Human Resources & Academic Staff Research Program

Who We Are

The Vice Provost and Dean of Research (VPDoR) Human Resources team is here to help all Academic and Non-Academic staff with guidance, resources and support during your tenure with us! We hope our website provides you with quick and easy references to your human resources inquiries.

Our purpose is to foster a work environment that develops, rewards and retains a talented, productive and diversified workforce. We aim to embed our work environment with our core values of accountability, collaboration, growth and adaptability, and people first. We work in partnership with staff and managers through all HR-related matters including recruitment, staff engagement, performance management, and learning & development opportunities. We want to support a culture of wellnessdiversity and inclusion, as well as encourage work-life balance while connecting you with the best that Stanford has to offer. It is our goal to continuously improve upon our processes and services through various initiatives. We welcome your feedback on an ongoing basis – simply email VPDoR HR with your suggestions. Please do not hesitate to contact our team with additional questions – we are here to help!

Please contact us via email with your inquiries.

Our Team

Adriana Banks

Adriana Banks
Senior Human Resources Manager
Units Supported: BIO-X, CASBS, EH&S, SNSF, SUMS, HPA, SIMES, PULSE, CNI, Wallenberg, SCL

Rebecca Sarkissian_Headshot

Rebecca Sarkissian
Senior Human Resources Manager

Pam Miller

Pam Miller
Senior Human Resources Manager
Units Supported: ChEM-H, Dean’s Office, FSI, GLAM, Wu Tsai Neuro, Ginzton, RCO

Ben Larson

Ben Larson
Senior Manager, Academic Appointments Program

Learning & Development

Stanford Administrative Champions (SAC)
Stanford Communicators Shared Resources

The communications landscape is constantly evolving, driving the need for communicators to keep learning. Stanford offers a wide variety of opportunities from skill-based training to professional development. We encourage you to explore these communications-specific offerings from both internal and external sources.

LinkedIn Learning

Advance your professional development with LinkedIn Learning's 13,000+ courses covering business skills, technology, creative topics and interpersonal skills vital to your effectiveness. Videos are available 24 hours a day, 7 days a week and can be viewed on your mobile device.

Core Competency Development

We invite you to explore the following learning opportunities curated to support your everyday skills development needs. The opportunities below consist of short videos and full courses, including numerous exercises and activities to help you reinforce your learning. You can complete them at your own pace or simultaneously as a team with your colleagues.

You can find LinkedIn Learning recommendations for the University's Core Competencies here. Additional recommendations for unit-specific competencies can be explored below.

STAP Funds

STAP provides reimbursement for tuition, registration fees and required textbooks for any training activity directly related to your job or a career development effort. We encourage you to learn more about this program here (upon login, click on either "Sign in with your company account" or "Sign in with Google" buttons to login with your SUNet ID credentials).

Cardinal@Work Course Catalog

We encourage you to explore the Cardinal@Work website for professional development courses that are updated regularly.

Manager Forums

We encourage people leaders to explore the Manager Forums for professional development sessions that are offered by University HR regularly.

Inclusion, Diversity, Equity, Access, in a Learning Environment (IDEAL)
Growing Leaders at DoR (GLAD)

The Vice Provost and Dean of Research is committed to fostering a climate that supports talent development and career growth opportunities for staff in all DoR units.

Through a series of workshops, the Growing Leaders at DoR (GLAD) program offers participants the opportunity to build competencies, strengthen connections, enhance job effectiveness, and embrace the values of Inclusion, Equity, and Diversity.

During January through June 2022, the GLAD program offered monthly virtual workshops focused on a variety of topics (registration now closed; Stanford email required to access). GLAD is now taking a brief recess to plan for future programming in the coming fiscal year. As we adapt future programming based on recent participant feedback, we will focus on making your learning experience as engaging and valuable as possible.

Who is eligible to attend GLAD workshops?


All staff including


Academic Staff-Research,

Bargaining Unit, and Contingent.

What will be the time commitment?

There is not a requirement on the number of classes staff are required to take. Each workshop will be offered individually (not cohort-based) and will last up to 2 hours.

