Associate Director, Human Resources

The Human Resources team for Business Affairs is responsible for providing strategic HR guidance and consulting for the staff, management and leadership within the Business Affairs organization. Financial Management Services (FMS) is a part of the Stanford University Business Affairs organization, whose vision is “to work together to make administration seamless and efficient to enable and support teaching, learning, and research.” The Business Affairs HR team seeks an experienced Associate Director, Human Resources who is both a trusted advisor and a hands-on program leader, partnering with the FMS senior leadership team, including the Senior Associate Vice President (SAVP) of Finance and the SAVP’s direct reports, to turn workforce strategy into HR programs that work.  Working side by side with FMS leaders, the Associate Director advises on people matters, ensures compliance with university HR  policies, refines processes, and leads programs and HR initiatives across organizational design, career architecture, talent development, and compensation. FMS is navigating significant workforce transformation, driven by evolving work processes, including AI adoption. The ideal candidate brings depth across the HR disciplines, strong talent management experience (recruiting, performance management, talent development, workforce and succession planning), experience designing and launching people programs such as career frameworks, organizational design and workforce plans, and the credibility to influence senior stakeholders. This role operates with a high degree of independence and supervises an HR Business Partner who manages day-to-day operations for FMS.

 

Preferred Qualifications:

Demonstrated interpersonal skills, emotional intelligence, and understanding of group dynamics. Successful track record of establishing credibility and trust with a diverse client group, including senior leaders.

Demonstrated experience designing career architecture, organizational design, or workforce planning programs.

Experience leading people programs through technology-driven change, such as AI adoption. 

Experience supervising HR staff. 

Strong analytical, critical thinking, problem-solving, judgment, negotiating, influencing, and decision-making skills. Ability to maintain confidentiality, tact, and diplomacy.

Excellent facilitation and oral and written communication skills; ability to prepare clear and concise reports and deliver formal presentations or training to senior management and other audiences.

Experience operating in complex, decentralized, or higher education environments is strongly preferred.

Proven ability to lead cross-functional HR initiatives (such as system implementations or annual performance and salary planning cycles) from conception to successful completion.

Experience translating quantitative and qualitative data (for example, HR metrics and engagement survey results) into actionable insights and recommendations for senior leaders.

Experience designing and delivering training, tools, and coaching that enable managers and staff.

Experience partnering with finance or other administrative and professional services organizations is valued.

 

Core duties:

Strategic partnership and program leadership

Serve as the trusted HR advisor and thought partner to the FMS SAVP and leadership team, building a deep understanding of the organization’s objectives, issues, needs, and key success factors.

Partner with FMS leadership to translate the workforce plan into HR frameworks and programs, and track its success.

Serve as subject matter expert and project/team lead for strategic HR initiatives, programs, processes, and policies.

Lead implementation of HR programs and processes in FMS.

Provide expert specialized HR knowledge to managers and senior leadership, and provide specialized knowledge, research, data analytics, and reporting to support and inform decision-making.

Partner with UHR functions and Centers of Excellence on initiatives and services, or to solve problems. Suggest efficiencies and process improvement opportunities.

Provide guidance and mentorship to junior HR team members as needed.

Maintain consistency with, support, and promote Stanford HR policies, procedures, and requirements, and applicable laws.

HR functional areas

Change Management: Support senior leadership with local and university-wide change management efforts (stakeholder analysis, measures of success, risk assessment, implementation, monitoring), serving as a lead on local workstreams. Collaborate with subject matter experts on highly complex or specialized matters as needed. Participate in developing, drafting, and implementing a communications strategy.

Compensation and Incentive Strategy: Consult with managers and senior leaders on highly complex or specialized compensation matters (salary actions, bonuses and supplemental pay, job title assignment) and advise on job classification as FMS roles evolve. Consult with UHR Compensation on highly complex or specialized matters, including the development of incentive and bonus programs. Will oversee the area’s salary planning program, partnering with managers to meet university guidelines.

Disability and Leaves / Worker’s Comp: Consult with managers on highly complex or specialized disability/leave and workers’ compensation matters (eligibility, process, accommodations), liaising with subject matter experts as needed. Partner with senior leaders in the development of staffing plans resulting from absences of critical managers and staff, ensuring alignment with organizational goals.

Employee and Labor Relations: Provide expert guidance to managers and senior leaders on employee relations matters, with a focus on the most complex and/or specialized investigations, corrective actions, and workplace accommodations. Partner closely with UHR-ELR. Educate and train managers and senior leaders to meet university guidelines.

Employee Engagement: In partnership with FMS Organizational Programs, , develop surveys and initiatives to assess and support a positive work environment for the organization. Analyze resulting survey data and partner with leadership on the development of programming and action plans.

Workforce and Talent Analytics: Analyze, interpret, and present data (turnover, movement, accrual usage, talent and engagement metrics, etc.) to senior leaders regarding their teams and the broader organization, providing analysis and recommendations. Develop custom reports upon request, consult with subject matter experts as needed, and educate managers on people analytics.

Succession and Workforce Planning: Generate, analyze, and apply talent metrics to support the development and implementation of succession and workforce plans. Present findings and recommendations to senior leadership, partner on staffing plans for critical roles, and advise on hybrid and remote work arrangements consistent with university policy.

Organizational Design: Partner with FMS leadership to assess organizational needs and recommend and support design changes (roles, structures, reporting relationships) that improve effectiveness.  Lead related local workstreams, including stakeholder analysis, communications and change management.

Career Architecture: Partner with FMS leaders and UHR Compensation to develop and maintain career paths, role levels, and job classification structures that reflect FMS work and support growth, mobility, and consistent assignment of employees to job titles, including senior levels.

Performance Management: Consult with managers and senior leaders on highly complex and/or specialized performance management matters (setting expectations and goals, regular check-ins, developing positive performance and behaviors, conducting annual reviews), partnering with subject matter experts as needed. Educate and train managers and senior leaders on best practices. Lead the annual performance appraisal process for FMS.

Talent Acquisition: Consult with managers and senior leaders on highly complex and/or specialized talent acquisition matters (hard-to-fill and high-turnover roles critical to FMS, job-specific competencies, onboarding, and offboarding). Support or lead higher-level searches and advise on affirmative action objectives as needed. Serve as project lead in developing or revising talent acquisition programming to align with organizational strategy and educate managers and senior leaders to foster a positive candidate experience.

Talent Development: Consult with senior managers and FMS leadership on highly complex and/or specialized talent development matters (aligning business goals with personal motivation and talents, professional development opportunities, coaching, mentoring, networking), liaising with subject matter experts as needed.  Develop new, local professional development incentives for managers and employees.

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

Other duties and projects as assigned.

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).