Associate Dean of Human Resources, Stanford University School of Medicine **School of Medicine, Stanford, California, United States** **New** Human Resources Post Date 6 hours ago Requisition # 105955 **Our Purpose** Stanford Medicine is leading the biomedical revolution in precision health. We are transforming health care away from after-the-fact diagnosis to prediction and prevention and away from one-size-fits-all medicine to personalized care that empowers people to lead healthy lives. We are leveraging the art and science of medicine to predict and prevent disease before it strikes and cure it decisively if it does. To achieve our Precision Health vision, we are integrating, building, and leveraging our strengths in fundamental research, the new field of biomedical data science, and nine transformative biomedical platforms. As a learning health system, we will apply these advances in our hospitals and health care delivery systems within Stanford Health Care and Stanford Children’s Health. **Our Values** Fulfilling our promise to humanity requires the engagement of a diverse, creative, and collaborative team of professionals who work together to advance our research, education, and patient care mission. We strive to create a culture of inclusion and belonging to ensure all employees have a meaningful employment experience necessary to do their best work. We are looking for leaders who can contribute to making excellence inclusive. **Our Work** Stanford University’s School of Medicine (SOM) is seeking a transformational, innovative, and operationally savvy leader for the School’s human resources function. The Associate Dean (AD) for Human Resources will be a key position in SOM, responsible for providing executive-level, strategic leadership and direction for HR. The AD will facilitate workforce capability-building and meet competitive demands as the SOM continues to grow and innovate. This role is critical to the long-term success of the SOM and its ability to meet strategic goals and objectives in alignment with Stanford University. The AD has an exciting opportunity to enhance the capabilities and impact of the human resources function for SOM, the largest school in Stanford University and a highly decentralized and matrixed organization. The AD reports to the Dean of the School of Medicine and is a key leader on the Dean’s management team. The AD also serves as a strategic advisor to the Dean, Vice Dean, department chairs, and institute directors on HR matters. This role oversees all aspects of human resources for SOM’s staff employees and collaborates closely with the Vice President for University HR to develop and implement Stanford’s strategic human resources plan and operating models. **Key Relationships** Reports to: + Lloyd Minor, Dean, School of Medicine Direct Reports: + Direct oversight of an HR organization of 52, with broader collaboration involving a team of 100 HR members distributed across 30 academic departments, five interdisciplinary institutes, and six central units. Other Key Relationships: + Dean’s Leadership Team + Stanford University Human Resources Vice President and Leadership + Hospital CHROs + Broader School of Medicine Faculty + Broader School of Medicine Management Team **Key Facts** The School of Medicine has a population of more than 14,000, including approximately 5,300 staff employees, 5,200 faculty, 1,500 postdoctoral fellows, and 2,800 students and trainees, with an annual budget of more than $4.2 billion. **Key Responsibilities** HR Strategy + Provide strategic human resources leadership for SOM and develop a comprehensive HR plan aligned with the Stanford HR plan and the Stanford Medicine Integrated Strategic Plan. + Build strategies for effective talent acquisition, leveraging Stanford’s world-class brand. + Design a leadership development program and establish an internal talent review process to enhance workforce capabilities. HR Transformation and Leadership + Position SOM HR as a leader in best practices among elite academic medical systems. + Foster a high-performing HR organization measured by industry benchmarks and employee satisfaction. + Provide coaching and professional development opportunities for HR team members. + Develop HR policies to ensure Stanford SOM remains competitive in talent recruitment and retention while maintaining operational efficiency and compliance. Strategic Oversight + Client Services (Compensation and HR): Advises leaders on total rewards strategies to attract, retain, and engage top talent. + Employee and Labor Relations: Mitigates legal risks, provides guidance on workplace concerns, and fosters a positive work culture. + Learning and Organizational Development: Identifies development opportunities and supports employee growth. + Culture and Engagement: Enhances workplace belonging and supports department-level strategic goals. + Talent Acquisition Strategy and Programs: Develops recruitment strategies and manages search processes. + Workforce Analytics: Provides data-driven insights to support leadership decision-making and organizational effectiveness. University HR Collaboration + Partner with University HR to define future talent requirements and contribute to HRIS development, employee services, and market salary assessments. + Collaborate with HR leaders from Stanford Health Care and Lucile Packard Children’s Hospital on HR strategy and employee relations. **Desired 1st Year Outcomes** + Develop a deep understanding of Stanford SOM’s organizational culture and business operations. + Assess key human capital needs, including talent acquisition, leadership development, compensation, HR data analytics, and employee relations. + Collaborate with Stanford HR partners to shape the SOM HR strategy. + Develop a formal, market-based, operational, and financial proposal for a shared services model. + Partner with University HR functional and technical teams as the university prepares to implement a new HR and Payroll system in January 2026. **Ideal Experience** + 10+ years of HR experience as a well-rounded generalist. + Experience in matrixed organizations, ideally with exposure to academic or healthcare HR. + Proven leadership experience, managing teams of 15+ employees through periods of change. + Bachelor’s degree required; Master’s or advanced degree highly preferred. **Critical Leadership Capabilities** Building Capability + Develops leadership capabilities and supports career progression within the organization. + Implements structured approaches for talent growth and succession planning. Inspired Leadership + Communicates a compelling HR vision and fosters open dialogue within the HR team. + Holds teams accountable while supporting professional development. Collaborating and Influencing + Builds consensus across multiple stakeholders in a decentralized, matrixed environment. + Develops strong, prioritized relationships to support organizational goals. Other Personal Characteristics + Demonstrated ability to establish credibility with senior leaders and diverse client groups. + Champions inclusive excellence in thought and action. + Strong analytical, strategic decision-making, and communication skills. + Maintains confidentiality, tact, and diplomacy in all interactions. The expected pay range for this position is $375,000 - $440,000 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. WORK STANDARDS: + Interpersonal Skills: Demonstrates the ability to work well with Stanford colleagues and clients as well as 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. _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 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._ Additional Information + **Schedule: Full-time** + **Job Code: 4710** + **Employee Status: Regular** + **Grade: P** + **Requisition ID: 105955** + **Work Arrangement : Hybrid Eligible**