Associate Vice President, Talent Management & Workforce Strategy
Stanford University is one of the world's premier academic and research institutions, devoting tremendous intellectual and physical resources toward the betterment of humanity. We are rooted in a culture of excellence and we value innovation, collaboration, and life-long learning. Since its opening in 1891, Stanford has been dedicated to finding solutions to big challenges and preparing students for leadership in a complex world. As a major Silicon Valley employer, Stanford seeks people committed to excellence and to improving our world. In turn, we are committed to supporting our employees as they develop their careers and enrich their lives.
Stanford seeks an accomplished leader for the position of Associate Vice President of Talent Management & Workforce Strategy. Reporting directly to the Vice President for Human Resources, this position is a key member of HR's senior leadership team and is responsible for the strategic direction, planning, development, integration, and evaluation of two functions:
Talent Acquisition and Talent Management. The AVP will provide leadership to developing the highest levels of workforce talent and competence in the areas of people management, change management, operational effectiveness, and service excellence.
Talent Acquisition:
The talent acquisition team provides recruiting services for non-academic staff positions to Stanford's schools and administrative units while providing university-wide compliance and recruiting systems support. In partnership with university leadership and HR professionals, the AVP will be responsible for building a strategic approach to recruiting and related services to increase Stanford's ability to attract and hire the highest quality workforce. This position will also provide leadership for legal and regulatory compliance of recruiting policies and practices.
Talent Management:
This team provides a comprehensive suite of services that span the employee lifecycle, from determining talent needs, to developing staff, to managing the performance of staff in service to Stanford's academic mission. This position is also responsible for strategic leadership and overall management of the activities involved in the evaluation, design, and delivery of workforce planning, leadership development, performance management, succession planning, career development, organizational design, and change management.
Core Duties
Determine types and levels of recruiting services that best fit the needs of different client segments across the academic and administrative units of the university.
Oversee the design, development, and implementation of external recruitment and internal transfer programs to satisfy the organization's total staffing requirements.
Lead a team of recruiting professionals responsible for the recruitment and selection process of regular and temporary candidates and for providing training in state-of-the-art recruitment techniques, processes, and technologies.
Ensure employment practice compliance with state and federal laws, contractual obligations, and university guidelines.
Assess talent supply (internally and externally), define critical gaps, and develop integrated talent strategies to close the gaps.
Develop and implement cohesive talent management systems, programs, and initiatives utilizing contemporary, blended learning approaches, and leveraging technology and learning systems as appropriate. Work with key stakeholders to define, design, develop, deliver, and measure learning and development strategies, programs, and initiatives.
Ensure strategic oversight of leadership and management development initiatives, employee education programs, and other learning and education initiatives.
Continuously evaluate all learning and development programs and create new and breakthrough methods using data and analysis. Apply current training trends and techniques as well as human performance improvement theories and practices.
Direct change management and transition planning activities for new Stanford campus in Redwood City, scheduled for completion in 2019.
Lead, guide, motivate, and develop team and ensure team is fully engaged in achieving the mission of the department.
Minimum Education and Experience Required
Bachelor's degree and ten years of relevant experience, or an equivalent combination of education and relevant experience.
Minimum Knowledge, Skills and Abilities Required
Proven track record as a strategic leader in managing talent management and talent acquisition functions for a large and complex organization, including significant experience and expertise in workforce planning, performance management, leadership development programs, coaching, employee engagement, change management, and talent acquisition strategy, programs, and initiatives.
Ability to navigate in a decentralized organization and operate effectively in an often ambiguous environment, with competing client needs and priorities.
Achievement and results orientation; able to translate vision/strategy into specific goals, tactics, action plans, and deliverables.
Strong influencing capability; able to skillfully influence peers, colleagues, and vendors to promote and sell ideas.
Demonstrated ability to effectively build broad-based relationships across the organization; ability to build trust.
Excellent interpersonal and communication skills.
Superior leadership and managerial skills with superior ability to lead, motivate, and develop others. Requires ability to empower team, foster collaboration, and enhance team morale.
Experienced in leading in a decentralized organizational structure.
Strong technical aptitude and demonstrated accomplishment in improving systems, fostering use of technology, and making data-driven decisions.
Additional Information
To learn more about our Talent Management & Workforce Strategy area, please visit:
http:
//cardinalatwork.stanford.edu/learn-grow and https:
//cardinalatwork.stanford.edu/manage-lead/recruit-hire/stanford-staffing-services
Physical Requirements
Frequently stand/walk, sitting, perform desk-based computer tasks, use a telephone.
Occasionally 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, writing by hand, sort/file paperwork.
Rarely kneel/crawl.
Working Conditions
Frequent travel on campus to schools/units, occasional out of town travel.
Work Standards
Interpersonal Skills:
Demonstrates the ability to work well with Stanford colleagues and clients and with external organizations.
Promote Culture of Safety:
Demonstrates commitment to personal responsibility and value for safety; communicates safety concerns; uses and promotes safe behaviors based on training and lessons learned.
