philosophy.

 

This is a 100% FTE, 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. The ideal candidate will hold a senior-level HR certification (SHRM-SCP, SPHR), demonstrating a mastery of strategic HR principles. 

 

PREFERRED/DESIRED QUALIFICATIONS:

Strategic HR Expertise: Deep consultative expertise across multiple HR functions (e.g., employee relations, compensation, talent management, change management), with a proven ability to guide leaders through complex, sensitive, and high-risk situations in a dynamic academic environment.

Project & Initiative Leadership: Proven ability to lead and orchestrate complex, cross-functional HR initiatives (such as system implementations or annual performance cycles) from conception to successful completion, demonstrating exceptional priority-setting and project management skills.

Executive Communication & Influence: Sophisticated communication skills with the ability to translate complex data and policies into clear, compelling messages and strategic recommendations for diverse audiences, including senior leadership, faculty, and central university partners.

Consultative Partnership & Negotiation: Advanced interpersonal and negotiation skills with a demonstrated ability to build trust and credibility with senior leaders and faculty, navigate sensitive conversations with diplomacy, and drive consensus toward effective solutions.

Data-Driven Decision Making: Advanced analytical and critical thinking skills with the ability to translate quantitative and qualitative data (e.g., from Sequoia, engagement surveys) into actionable insights and strategic recommendations that drive organizational improvements.

Exceptional Judgment & Discretion: Impeccable judgment and professional integrity, with a demonstrated ability to handle highly confidential information and complex personnel matters with the utmost discretion and care.

Autonomy & Collaborative Leadership: A self-starter who can operate with a high degree of autonomy and strategic ownership, while also acting as a collaborative and supportive leader within the HR team and a key partner to stakeholders across the university.

Responsibilities

Core Duties:

• Serve as SME and project/team lead for strategic initiatives,programs, processes, and policies.

• Lead implementation of HR programs and processes indepartment/school/unit.

• Provide expert specialized HR knowledge to managers, faculty, andsenior leadership.

• Provide specialized knowledge, research, data analytics,reporting, etc., to support and inform decision-making.

• Partner with UHR function/COE on initiatives, services provided,or to solve problems. Suggest efficiencies or process improvementopportunities.

• Provide guidance and mentorship to junior HR team members asneeded.

• Maintain consistency with, support, and promote Stanford HRpolicies, procedures and requirements, and applicable laws.

• Change Management: Support senior leadership with local anduniversity-wide change management efforts (stakeholder analysis,measures of success, risk assessment, implementation, monitoring),serving as a lead on local workstreams. Collaborate with subject matterexperts on highly complex or specialized matters as needed. Participatein developing, drafting, and implementing a communicationsstrategy.

• Compensation: Consult with managers and senior leaders on highlycomplex or specialized compensation-related matters (salary actions,bonuses, and supplemental pay, assignment of employees to job titles,including senior levels). Consult with UHR Compensation on highlycomplex or specialized matters, including the development of incentiveand bonus programs. May oversee the area's salary planning program,partnering with managers to meet university guidelines.

• Disability and Leaves / Worker's Comp: Consult with managers onhighly complex or specialized disability/leave and workers’ compensationmatters (eligibility, process, accommodations), liaising with subjectmatter experts as needed. Partner with senior leaders in the developmentof staffing plans resulting from absences of critical managers andstaff, ensuring alignment with organizational goals.

• ELR: Provide expert guidance to managers and senior leaders onemployee relations matters, with a focus on the most complex and/orspecialized investigations, corrective actions, workplaceaccommodations, etc. Partner closely with UHR-ELR. Educate and trainmanagers and senior leaders to meet university guidelines.

• Employee Engagement: Serve as project lead, developing surveysand initiatives to assess and support a positive work environment forthe organization. Analyze resulting survey data and partner withleadership on the development of programming and action plans asappropriate.

• HRIS/People Analytics: Support, provide guidance on, and/ordesign complex functions and record retention processes. Analyze,interpret, and present data (turnover, movement, accrual usage, etc.) tosenior leaders regarding their teams and the broader organization,utilizing human resources expertise to provide analysis andrecommendations. Develop custom reports upon request and consult withsubject matter experts as needed. Educate and train managers on peopleanalytics.

• Performance Management: Consult with managers and senior leaderson highly complex and/or specialized performance management matters(setting expectations and goals, regular check-ins, developing positiveperformance/behaviors, conducting annual reviews), partnering withsubject matter experts as needed. Educate and train managers and seniorleaders on best practices to foster strong performance and meetuniversity guidelines. May lead the annual performance appraisal processfor the entire school/unit, ensuring appropriate processes arefollowed.

