The Executive Associate Athletics Director and Chief Human Resources Officer serves as the HR leader for DAPER and is responsible for leading the people operations, talent strategy, employee relations, performance management, and HR execution required to support a complex, high-performing athletics enterprise. Reporting to the Chair of Stanford Athletics and Athletic Director of DAPER, this role leads the DAPER HR function and partners closely with University HR, Finance, Legal, and senior department leaders to ensure HR services are consistent, timely, compliant, and aligned with the department’s strategic priorities. The role requires both strategic judgment and hands-on execution: the ability to advise senior leaders, strengthen manager capability, improve HR operations, support complex employee matters, and ensure the department has the people, systems, and processes needed to operate effectively. Key Responsibilities: Strategic Leadership & Culture: Serve as a key advisor to the Athletic Director and leadership team, translating departmental strategy into people initiatives that strengthen culture, engagement, and organizational accountability. Operational Excellence: Lead the end-to-end HR function for DAPER, building a high-performing operating model that ensures timely, consistent, and compliant service delivery across the employee lifecycle. HR Organization Design & Team Leadership: Architect and continuously evolve the HR team’s structure, roles, and capabilities; recruit, develop, and coach HR team, define operating rhythms, service standards, and KPIs, and optimize budget and vendors to ensure scalable, high quality HR service delivery. HR Transformation & Systems: Drive the local implementation of university-wide HRIS transformations (Oracle HCM), modernizing HR workflows and utilizing data-driven insights to improve operational reliability. Talent Strategy & Acquisition: Oversee recruitment strategy for staff and leadership roles, ensuring equitable, high-quality search processes and providing executive-level partnership for senior coaching and administrative hires. Performance & Talent Management: Design and lead performance management cycles and succession planning, providing practical coaching to managers on team dynamics, accountability, and professional development. Employee & Labor Relations: Act as the primary lead for complex employee and labor relations matters, navigating workplace concerns and investigations in partnership with University HR and the Office of the General Counsel. Strategic Compensation: Administer a competitive and sustainable compensation program, managing unique coaching salary pools, equity reviews, and job classifications within university guidelines. Workforce & Financial Planning: Partner closely with Finance to align headcount planning and workforce decisions with the department’s budget, long-term organizational design, and mission-critical