Senior HR Business Partner

SLAC; Palo Alto (CA); On-site; USD 154,000 - 180,000; Full time

Benefits offered by this job

18+ PTO days per year

Health benefits start when you start

Flexible work options

Tuition assistance 6000+ per year

403(b) plan

Mental health programs

Job summary

Stanford University’s Department of Athletics, Physical Education & Recreation seeks a Senior HRBP to advise senior leaders and shape people strategy in a high-performance environment. Based on the Stanford Campus, this role drives organizational effectiveness through performance consulting, talent management, and compensation initiatives.

The ideal candidate will bring strong business acumen, credibility with stakeholders, and a proven track record of delivering measurable improvements to the

Qualifications

• Bachelor’s Degree and 10 years of relevant HR experience.
• Strong business acumen and credibility with senior stakeholders.
• Experience advising in a complex, higher-education environment.

Responsibilities

• Employee & Labor Relations guidance for complex investigations and actions.
• Compensation program development and advisory with managers and CHRO.
• Talent management, employee engagement, and performance management programs.
• HR analytics: develop reports and present data to senior leaders.

Skills

Interpersonal skills

Group dynamics

Analytical thinking

Communication

Facilitation

Influencing

Education

Bachelor’s Degree

Tools

Microsoft Office

Google Suite

HRIS

Job description

Work Schedule: Monday-Friday onsite position based in Palo Alto, CA with reasonable flexibility of schedule.

Budgeted Salary: The budgeted base salary range for this position is $153,642 - $179,896 per annum.

The Department of Athletics, Physical Education & Recreation (DAPER) is seeking an exceptional Senior Human Resources Business Partner (Senior HRBP) to serve as a strategic advisor to senior leaders and a key driver of organizational effectiveness. This role goes beyond traditional HR partnership—requiring an experienced partner who can assess, shape, and influence people strategy in a complex, high-performance environment.

The Senior HRBP will partner closely with the DAPER Varsity Athletics departments to diagnose organizational needs and elevate leadership effectiveness. You will lead critical initiatives across a diverse array of athletic functions ranging from our Athletic Training, Sports Nutrition, and Sports Performance teams, to our Facilities, Ticket & Operations, and Fan Experience teams. This is a unique and exciting opportunity to make a meaningful contribution to the continued success of Stanford Athletics.

This role includes a mix of activities such as Performance Consulting, Employee Engagement programs, Organization Design & Development, Talent Management, and Compensation Management. Reporting to DAPER’s Chief Human Resources Officer, this position generally requires an on-site presence from Monday to Friday on the Stanford Campus, with reasonable flexibility of work hours.

Success in this role requires strong business acumen, sound judgment, and the ability to influence senior stakeholders with credibility. The ideal candidate brings a demonstrated track record of earning the trust of others, developing strong partnerships, and delivering measurable positive impact on the employee experience.

All DAPER coaches, administrators, and staff are responsible for the integrity of Stanford’s intercollegiate athletics program and for the reputation of Stanford University. This position shares the responsibility to ensure that department activities maintain the integrity of the University’s reputation and do not negatively impact the relationship between the University and its faculty, staff, students, and alumni. Additionally, this position must comply with University policies and procedures, and ACC rules and regulations.

Are you ready to help extend Stanford’s 50-year tradition of NCAA Championships?

Preferred Qualifications:

• Demonstrated interpersonal skills and understanding of group dynamics. Successful track record of establishing credibility and trust with a diverse client group.
• Strong analytical, critical thinking, problem-solving, judgment, negotiating, influencing, and decision-making skills. Ability to maintain confidentiality, tact, and diplomacy.
• 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.
• Experience operating in complex, decentralized, or higher education environments is strongly preferred.
• Demonstrated proficiency with business applications, such as Microsoft Office, Google Suite, and human resource information systems.
• Direct work experience working with a college athletics organization would be ideal.
• Experience in other areas of academia would be of value.

Core Duties:

• Employee & Labor Relations: Provide expert guidance on employee relations matters, with a focus on the most complex and/or specialized investigations, corrective actions, workplace accommodations, etc. Educate and train managers and senior leaders to meet university guidelines.

Compensation: Consult with managers and senior leaders on complex compensation-related matters. Consult with UHR Compensation on highly complex or specialized matters, including the

development of incentive and bonus programs. May partner with DAPER’s Director of Human Resources and CHRO on implementing the unit’s salary planning program.

