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.