Director of People Strategy & Operations
The Stanford Cancer Institute (SCI) earned its most recent comprehensive cancer center designation by the National Cancer Institute (NCI) in 2022. SCI is a prominent, dynamic, and complex institute within Stanford University School of Medicine and actively works to build synergies and collaborations among faculty with cancer-relevant expertise from four schools and over 30 departments across Stanford University.
Responsibilities
- Support senior HR leadership with change management efforts, stakeholder analysis, risk assessment, implementation, and monitoring.
- Consult with managers on complex compensation matters, salary actions, bonuses, and assignment of employees to job titles, and partner with UHR Compensation as needed.
- Provide guidance on disability, leave, and workers’ compensation matters, educate managers, and develop interim staffing plans to mitigate operational concerns.
- Consult on employee labor relations matters, including corrective action, investigations, workplace accommodations, wage/hour, layoffs, and terminations; educate managers.
- Contribute to or lead the development of employee engagement surveys and initiatives, analyze data, and provide recommendations to senior leaders; educate managers on sustaining a positive work environment.
- Support complex data entry, functions, and record retention processes; analyze and interpret reports on turnover, movement, and accrual usage; develop custom reports and consult with senior HR team members; educate managers on report usage.
- Oversee the annual performance appraisal process; consult on performance management matters, set expectations and goals, conduct annual reviews; educate managers on best practices. Consult on talent acquisition matters, including job postings, competencies, interview tools, candidate selection, onboarding, and candidate experience; coordinate with subject matter experts; provide recommendations on talent acquisition programming.
- Support senior leadership with generating and analyzing talent metrics and workforce planning reports.
- Consult on talent development matters, including professional development opportunities, coaching, mentoring, and networking; contribute to new professional development initiatives.
- Oversee accuracy of transaction entries, approve submissions, and process complex transactions as needed.
- Maintain consistency with UHR and Stanford policies, procedures, and applicable laws.
- Facilitate initiatives to foster an inclusive workplace culture.
Desired Qualifications
- 3 years of people manager experience.
- Experience in other administrative areas such as faculty & academic affairs, operations & facilities management, finance, etc.
Education & Experience (required)
- Bachelor’s Degree and 8 years of relevant human resources experience, or equivalent combination of education and experience.
Knowledge, Skills and Abilities (required)
- Talent expectations: Refer to competencies for HR Support.
- Technical competencies: Experience managing complex employee relations issues and providing strategic solutions; change management experience preferred; demonstrated experience developing employees; proficiency with business applications, Microsoft Office suite, Google suite.
Certifications & Licenses
- SHRM-CP / PHR achieved or equivalent HR experience.
Physical Requirements
- Frequently stand/walk, sit, perform desk‑based computer tasks, and use a telephone.
- Occasionally write by hand, twist/bend/stoop/squat, reach/work above shoulders, grasp lightly/fine manipulation, grasp forcefully, lift/carry/push/pull objects that weigh up to 10 pounds, sort/file paperwork.
- Rarely kneel/crawl, operate foot and/or hand controls.
- Consistent with the University’s obligations under the law, reasonable accommodation will be provided to employees with disabilities who require accommodation to perform essential job functions.
Working Conditions
- Travel on campus to schools/units, out of town.
Work Standards
- Interpersonal skills: Demonstrates the ability to work well with Stanford colleagues and clients and external organizations.
- Promote culture of safety: Demonstrates commitment to personal responsibility and safety; communicates safety concerns; uses and promotes safe behaviors based on training and lessons learned.
- Subject to and expected to comply with all applicable University policies and procedures, including but not limited to the personnel policies and other policies found in the University’s Administrative Guide (
Pay Range
Expected pay range for this position is $155,555 to $197,647 per annum.
Additional Information
- Schedule: Full‑time
- Job Code: 1711
- Employee Status: Regular
- Grade: L
- Requisition ID:
- Work Arrangement: Hybrid Eligible
Stanford University provides pay ranges representing its good faith estimate of the salary or hourly wage the university reasonably expects to pay for a position upon hire. The pay offered to a selected candidate will be determined based on factors such as scope and responsibilities, qualifications, departmental budget availability, internal equity, geographic location, and external market pay for comparable jobs.
At Stanford University, base pay represents only one aspect of the comprehensive rewards package. The Cardinal at Work website ( provides detailed information on Stanford’s extensive range of benefits and rewards offered to employees. Specifics about the rewards package for this position may be discussed during the hiring process.
Consistent with its obligations under the law, the University will provide reasonable accommodations to applicants and employees with disabilities. Applicants requiring a reasonable accommodation for any part of the application or hiring process should contact Stanford University Human Resources by submitting a contact form.
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.
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.
Schedule and Requisition
Requisition ID:
Grade: L
Work Arrangement: Hybrid Eligible
Work Status: Regular
Job Code: 1711
Standards and Titles
Title: Director of People Strategy & Operations
Job Code: 1711
Schedule: Full‑time
Grade: L
Requisition ID:
Work Arrangement: Hybrid Eligible
Standards and titles: Work arrangement, job status, schedule, grade, and title are also labeled as “Standards” in the job description, and the same label is used for the job requirements.
Standards for the Main Content
Standards for the main content: Requisite: 8 years of HR experience, 3 years of people manager experience, and …
#J-18808-Ljbffr