Stanford University is one of the world's premier academic and research institutions, devoting tremendous intellectual and physical resources toward the betterment of humanity. As a major Silicon Valley employer, Stanford seeks people committed to excellence and to improving our world. In turn, the university is committed to supporting its employees as they develop their careers and enrich their lives.
The Assistant Vice President of HR Strategic Services is a senior staff member in University Human Resources (UHR). This position reports to the Associate Vice President of Client Services and supports the UHR Leadership team (HRLT) in the development and implementation of the HR strategic plan and projects in support of university-wide goals and objectives. The role will build and lead the UHR Change Management Center of Expertise, Project Management and Workforce Analytic functions within UHR acting as a university-wide center of expertise to facilitate and support complex change initiatives. The AVP of HR Strategic services will assist with the identification and monitoring of key initiative success metrics, and nimble deployment of project enablement services across HR in support of key strategic priorities..
Build and lead the Change Management Center of Expertise; lead the Project Management and Workforce Analytics functions for HR
Lead multidisciplinary project teams to support complex, university-wide change management initiatives
Provide advisory support to the HRLT to drive alignment of HR initiatives with HR strategy and University strategy
Provide consulting and project enablement services to the HRLT on a variety of Workforce, Organization and/or HR Transformation initiatives
Lead multidisciplinary HR project teams, foster strong working relationships and manage deliverables from subject matter experts within UHR and school/unit HR to drive change management initiatives and projects to completion on time, within budget
Serve as the primary UHR contact for the application of advanced expertise in Change Management, Project Management, and Workforce Analytics to drive strategic objectives and enable project success
Manage a team of 6 to 8 individuals with at least 2 direct reports and lead delivery of Workforce, Organization and/or HR Transformation projects, including acting as overall program manager across the portfolio of projects
Clarify and resolve unique and difficult issues related to project delivery
Ensure project learnings are captured and synthesized for application for future projects
Contribute to thought leadership and methodology development in the following areas: project management, change management, and workforce analytics.
Manage project economics, delivering projects on time and within budget
Manage HRLT's expectations related to the portfolio of UHR projects by clearly communicating deadlines, deliverables, and availability of resources
Direct and oversee creation of workforce and project dashboards, data compilation, research and analysis (e.g. benchmarking, data and survey analytics, etc.) performed by Workforce Analytics team members in support of university-wide DE&I, workforce management, program management, and/or HR Transformation projects
Provide mentoring, training and development in change management best practices
Lead and implement change efforts from initiating the case for change through adoption and reinforcement
Collaborate on communications plan and engagement activities to enhance enrollment and adoption of change and to support partners to take ownership of changes
Work with leaders to develop and execute change management approaches that enable business agility, iterative delivery and continuous learning
Create and execute project strategies and deliverables including change plan, change network management, sponsor roadmap, stakeholder management, training plan, readiness checklists and adoption plan
At least 12+ years of external and/or internal consulting experience related to change management, project management with relevant experience in successful delivery of HR Strategic and Transformation projects for large organizations
At least 8 years of proven experience as a program or project manager, managing large-scale projects with multiple workstreams
In-depth content knowledge and expertise in at least five of the following HR areas: HR strategy, HR technology, talent strategy, organizational effectiveness, change management, organizational design and operating models, process redesign, workforce analytics and employee experience
Content knowledge in the full spectrum of HR (i.e., talent acquisition, talent, rewards, performance, etc.)
Demonstrates strategic agility by envisioning the big picture, anticipates future consequences and trends, and incorporates thought leadership into solution development
Strong working knowledge of HRMS such as Workday, SAP, SuccessFactors, Oracle
Superb collaboration and communication skills, including developing presentations, written documents, and an overall understanding of how to best employ strategic content and channels.
Ability to work on multiple projects simultaneously on a variable schedule based on project demand
Strong ability to clarify and resolve issues including active listening, pursuing two-way communications, managing conflict effectively and seeking understanding on key concepts.
Demonstrated project management expertise
Ability to effectively influence people at all levels of the organization, and successfully achieve results and manage resources and relationships within a matrixed organization including individuals with and without a direct reporting relationship
Strong leadership ability and learning agility
Assertive, detail oriented, proactive, comfortable operating in grey areas/undefined spaces
Bachelor's degree in business, information systems, HR management, or organizational psychology
The job duties listed are typical examples of work performed by positions in this job classification and are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Specific duties and responsibilities may vary depending on department or program needs without changing the general nature and scope of the job or level of responsibility. Employees may also perform other duties as assigned.
Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of his or her job.
Stanford is an equal employment opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law.
Why work at Stanford?Stanford University has changed the world, over and over again.We are one of Silicon Valley's largest employers - and also one of the most unique. Our mission is to educate future leaders and promote interdisciplinary, world-class research and teaching. This passion makes Stanford an intensely creative, rewarding, and challenging place to work. At the same time, our traditions of respect and collaboration sustain a humane, supportive environment in which to pursue your life and your career.At Stanford you'll work with bright, diverse, dedicated people. You'll find encouragement to learn and grow. You'll enjoy excellent benefits and an outstanding environment. How will it change you?