People and Performance Development Manager

Job Description

WORK SCHEDULE:

• Work Schedule: Hybrid work arrangement with at least 2 days per week on-site.

BUDGETED SALARY:

• $104,412- $127,926 per annum

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.

POSITION SUMMARY:

The Office of Technology Licensing (OTL) is seeking an experienced professional to lead employee development, performance management, and workforce engagement initiatives for a team of approximately 70 employees. Reporting to the Director of Business Operations, the People and Performance Development Manager will help employees grow, equip managers to provide effective feedback, and strengthen an engaged and productive workplace.

The role’s primary focus is developing and implementing programs that support clear goals, ongoing coaching, meaningful performance evaluations, and career development. Working closely with managers, the Director of Business Operations, and DoR HR, the Manager will identify development needs, recommend training opportunities, support performance improvement, and provide guidance on employee relations matters. The role will also strengthen onboarding and employee integration, including follow-up conversations with new employees and their managers.

In partnership with Business Operations and HR colleagues, the role will support job descriptions, reclassification requests, compensation planning, organizational changes, and coordination of complex HR matters in accordance with Stanford policies and procedures.

Beyond these responsibilities, the Manager will lead cross-functional operational projects, improve workflows, and analyze HR and program data to recommend practical improvements. This is an individual contributor role that collaborates with HR Support and other OTL colleagues.

The ideal candidate brings demonstrated experience in employee development and performance management, including coaching managers, supporting constructive performance conversations, designing learning initiatives, and translating employee and organizational needs into effective programs. Strong judgment, discretion, facilitation skills, and the ability to build productive relationships across teams are essential to supporting OTL’s people and mission.

PREFERRED/DESIRED QUALIFICATIONS:

• Demonstrated experience in employee development and performance management, including goal setting, ongoing feedback, performance evaluations, and development planning.

• Experience coaching managers through constructive performance conversations, identifying development needs, and supporting performance improvement in partnership with HR specialists.

• Experience designing, implementing, and evaluating training and professional development programs that support staff growth and organizational needs.

• Ability to strengthen onboarding and employee integration through structured follow-up, manager collaboration, and assessment of new employee needs.

• Sound judgment and discretion in handling sensitive employee relations matters, interpreting policies, and partnering with HR colleagues on complex personnel issues.

• Working knowledge of HR processes related to job descriptions, reclassifications, compensation adjustments, organizational changes, and leaves of absence.

• Ability to analyze HR and program data, identify trends, and translate findings into practical recommendations for leadership.

• Strong communication and facilitation skills, including experience developing clear process documentation and delivering training on performance management and collaboration.

• Experience leading cross-functional projects and improving workflows, with the ability to influence and collaborate effectively without direct supervisory authority.