• Employee Engagement: Serve as project lead, developing surveys and initiatives to assess and support a positive work environment for the organization. Analyze resulting survey data and partner on the development of programming and action plans.
• HRIS/People Analytics: Support, provide guidance on, and/or design complex functions and record retention processes. Analyze, interpret, and present data (turnover, movement, accrual usage, etc.) to senior leaders regarding their teams and the broader organization, utilizing human resources expertise to provide analysis and recommendations. Develop custom reports upon request and consult with subject matter experts as needed.
• Performance Management: Consult with managers and senior leaders on performance management matters (setting expectations and goals, regular check-ins, developing positive performance/behaviors, conducting annual reviews), partnering with subject matter experts as needed. Educate and train managers and senior leaders on best practices to foster strong performance.
• Talent Acquisition: Consult with managers and senior leaders on talent acquisition matters (hard-to-fill and high turnover roles critical to unit, determining job-specific competencies). Serve as project lead in the development of new talent acquisition programming or revision of existing programming to align with overall organizational strategy. Collaborate with subject matter experts as needed. Educate and train managers and senior leaders to foster a positive candidate experience and meet university guidelines.
• Talent Development: Consult with senior managers on talent development matters (aligning business goals with personal motivation & talents, promoting professional development opportunities, coaching/mentoring/networking), liaising with subject matter experts as needed. Develop new, local professional development initiatives for managers and employees.
• Talent Management/Workforce Planning: Generate, analyze, interpret, and apply relevant reports for insights on talent metrics. Present findings and recommendations to senior leadership. Support the development and implementation of action plans (e.g., succession and workforce plans).
• Change Management: Support local and university-wide change management efforts (stakeholder analysis, measures of success, risk assessment, implementation, monitoring), serving as a lead on local workstreams. Collaborate with subject matter experts on highly complex or specialized matters as needed. Participate in developing, drafting, and implementing a communications strategy.
• Disability and Leaves / Worker's Comp: Consult with managers on complex disability/leave and workers’ compensation matters (eligibility, process, accommodations), liaising with subject matter experts as needed. Partner with senior leaders in the development of staffing plans resulting from absences of critical managers and staff, ensuring alignment with organizational goals.
• Provide research, data analytics, reporting, etc., to support and inform decision-making.

* Other duties may also be assigned

Minimum Education and Experience:

Bachelor’s Degree and 10 years of relevant human resources experience or combination of education and relevant experience.

Knowledge, Skills and Abilities :

• Strong HCM/ATS experience and proficiency with business applications, Microsoft Office suite, Google suite, etc. Demonstrated ability to manage sensitive issues with professionalism, confidentiality, and care. Experience leading an HR initiative/program.

Certificates and Licenses Required:

• Fixed Term N
• Stanford Schools and Units Department of Athletics, Physical Education and Recreation (DAPER)
• Full time or Part time Full Time
• Regular or Temporary Regular
• Job Category Human Resources Services
• Posting Date 08/25/2026, 10:33 PM
• Grade K
• Job Identification 108798

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Benefits that support you, and your future

18+ PTO days per year

Health benefits start when you start

Flexible work options

$6000+ annual tuition and training assistance

403(b) plan

Mental health and wellness programs

Free and discounted commuter transportation

Applies to regular full-time positions.

Notice to Applicants

The job duties listed are typical examples of work performed by positions in this job classifications 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 accommodation to any employee with a disability who requires accommodation to perform the essential functions of their job.

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.

Stanford University provides job pay ranges representing its good faith estimate of what the university reasonably expects to pay for a particular job. The specific pay offered to a selected candidate will be determined based on a wide range of factors that are unique to each candidate, including but not limited to geographic work location, relevant knowledge, skills and abilities, relevant education, years of relevant experience, depth and breadth of relevant experience, and performance; further including but not limited to other business and organization needs such as the scope and responsibilities of the position, the minimum qualifications, departmental budget availability, and market and internal equity across the university, school/ unit, department, as well as job reporting relations hips.

Why work at Stanford

World-changing work in a culture of continuous learning

An inspiring community that values collaboration

High-quality health and wellness benefits that put you and your family first

Access to world-class education and career development, with tuition reimbursement, training assistance, and more