Chief Human Resources Officer for Residential & Dining Enterprises (R&DE; CHRO)

Note: 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.
ABOUT STANFORD UNIVERSITY AND RESIDENTIAL & DINING ENTERPRISES: Stanford University, located between San Francisco and San Jose in the heart of California's Silicon Valley, is one of the world's leading teaching and research universities.
Since its opening in 1891, Stanford has been dedicated to finding solutions to big challenges and to preparing students for leadership in a complex world.
Residential & Dining Enterprises (R&DE), the largest auxiliary organization at Stanford University, supports the academic mission of the university by providing high-quality services to students and other members of the university community.
The department has an annual operating budget of over $350M, operates 24/7/365, and oversees a $3B asset portfolio comprising over 7 million sq.
ft.
physical plant across three campuses (Stanford campus, Redwood City campus, and Belden property at Hopkins Marine Station).
In autumn quarter of the 2022-23 academic year, R&DE returned to providing housing for over 14,000 students and dependents, serving meals at 17 dining halls, 12 cafe retail locations, two markets, athletic concessions, campus vending, executive services, conference operations and guest lodging.
Additionally, R&DE comprises 1,100+ FTE staff in the following divisions: Student Housing Operations & Conferences, Stanford Dining and Hospitality & Auxiliaries, Maintenance Operations and Capital Projects, and a team of R&DE strategic business partners: Finance & Administration, Information Technology, Human Resources, and Strategic Communications and Marketing.
“Students (Customers) First” is the mantra of R&DE and our strategic goals reflect our commitment to delivering quality and excellence to our constituents every day.
In R&DE, “Excellence is defined by aligning our strategic goals and performance with our vision.
” Stanford and R&DE are committed to creating and sustaining a diverse environment.
R&DE’s dedication to promoting diversity, multiculturalism, and inclusion is reflected in our work of providing service excellence to our students.
Diversity is more than a commitment—it is foundational to what we do.
We are fully focused on equality and believe deeply in diversity of race, gender, sexual orientation, religion, ethnicity, national origin and all the other characteristics that make us different.
JOB PURPOSE: The Chief Human Resources Officer reports to the Senior Associate Vice Provost, Residential & Dining Enterprises, who is also Senior Advisor to the Provost on Equity and Inclusion and a member of the University Cabinet.
The SAVP is the steward for R&DE’s $3B asset portfolio and $350M annual operating budget and leads strategic operations for over 1,100 employees in R&DE Student Housing Operations and Stanford Conferences, Stanford Dining and Hospitality & Auxiliaries, Maintenance and Capital Planning, and four strategic business partners.
This position will serve as a thought leader to the SAVP and strategic partner to the R&DE senior leaders.
This is a key leadership position responsible for strategic Human Resources and the full range of operational activities.
The incumbent will lead an HR team and ensure that Human Resources operates with its business partners as a dynamic and innovative service area.
The R&DE CHRO is responsible for developing and executing the human resources functions including, but not limited to, recruitment, performance management, employee relations, engagement, diversity, equity, inclusion and belonging, and compensation & benefits, in alignment with the program, processes, and policies across the university.
The R&DE CHRO ensures that the organization is compliant with federal, state, and local laws and regulations.
The CHRO will work with key partners across the university, such as University Human Resources, to deliver value-added service to management and employees that reflect the strategic business objectives of R&DE.
The incumbent will work with a high level of independence and exercise a high degree of initiative, influence, and judgment, and drive a Culture of Excellence, Inclusion and Belonging.
The position requires an individual who has exceptional cultural competence, exemplary organizational skills, self-motivation, excellent communication skills, resourcefulness, flexibility, resilience, excellent interpersonal and customer relations skills, and the ability to work successfully across a broad spectrum of staff and university partners.
This position is a hybrid eligible role and the specific days of the week will be determined based on business needs.
CORE DUTIES: Champion the vision and goals set for R&DE.
Develop strategies and plans to foster an environment across R&DE that supports and advances a positive culture, employee wellness, DEI&B values and professional development and advancement.
Provide overall strategic Human Resources leadership for R&DE and develop and implement a strategic plan for the HR function linked to the University HR plan which supports achieving R&DE’s goals, needs and key success factors.
Build strategies for the full employee life cycle, including workforce planning, talent acquisition, and employee development and retention to meet current and future business needs.
