Director - Leadership & Organizational Development

1.0 FTEFull timeDay - 08 HourR2652836Hybrid108650001 HRBusiness & AdministrationPALO ALTO, 1840 Embarcadero, California

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Day - 08 Hour (United States of America)

This is a Stanford Health Care job.

A Brief Overview

As a strategic leader in Leadership and Organizational Development, you will drive significant, measurable impact by enabling our more than 1,800 leaders and 20,000 employees to best serve over one million patients each year.

You will partner with your experienced team to design and implement best-in-class strategies, systems, and development opportunities that accelerate capability building across the enterprise. These essential efforts will ensure our leaders develop the critical capabilities required to advance Stanford Health Care's (SHC) new organizational strategy, champion our culture and build high-performance cultures, and ultimately maximize organizational effectiveness and patient care.

Locations

Stanford Health Care

What You Will Do

• 1. Strategic Leadership
• Lead the design, execution, and continuous evolution of leadership development, organizational development, and change management strategies to realize organizational goals.
• Continually measure the impact of the team’s initiatives and drive continuous improvement.
• Lead the integration of Artificial Intelligence (AI) into the development ecosystem; leverage AI to enhance leader capabilities, personalize learning, and improve organizational effectiveness.
• 2. Build leadership capabilities at all levels
• Lead the implementation of "Leading@SHC" behaviors, ensuring all 1,800+ leaders understand expectations and consistently demonstrate these critical behaviors.
• Direct the design, planning, and execution of our annual Leadership Summit and other enterprise talent development experiences, including development journeys for our managers and executives, utilizing evidence-based practices and innovative approaches to build leadership capabilities.
• Strategically incorporate digital learning innovations and evidence-based practices into all development experiences and programs.
• Provide scalable tools and resources to support leaders.
• Serve as a facilitator and thought leader for key leadership development sessions, modeling effective engagement techniques.
• 3. Organizational Consulting & Partnership
• Cultivate and maintain key relationships with senior leaders and HRBPs to ensure development experiences and OD interventions are strategically aligned to drive the new organizational strategy and overall organizational priorities.
• Define organizational development capabilities and implement diagnostics required to measure effectiveness and drive impact across diverse business units.
• Partner with experienced Change Management practitioners to enable complex change initiatives and build organizational change capabilities within our leaders.
• Serve as an Organizational Consultant to one or more high-priority organizations within SHC, providing dedicated OD guidance.
• Lead and/or participate in special HR cross-functional initiatives; provide expertise on topics related to leadership development, organizational development, change management, etc.
• 4. Team Leadership
• Lead and develop a team of experienced Talent Development professionals, fostering a healthy and high-performance team.
• Accelerate the performance and development of each team member
  
  

Education Qualifications

• Bachelor's degree in a relevant discipline from an accredited college or university. Preferred Education/Certification: Master's degree in a related field (e.g., Organizational Development, Industrial/Organizational Psychology, Human Resources, or Business Administration/MBA) strongly preferred. Specialized certifications in leadership and/or organizational development are a plus.
  
  

Experience Qualifications

• 10+ years of progressive experience in leadership development, organizational development, management consulting, HR, and/or Business Strategy.
  
  

Required Knowledge, Skills And Abilities

• 1. Leadership and Influence
• Team Leadership: Demonstrated ability to build and lead high-performing teams, encompassing direct reports and cross-functional initiatives.
• Executive Presence & Influence: Strong executive presence and professional maturity, coupled with superior listening and influence skills, enabling effective partnership with all levels of leadership. Excellent verbal and written communication skills.
• 2. Operational Excellence
• Strategic Agility: Lead through ambiguity, creating clarity from complexity, and effectively balance strategy and execution.
• Highly organized and process-oriented: with the ability to connect priorities, adhere to timelines, and maintain quality standards.
• Ability to work independently and collaboratively; self-motivated and disciplined to meet deadlines in the context of competing priorities and client demands.
• 3. Technical Expertise and Strategic Acumen
• Talent and OD Mastery: Deep knowledge of Talent Development best practices, current thought leadership, and practices in leadership development, high-potential development, organizational development (including team effectiveness), change management, and employee engagement.
• Business Acumen: Ability to draw on industry, business, and technical knowledge in organizational leadership capabilities to provide excellent service to leaders across SHC.
• 4. Innovation and Communication
• Digital & AI Fluency: Knowledge of emerging AI technologies in the L&D space, with the ability to evaluate and implement tools that automate administration and enhance efficiency, learner personalization, and impact.
  
  

Preferred Knowledge, Skills And Abilities

• AI Agentic Fluency: Experience defining business requirements for deploying LLM-powered workflows, agents/copilots, or decision support in HR/talent contexts.
• Prior experience within the healthcare industry.
  
  

Licenses and Certifications

• None
  
  

Physical Demands and Work Conditions

Blood Borne Pathogens

• Category II - Tasks that involve NO exposure to blood, body fluids or tissues, but employment may require performing unplanned Category I tasks
  
  

These Principles Apply To ALL Employees

SHC Commitment to Providing an Exceptional Patient & Family Experience

Stanford Health Care sets a high standard for delivering value and an exceptional experience for our patients and families. Candidates for employment and existing employees must adopt and execute C-I-CARE standards for all of patients, families and towards each other. C-I-CARE is the foundation of Stanford’s patient-experience and represents a framework for patient-centered interactions. Simply put, we do what it takes to enable and empower patients and families to focus on health, healing and recovery.

You will do this by executing against our three experience pillars, from the patient and family’s perspective:

• Know Me: Anticipate my needs and status to deliver effective care
• Show Me the Way: Guide and prompt my actions to arrive at better outcomes and better health
• Coordinate for Me: Own the complexity of my care through coordination
  
  

Equal Opportunity Employer Stanford Health Care (SHC) strongly values diversity and is committed to equal opportunity and non-discrimination inall ofits policies and practices, including the area of employment. Accordingly, SHC does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity and/or expression, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, or disability, or the perception of any of the above. People of all genders, members of all racial and ethnic groups, people with disabilities, and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements.

Base Pay Scale: Generally starting at $94.35 - $125.03 per hour

The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to, internal equity, experience, education, specialty and training. This pay scale is not a promise of a particular wage.