The Selection Process:

Since managers play an essential role in an employee's career development, staff should receive their supervisor's support/approval before self-nominating to a GLAD workshop. VPDoR HR will take into consideration the following elements to select workshop participants:

  • Workshop capacity (varies by workshop)

  • Representation of participants across VPDoR units

  • Relevance of workshop topic to each participant's current role

We look forward to supporting your continued growth! Please email VPDoR HR if you have any questions about our program offerings.

Stanford GSB Impact Coaching

This is an outstanding opportunity for building effective, nimble leadership throughout your organization. Stanford Graduate School of Business (GSB) and BetterUp have partnered to offer Impact Coaching, a unique educational opportunity for aspiring leaders at all levels that will help them achieve professional and personal goals.

HR Training Series (2023)

November 17, 2022 - Axess Timecards - Slide Deck

January 25, 2023 - Axess Manager Center - Job Aids

February 22, 2023 - Disability and Leave Services - Slide Deck

March 8, 2023 - Taleo Applicant Tracking System - Slide Deck

Upcoming: April 26, 2023 - Worker's Compensation - Slide Deck

HR Policies

Covid-19 Interim Policies & Resources

In response to the ever-changing status of COVID-19, VPDoR has collated interim policies & resources to assist our units and their staff with a safe approach for working on-site. Please view the information below at your convenience.

Admin Guide 1.0: Guiding Policies and Principles

The Admin Guide Chapter 1 covers the cornerstone policies of Stanford University including standards of conduct, conflict of interest, harassment & discrimination, as well as numerous other important matters. For further questions on HR policies, please contact your HR Manager.

1.1 University Code of Conduct

1.5 Conflict of Interest

1.6 Privacy Policies

1.7 Harassment & Discrimination

1.8 Protection of Minors

Admin Guide 1.1.2: Non-Retaliation Policy

Stanford University is committed to providing a place of work where individuals can raise workplace concerns regarding possible violations of University policy or local, state, or federal law without fear of retaliation. Individuals who take retaliatory actions will be subject to corrective action, up to and including separation from the University.

Please read more here for resources and information.

Admin Guide 1.7.1: Sexual Harassment Prevention Policy

The SHARE Title IX Office offers three different harassment prevention programs. The following table outlines the appropriate training programs for specific positions:


Course Name

Course Code


Faculty and Supervisors (regardless of title)

Harassment Prevention Training for Faculty and Supervisors


Faculty and supervisors will be notified by email

(Classroom or web training)

Non-supervisory Staff

Harassment Prevention Training for Non-Supervisory Staff


Via STARS (Web training)

Everyone Else (e.g. Lecturers, Graduate TAs, Research Associates, Postdocs, Visiting Professors/Scholars)

Harassment Prevention Training for the Academic Workplace


Via STARS   (Web Training)

Everyone within the Vice Provost & Dean of Research, except graduate students (who are not TA's) and undergraduates, is expected to take one of the three harassment prevention courses.

We will rely on the Associate Directors/local HR team members of each unit to notify individuals about this sexual harassment prevention training policy and to maintain records of completion. A certificate of completion is available for download and printing upon completion of training. Copies of these certificates should be kept in the department file, available upon request by the Dean's Office or other central University offices. 

For assistance in running reports in STARS to provide records of completion for your review, contact the SHARE Title IX at 650-497-4955 or

Sexual Harassment Policy Office

Admin Guide 1.8.1 Protection of Minors/Mandated Reporters

California law requires individuals that have regular contact with minors (anyone under the age of 18) at Stanford to report known or reasonably suspected child abuse or neglect to the authorities. These individuals are known under the law as "Mandated Reporters." As employment, internship, program and research opportunities which involve regular contact with minors become known, Associate Directors/local HR team members must contact VPDoR HR for discussion.

Mandated reporters are tracked locally in each of VPDoR’s units. Once a faculty, staff member or student is identified as a mandated reporter, associate directors/local HR administrators will:

  • Present the identified individual with the mandated reporter communication memo and place a copy of memo in the individual’s personnel file

  • Ask the individual to follow the instructions on the memo to complete and sign the Mandated Reporter Acknowledgement Form in STARS

  • Obtain a copy of the completion email sent from STARS to the individual. Place the email in the individual’s personnel file

  • Keep an electronic list of mandated reporters in the unit

For comprehensive information and access to the above mentioned forms regarding Stanford’s response to mandated reporters, please visit

Admin Guide 2.0: Human Resources

The Admin Guide Chapter 2 covers all policies related to employment, including the hiring process, compensation, benefit programs, workplace conduct, training, performance reviews, insurance, and protection of privacy. For further questions on HR policies, please contact your HR Manager.