Serve as a member of the R&DE senior leadership team and advise leaders on human resource needs, direction, and talent initiatives.
Develop R&DE-specific policies and programs based on best practices and industry trends.
Partner with University Human Resources to develop comprehensive programs for, and oversee the execution of, employee programs, including onboarding, learning and development, performance management, and career pathing.
Advise unit leadership and administrators on university personnel policies, programs and priorities.
Responsible for devising internal procedures, training, administration and compliance with new policies announced by University Human Resources.
Develop an HR Talent scorecard to deeply understand R&DE’s unique workforce trends and the external market trends in the highly competitive Bay area talent environment.
Leverage data insights to inform a robust long-term workforce plan to build the capabilities needed now and in the future.
Advance R&DE’s DEI&B vision and goals through a robust culture, learning and development strategy.
Working in concert with university-wide DEIB goals and strategies, design and implement DEI&B programs, including metrics to ensure accountability.
Act as a resource to University Human Resources in the development of labor relations contract issues and strategies.
Manage the ongoing communications and relationships with R&DE bargaining unit staff and ensure compliance with the Collective Bargaining Agreement.
Provide counseling to managers, supervisors and employees in the resolution of employee relations problems.
Work with University Human Resources to maintain wage, salary and benefit policies for staff employees.
Advise departmental or unit leadership or administrators on the annual salary package and/or other compensation/benefit programs and their specific impact on operations.
Oversee review of identified leadership searches and enterprise-wide procedures for job postings, searches, selection and hiring of employees.
Manage the performance of R&DE Human Resources department including Employee & Labor Relations, Talent Development, Talent Acquisition, Leave & Disability and Payroll & Analytics teams.
Set team objectives, priorities, and resources to align with department objectives.
Coach, mentor, develop and lead a supportive HR team; ensure HR staff understands and appreciates the responsibility to meet the needs of the unit in delivering services.
Manage and maintain the HR budget in a fiscally responsible manner.
Education & Experience: Bachelor’s degree and ten years relevant experience, or a combination of education and relevant experience.
Master’s degree preferable.
Knowledge, Skills and Abilities: Demonstrated experience as a consultant and advisor to senior management in all human resources areas, including: HR strategy policy formulation, long-range planning, employee relations, employment and labor law, compensation, staffing and employment, training and development, performance coaching and management, and organizational development.
Exceptional interpersonal skills and understanding of group dynamics.
Successful track record of establishing credibility and trust with a diverse client group, including senior leaders.
Demonstrated leadership skills and management courage.
Strong analytical, critical thinking, creative problem-solving, judgment, negotiating, influencing, and strategic decision-making skills.
Ability to maintain confidentiality, tact, and diplomacy.
Demonstrated ability to advise on and implement organizational change.
Demonstrated end-to-end experience in the development and execution of organization-wide initiatives.
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.
Strong supervision/management and staff development experience.
Demonstrated proficiency with business applications, such as Microsoft Office suite and human resource information systems.
Certifications and Licenses: None PHYSICAL REQUIREMENTS*: Frequently stand/walk, sit, use a computer; use a telephone, grasp lightly/fine manipulation.
Occasionally reach/work above shoulders, twist/bend/stoop/squat, grasp forcefully, lift/carry/push/pull objects that weigh up to 10 pounds, write by hand, sort/file paperwork.
Rarely kneel/crawl, operate foot and/or hand controls.
* - 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 the job.
WORKING CONDITIONS: Travel on campus to schools/units, out of town.
This position is designated as Hybrid and will require regular, weekly, on-site presence at the Stanford main campus, SLAC campus and Redwood City campus.
**During the initial onboarding process, this position will require full-time on-site presence to establish key partnerships and familiarize oneself with operating unit management.
** 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 University policies and procedures, including but not limited to the personnel policies and other policies found in the University’s Administrative Guide, https://adminguide.
stanford.
edu.
The expected pay range for this position is $192,000 to $260,000 per annum.
Stanford University provides pay ranges representing its good faith estimate of what the university reasonably expects to pay for a position.
The pay offered to a selected candidate will be determined based on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, 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 (https://cardinalatwork.
stanford.
edu/benefits-rewards) 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 at stanfordelr@stanford.
edu.
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.