SCHOOL/UNIT DESCRIPTION:
Dean of Research / Office of Technology Licensing: The Office of Technology Licensing (OTL) was established in 1970 to manage the intellectual property assets of Stanford University. OTL evaluates, markets, and licenses technology owned by the University. OTL's mission is to encourage effective technology transfer for the public benefit as well as generating royalty income for Stanford to benefit research and education. OTL is one of the country's most active offices in the field of technology transfer from the university to industry. Our staff, most of whom are professionals engaged directly in licensing, manages over 3,000 active dockets.
Our VPDoR Diversity Journey:
● We create a hub of innovation through the power of diversity of disciplines and people.
● We provide equitable access and opportunity to all members of the community in order to do their best work, regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law.
● We listen to and value all colleagues who bring diverse perspectives to the advancement and development of a respectful community.
● We promote a culture of belonging, equity, and safety.
● We embed these values in excellence of education, research, and operation.
POSITION SUMMARY:
The Office of Technology Licensing (OTL) is seeking a dynamic professional to manage the human capital needs of a 70-person team while driving key operational initiatives. Reporting to the Director of Business Operations, the People and Performance Development Manager plays a critical role in overseeing talent acquisition, performance development, employee relations, and fostering an engaged and productive workforce.
This role manages the full talent lifecycle, including recruitment, onboarding, performance evaluation, salary setting, and employee development. Additionally, the Manager will administer HR processes such as job descriptions, reclassifications, restructuring, leaves, and compliance with Stanford policies and procedures.
Beyond HR responsibilities, the role focuses on operational excellence by leading cross-functional initiatives, optimizing workflows, analyzing data to drive decision-making, and improving collaboration and productivity across the office. This includes managing an HR administrator (1.0 FTE) and partnering with stakeholders across OTL to ensure strategic alignment.
The ideal candidate is a proactive, detail-oriented leader who thrives at the intersection of talent management and operational strategy, balancing employee-centric programs with organizational goals to support OTL’s mission.
CORE DUTIES:
● Independently implement, administer and evaluate day-to-day activities of the unit, function or program by identifying and executing tasks and objectives, making recommendations that impact policies and programs, and assigning resources to achieve the goals of the program.
● Collect and analyze data, create reports, review and explain trends; formulate and evaluate alternative solutions and/or recommendations to achieve the goals of the program or function.
● Analyze and interpret policies; develop, revise and implement procedures for program or function.
● Represent the program or function as the key contact and subject matter expert within the department, unit or school. Commit resources and provide information and/or training. May also represent the program or function to external/internal stakeholders and constituencies.
● Organize and/or participate in outreach activities that may include developing communications and training, planning/promoting events and/or conferences.
● May participate in development of budgets, monitor, and approve expenditures. May perform limited forecasting and provide recommendations that determine the budget.
● May direct staff to perform various tasks and assignments. May also supervise staff.
Specific Job Responsibilities Include:
- Oversee the full employee lifecycle, including recruitment, onboarding, performance management, and employee relations, to foster an engaged and productive workforce.
- Develop and manage HR processes for job descriptions, reclassifications, salary adjustments, leaves of absence, and compliance with organizational policies.
- Identify and implement training and professional development programs to support staff growth and retention.
- Act as a trusted advisor, providing guidance on employee relations, policy interpretation, and resolution of complex personnel matters.
- Track and analyze HR-related metrics, such as performance trends and retention rates, and provide actionable recommendations to leadership.
- Create and maintain documentation of HR processes, delivering training to staff on best practices for performance management and collaboration.
- Lead special projects, such as diversity initiatives, workforce planning, and staff engagement programs, to align with organizational goals and strategic priorities.
MINIMUM REQUIREMENTS:
Education & Experience:
Bachelor’s degree and three years of relevant experience, or combination of education and relevant experience.
Knowledge, Skills and Abilities:
- Demonstrated ability to prioritize own work and multi-task.
- Demonstrated excellent organizational skills.
- Demonstrated ability to take initiative and ownership of projects.
- Ability to communicate effectively both orally and in writing.
- Ability to routinely and independently exercise sound judgment in making decisions.
- Demonstrated experience working independently and as part of a team.
- Relevant subject matter knowledge.
- Ability to direct the work of others, for jobs requiring supervision.
PHYSICAL REQUIREMENTS*:
- Constantly perform desk-based computer tasks.
- Frequently stand/walk, sitting, grasp lightly/fine manipulation.
- Occasionally use a telephone.
- Rarely lift/carry/push/pull objects that weigh 11-20 pounds.
* - 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 the job.
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.
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