Chief Human Resources Officer & Director Human Resources Development & Services

September 2, 2020
Menlo Park, CA
Job Type


COMPANY is seeking a highly qualified human resources professional to provide strong leadership for the Human Resources Development & Services (HRD&S) function of the laboratory and will manage a department of 30+ employees responsible for all aspects of the laboratory's human resources functions. The The Chief Human Resources Officer (CHRO) Director of HRD&S is a member of the laboratory's senior management team, reporting to the COMPANY Lab Director’s Office. Working with the Deputy Director for Operations, this individual is a member of the lab’s Operations Council and will also work in in collaboration with the Stanford Vice President for Human Resources. The HRD&S CHRO serves as an advisor to the laboratory’s senior leadership and other top managers at the lab. This individual also represents COMPANY in a variety of activities involving DOE, Stanford University, and other DOE laboratories.

At COMPANY the HRD&S organization includes the following functions: talent assessment and development and workforce planning; organizational, leadership, and employee development;  client support; talent acquisition and pipeline programs; compensation; employee and labor relations; immigration and international services; HR systems, records, training compliance and data analytics; and housing support. The successful candidate must be well versed in these areas and also have a proven track record of experience in strategy development and implementation; change management; fostering inclusion; and building diverse, high performing teams. Furthermore, the HRD&S Director will be a key partner in the Lab Director’s new Equity, Diversity and Inclusion initiative.

Primary responsibilities for the CHRO include the following:

  • Provide overall strategic HR leadership for the laboratory
  • Serve as a member of the laboratory's senior management team, providing counsel and strategic advice to the laboratory director, deputy directors, and other laboratory leadership
  • Develop and implement a strategic plan for the human resources function that is linked to and supports achieving COMPANY strategic plan and agenda
  • Lead a team of human resource professionals to achieve excellence in all functions and provide quality client service
  • In conjunction with the senior leadership, develop and implement strategies for attracting, engaging, developing and retaining a top-quality workforce
  • Partner closely with the equity, diversity, and inclusion function to incorporate concepts into thinking and practices across the lab provide leadership and guidance in employee and labor relations issues;  Oversee bias mitigating search and selection processes, and lab culture and operating practices that support a diverse employee workforce, and an inclusive lab culture
  • Lead the continuing implementation of COMPANY’s workforce development practices inclusive of robust employee performance planning and development; talent assessment, planning and development inclusive of succession planning, high potential planning, retention risk mitigation, and the development of our diverse population
  • Build, evolve and leverage COMPANY’s leadership development efforts and programs that develop employees at all levels. Further build out workforce planning levers, tools, practices and processes that provide for actionable and accurate workforce planning inclusive of workforce metrics and analytics that inform better workforce planning and decisions
  • Provide visibility to and support of immigration team in International Services Office; serve as liaison to counsel and senior management team for related issues and needs.
  • Work closely with the Department of Energy on requirements related to DOE orders, memoranda, and compliance with COMPANY’s contract
  • Work with the Stanford University Human Resources and General Counsel to ensure compliance with Stanford University administrative policies
  • Work closely with COMPANY's communications department on a variety of shared responsibilities

Education and Experience:

  • Bachelor's degree in Business Administration, Human Resources, or related field is required, with a minimum of 15 years’ progressively responsible experience in the human resources field; an advanced degree is preferred.
  • SHRM-CSP or SPHR certification desired.
  • Minimum of 10 years in a management capacity in multiple HR functions, and experience as a manager of managers is preferred.
  • Thorough knowledge of HR management theories, concepts, techniques, and best practices.
  • Demonstrated experience as a consultant and advisor to senior management in all human resources areas, including: talent assessment and development and workforce planning; organizational, leadership, and employee development;  client support; talent acquisition and pipeline programs; compensation; employee and labor relations; immigration and international services; HR systems, records, training compliance and data analytics.
  • Exceptional interpersonal skills and understanding of group dynamics. Successful track record of establishing credibility and trust with a diverse client group, including senior leaders. Demonstrated leadership skills and management courage. Demonstrated end-to-end experience in the development and execution of organization-wide initiatives.
  • Strong analytical, critical thinking, creative problem solving, judgment, negotiating, influencing, and strategic decision making skills. Ability to maintain confidentiality, tact, and diplomacy.
  • Strong supervision/management and staff development experience.
  • 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.
  • Previous experience working within a research environment or university is a plus.

Leadership Competencies and Behaviors:

  • Manages Relationships: Strong ability to influence through building and maintaining productive relationships, negotiation, effectively manage conflict, and motivating others.
  • Effective Communicator: Excellent verbal and written communication skills to effectively discuss with  and present to all levels..
  • Collaborator: Solid interpersonal skills and the ability to build coalitions and inter-functional teams to leverage synergistic relationships. Demonstrated ability to effectively build and maintain working partnerships with external stakeholders.
  • Deals with Ambiguity: Demonstrated ability to manage risk  in a complex environment.
  • Fosters Innovation: Encourages diverse thinking, new ideas, and creative problem-solving and creates an environment in which unique and creative perspectives are nurtured.
  • Strategic Focus: Proven forward-looking, big-picture thinker who plans and makes decisions in support of the mission and vision of the organization
  • Resourceful: Orchestrates resources and employs knowledge of internal structures and processes to manage multiple activities simultaneously.
  • Demonstrates Accountability: Establishes clear responsibilities and processes to ensure commitments are met and results are measurable throughout the organization.
  • Develops Employee Capabilities: Operates with a focus on growth through organizational and staff development; values and encourages continuing development; demonstrates a proven ability to align individual development with organizational needs and objectives.
  • Recruits and Attracts Talented People: Effectively evaluates current and future workforce needs, and attracts and selects the best talent to meet them.
  • Analysis and Decision-making: Ability to analyze data (financial data, organizational performance metrics, etc.) and situations, develop and evaluate effective options, and make quality decisions that prove effective over time.
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