• Talent Acquisition: Consult with managers and senior leaders onhighly complex and/or specialized talent acquisition matters(hard-to-fill and high turnover roles critical to the school/unit,determining job-specific competencies). Serve as project lead in thedevelopment of new talent acquisition programming or revision ofexisting programming to align with overall organizational strategy.Collaborate with subject matter experts as needed. Educate and trainmanagers and senior leaders to foster a positive candidate experienceand meet university guidelines.

• Talent Development: Consult with senior managers and school/unitleadership on highly complex and/or specialized talent developmentmatters (aligning business goals with personal motivation & talents,promoting professional development opportunities,coaching/mentoring/networking), liaising with subject matter experts asneeded. Develop new, local professional development initiatives formanagers and employees.

• Talent Management/Workforce Planning: Generate, analyze,interpret, and apply relevant reports for insights on talent metricswithin the respective school/unit. Present findings and recommendationsto senior leadership. Support the development and implementation ofaction plans (e.g., succession and workforce plans).

• May be responsible for the management of direct reports,including their recruitment, onboarding, development, compensation, andperformance management. Guide direct reports in providing fundamentaland moderately complex HR support and services to employees and managersin the school/unit.

• Maintain consistency with and support UHR and Stanford policies,procedures and requirements, and applicable local, state, and federallaws.

• Facilitate initiatives to foster an inclusive workplace culturewhere all employees feel valued, respected, and empowered.

Minimum Education andExperience

Bachelor’s Degree and 10 years of relevant human resources experienceor combination of education and relevant experience.

Knowledge, Skills and Abilities:

Technical competencies:

• Strong HCM/ATS experience and proficiency with businessapplications, Microsoft Office suite, Google suite, etc. Demonstratedability to manage sensitive issues with professionalism,confidentiality, and care. Experience leading an HRinitiative/program.

Trust and Accountability

• Understands the link between own job responsibilities and overallorganizational goals and needs.

• Accepts responsibility for all outcomes of own work.

• Looks beyond the requirements of own job to offer suggestions forimprovements of overall organizational operations.

• Takes ownership of job responsibilities, seeks and integratesfeedback, and communicates proactively when assistance is needed orissues to expected timelines arise.

• Cooperates and works to gain support and commitment from otherswhen performing tasks.

• Develops trusting relationships with others within and outside ofthe team through strong communication, collaboration andaccountability.

• Demonstrates behaviors that are consistent with standards forprofessional 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 theorganization.

• Reviews external information and news to learn about politicaland social issues that might affect the organization.

• Knows both when and how to effectively escalate issues thatwarrant immediate attention.

• Understands relevant policies and procedures and theirintegration in work activities.

• Utilizes network to collaborate on issues requiring specificinfluence or expertise.

• Analyzes data to make sound decisions and explores opportunitiesto integrate technology into HR processes and services.

Customer Focus

• Works to gain insights into customer needs.

• Balancing the needs of customer expectations and delivering onsolutions.

• Establishes and maintains effective customerrelationships.

• Reliably resolves customer issues and requests fully andquickly.

• Leverages customer point-of-view when identifying priorities andpresenting solutions.

• Sets expectations for delivery and quality withcustomers.

• Articulates impacts to customers completely and in a timelyfashion.

Communication

• Always demonstrates empathetic, attentive listening.

• Asks thought-provoking questions to peers and superiors toclarify and align understanding.

• Regularly checks for understanding.

• Takes action based on understanding.

• Expertly demonstrates understanding of audience bycustom-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 thefield of service, while effectively solving problems and developing newtechnical skills for personal and team benefit.

• Demonstrates proficiency in solving problems requiring adeveloped understanding of disciplines, using judgment to providesolutions of moderate scope and complexity.

• Actively contributes to team goals by providing ideas,participating in team activities, and resolving conflicts positively andconstructively.

• Coordinates efforts with stakeholders early and often to ensureawareness, share information, and provide updates untilcompletion.

• Builds effective networks across teams and departments,identifying when to escalate issues to senior professionals.

Courage

• Draws sound, fact-based conclusions, particularly when underpressure or faced with ambiguity.

• Demonstrates ability to influence others whenappropriate.

• Anticipates impact to projects and/or work when there is a shiftin strategic direction.

• Remains calm and focused, maintaining composure, when things areuncertain.

• Develops scenarios or options in response to uncertain conditionsto anticipate possible outcomes.

• Shifts gears when presented with new information, priorities,and/or direction.

• Works to achieve task or project outcomes even when the completepicture or scope is unknown.

Exhibiting Leadership

• Evaluating the organization's readiness for change throughsurveys, interviews, and assessments.

• Making informed decisions based on data, analysis, andconsultation with relevant stakeholders.

• Offering coaching and support to managers and leaders to helpthem effectively lead their teams through change.

• Providing support and resources to help employees adapt to changeand overcome resistance.

Certificates and Licenses Required

SHRM-CP / PHR or specialized certification preferred (e.g.,compensation, employee & labor relations, project management).