Subject to and expected to comply with all applicable Stanford policies and procedures, including but not limited to, the personnel policies and other policies found in the University's Administrative Guide (http:
//adminguide.stanford.edu/)
Stanford is an equal opportunity employer and all qualified applicants will receive consideration without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other characteristic protected by law.
. Apply now!Estimated Salary: $20 to $28 per hour based on qualifications.
Stanford seeks an accomplished leader for the position of Associate Vice President of Talent Management & Workforce Strategy. Reporting directly to the Vice President for Human Resources, this position is a key member of HR's senior leadership team and is responsible for the strategic direction, planning, development, integration, and evaluation of two functions:
Talent Acquisition and Talent Management. The AVP will provide leadership to developing the highest levels of workforce talent and competence in the areas of people management, change management, operational effectiveness, and service excellence.
Talent Acquisition:
The talent acquisition team provides recruiting services for non-academic staff positions to Stanford's schools and administrative units while providing university-wide compliance and recruiting systems support. In partnership with university leadership and HR professionals, the AVP will be responsible for building a strategic approach to recruiting and related services to increase Stanford's ability to attract and hire the highest quality workforce. This position will also provide leadership for legal and regulatory compliance of recruiting policies and practices.
Talent Management:
This team provides a comprehensive suite of services that span the employee lifecycle, from determining talent needs, to developing staff, to managing the performance of staff in service to Stanford's academic mission. This position is also responsible for strategic leadership and overall management of the activities involved in the evaluation, design, and delivery of workforce planning, leadership development, performance management, succession planning, career development, organizational design, and change management.
Core Duties
Determine types and levels of recruiting services that best fit the needs of different client segments across the academic and administrative units of the university.
Oversee the design, development, and implementation of external recruitment and internal transfer programs to satisfy the organization's total staffing requirements.
Lead a team of recruiting professionals responsible for the recruitment and selection process of regular and temporary candidates and for providing training in state-of-the-art recruitment techniques, processes, and technologies.
Ensure employment practice compliance with state and federal laws, contractual obligations, and university guidelines.
Assess talent supply (internally and externally), define critical gaps, and develop integrated talent strategies to close the gaps.
Develop and implement cohesive talent management systems, programs, and initiatives utilizing contemporary, blended learning approaches, and leveraging technology and learning systems as appropriate. Work with key stakeholders to define, design, develop, deliver, and measure learning and development strategies, programs, and initiatives.
Ensure strategic oversight of leadership and management development initiatives, employee education programs, and other learning and education initiatives.
Continuously evaluate all learning and development programs and create new and breakthrough methods using data and analysis. Apply current training trends and techniques as well as human performance improvement theories and practices.
Direct change management and transition planning activities for new Stanford campus in Redwood City, scheduled for completion in 2019.
Lead, guide, motivate, and develop team and ensure team is fully engaged in achieving the mission of the department.
Minimum Education and Experience Required
Bachelor's degree and ten years of relevant experience, or an equivalent combination of education and relevant experience.
Minimum Knowledge, Skills and Abilities Required
Proven track record as a strategic leader in managing talent management and talent acquisition functions for a large and complex organization, including significant experience and expertise in workforce planning, performance management, leadership development programs, coaching, employee engagement, change management, and talent acquisition strategy, programs, and initiatives.
Ability to navigate in a decentralized organization and operate effectively in an often ambiguous environment, with competing client needs and priorities.
Achievement and results orientation; able to translate vision/strategy into specific goals, tactics, action plans, and deliverables.
Strong influencing capability; able to skillfully influence peers, colleagues, and vendors to promote and sell ideas.
Demonstrated ability to effectively build broad-based relationships across the organization; ability to build trust.
Excellent interpersonal and communication skills.
Superior leadership and managerial skills with superior ability to lead, motivate, and develop others. Requires ability to empower team, foster collaboration, and enhance team morale.
Experienced in leading in a decentralized organizational structure.
Strong technical aptitude and demonstrated accomplishment in improving systems, fostering use of technology, and making data-driven decisions.
Additional Information
To learn more about our Talent Management & Workforce Strategy area, please visit:
http:
//cardinalatwork.stanford.edu/learn-grow and https:
//cardinalatwork.stanford.edu/manage-lead/recruit-hire/stanford-staffing-services
Physical Requirements
Frequently stand/walk, sitting, perform desk-based computer tasks, use a telephone.
Occasionally 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, writing by hand, sort/file paperwork.
Rarely kneel/crawl.
Working Conditions
Frequent travel on campus to schools/units, occasional out of town travel.
Work Standards
Interpersonal Skills:
Demonstrates the ability to work well with Stanford colleagues and clients and with external organizations.
Promote Culture of Safety:
Demonstrates commitment to personal responsibility and value for safety; communicates safety concerns; uses and promotes safe behaviors based on training and lessons learned.
Subject to and expected to comply with all applicable Stanford policies and procedures, including but not limited to, the personnel policies and other policies found in the University's Administrative Guide (http:
//adminguide.stanford.edu/)
Stanford is an equal opportunity employer and all qualified applicants will receive consideration without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other characteristic protected by law.
. Apply now!Estimated Salary: $20 to $28 per hour based on qualifications.
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