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Job Opportunity - AVP Talent Mgmt & Workforce Strategy at Stanford

    November 23, 2015

    Opening: Associate Vice President of Talent
    Management & Workforce Strategy at Stanford
    University
    Another Source’s client, Stanford University, is recruiting an Associate Vice President of Talent Management
    & Workforce Strategy to join their team.
    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.
    Stanford University seeks an accomplished leader for the position of Associate Vice President of Talent
    Management & Workforce Strategy. Reporting directly to the VP for Human Resources, this position is a key
    member of the HR leadership team and is responsible for the strategic direction, planning, development,
    implementation, and evaluation of two functions: Staffing Services and Learning & Organizational
    Effectiveness. 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.
    Staffing Services: 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 Sr. Leadership and HR professionals, the AVP will evaluate and assess the current Staffing
    Services business model and 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. Will also provide
    leadership for legal and regulatory compliance of recruiting policies and practices.
    Learning & Organizational Effectiveness: Provides a comprehensive suite of services that span the employee
    life cycle from determining talent needs, developing Stanford staff, and managing the performance of Stanford
    staff in service to the University’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 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.
     Design, develop, and implement 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.
     Ensures 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 integrated talent management systems, programs, and initiatives utilizing stateof-
    the-art, 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 evolve new and breakthrough
    methods using data and analysis. Apply current training trends and techniques as well as human
    performance improvement theories and practices.
     Lead, guide, motivate, and develop team and ensure they are 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 a Talent Management & Workforce Strategy
    function for a large and complex organization.
     Significant experience and expertise in developing and implementing leadership development and talent
    acquisition programs and initiatives.
     Demonstrated experience in effectively implementing change management strategy.
     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; must effectively build broad-based relationships across the organization.
     Excellent interpersonal and communication skills.
     Superior supervisory skills. Ability to lead and motivate others.
    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 University 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/).
    *Cover letter and resume required
    About Stanford:
    To learn more about the university's areas of Talent Management & Workforce Strategy areas, please
    visit: http://cardinalatwork.stanford.edu/learn-grow and https://cardinalatwork.stanford.edu/managelead/
    recruit-hire/stanford-staffing-services
    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 preparing students for leadership in a complex world.
    Supporting that mission is a staff of more than 12,000. We are rooted in a culture of excellence and we value
    innovation, collaboration, and life-long learning. To foster the talents and aspirations of our staff, Stanford
    offers career development programs, competitive pay that reflects market trends and benefits that increase
    financial stability and promote healthy, fulfilling lives. An award-winning employer, Stanford offers an
    exceptional setting for professionals looking to advance their careers.
    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.
    Stanford is able to provide relocation, but not sponsorship for this position. Thank you for your interest!
    Another Source works with their clients, on a retained project basis, to maximize the recruiting process.
    To be considered for this position, please apply directly on Stanford’s career site, requisition 69008:
    http://stanfordcareers.stanford.edu/job-search?jobId=69008