Description

Note: This recruitment includes two openings. One position will support the business units, and one will support varsity sports. Candidates may be considered for either role based on experience and business needs. This is a 5-day onsite position based in Palo Alto, CA.

Senior HR Business Partner, Department of Athletics, Physical Education and Recreation

Stanford’s Department of Athletics, Physical Education and Recreation (“DAPER”) is the premier intercollegiate athletics and recreation program in the country. With an unparalleled record of 137 NCAA team championships, we are the proud Home of Champions. Our success isn’t just measured in trophies; it’s reflected in the passion of our nearly 900 student-athletes competing across 36 intercollegiate varsity teams. It resonates in our unwavering support for the university’s physical education, recreation, and wellness initiatives. At Stanford, we don’t just embrace excellence; we define it. We don’t just nurture champions; we create them. Our actions are guided by the core tenets of DAPER culture, “The DAPER Way,” which are: Embrace Scholar Athleticism, Pursue and Revere Excellence, Lead with Courage, and Work Cohesively.

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 DAPER HR leadership, coaches, and administrative teams to diagnose organizational needs, elevate leadership effectiveness, and drive talent outcomes. In collaboration with Centers of Excellence, you will lead critical initiatives across employee and labor relations, organizational design, workforce planning, and talent acquisition and development—ensuring alignment with DAPER’s strategic priorities.

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 translating insight into action, anticipating challenges, and delivering measurable impact across the employee lifecycle.

This role includes a mix of strategic (10%), consultative (60%), and operational (30%) responsibilities. You will report to DAPER’s Director of Human Resources. This position requires an on-site presence from Monday to Friday on the Stanford Campus.

Are you ready to inspire champions? If yes, we encourage you to apply by including a cover letter and resume with your application.

Requirements

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

To be successful in this role, you will bring:

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

Pay Range:

The expected pay range for this position is $147,982 to $176,583 per annum. Stanford University provides pay ranges representing its good faith estimate of the salary or hourly wage the university reasonably expects to pay for a position upon hire. 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.