Senior Human Resources Manager

Hybrid work arrangement with 2 days per week onsite.

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

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

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.

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.