2.1 Staff Employment Policies 

2.1.2 Recruiting and Hiring of Regular Staff

2.2 General Employment Policies

2.3 Employment Benefit Programs

2.4 Employment General Information

Admin Guide 2.3.5: Disability and Family Leave

Stanford's disability and leaves administrator is AbsenceOne - which is a partnership between Prudential, who underwrites the insurance coverage, and Sedgwick, who manages claims for Prudential.

AbsenceOne makes it easy for you to navigate your leave when you need to care for yourself or for a family member. Common leaves include maternity leave, parental bonding time, helping a loved one recover from surgery, or recovering from your own non-work-related illness or injury. For any given disability or leave claim, there are state and federal laws that may provide job protection, and at Stanford, you may also continue to receive some or all of your regular pay from a combination of disability insurance and your accrued time off. But you don’t need to be an expert in these areas; that is one reason AbsenceOne exists, to guide you through the process. 

About the portal

Employees, managers, and VPDoR HR have access to the AbsenceOne portal, a central hub to view the status of your leave. Within the portal, you are be able to:

  • check your claim status

  • upload medical certification and doctor’s notes

  • set up communication preferences (mail, email or text) and direct deposit

  • view payments

  • send an email to your claims examiner

  • access a resource library

Your manager and VPDoR HR are also able to check your claim status and confirm your return to work date from the portal. To access the portal, look for the My Leaves button in Axess or in the Time Away section of Cardinal at Work - you are be able to login with Single Sign On using your SUNet ID. You can also start or check a claim by calling AbsenceOne at 866-566-1906.

Steps for taking a leave and other resources

Cardinal at Work is updated to reflect the new vendor contact information, but the first few steps in this process remain the same: If you believe you need a leave of absence, talk to your HR manager about the type of leave you need, notify your manager of the leave and call AbsenceOne to start a claim. AbsenceOne will let you know what information they need from you and will confirm your eligibility for different leave types; they will also work with the Disability & Leaves Services team within University Human Resources, who will manage your timecard and ensure that your Stanford pay is correct.

Working While Abroad

Working While Abroad Q&A

Onboarding Resources for New Hires

Onboarding at Stanford
Onboarding at VPDoR

As new staff onboard at VPDoR, we encourage you to please be on the lookout for an invitation to join our New Hire Orientation. This quarterly event is hosted by the VPDoR HR team and is a great opportunity to meet many of the following Dean's Office central teams who you may encounter during your time with VPDoR.

Central Finance IT Strategy & Services Facilities
Research Development Office Faculty & Other Academic Affairs Research Administration

We also invite you to explore the following resources at your leisure during your initial onboarding.

HR Processes & Procedures

Grow & Perform @ Stanford (GPS) Program

Coaching & Development Resources

Recruiting: Benefits-Eligible Staff
Hiring: Benefits-Eligible Staff
Hiring: Contingent Staff (Casuals/Students/Temps)
Form I-9 Process

Verify Eligibility for Employment (Form I-9)

To comply with U.S. law, Stanford must verify eligibility for employment for all new employees – within three days of hire – by collecting a Form I-9 (basic version or smart version) and reviewing original documents establishing the employee's eligibility to work in the U.S. The employee, the hiring department and Payroll all have roles and responsibilities in the I-9 collection process.

Policy: Rules and Regulations for I-9 Compliance.

The following are the current options for processing the Form I-9:

  • Onsite I-9 Verification: Local HR Representative provides employee with I-9 on or before first day of work to be completed by an in person verification.

  • Form I-9 Co-Op Sessions

    • Units under the VPDoR can direct new and current employees to schedule an appointment at the I-9 appointment webpage (UHR Locations). This service is available to benefits-eligible, contingent and student employees.

    • Please note that Postdocs must complete their Form I-9 with their local unit.

  • Remote I-9 Verification

    • I-9 Anywhere: I-9 Anywhere is a service that enables new hires and existing employees who need to complete/reverify their I-9 document to choose from a network of commercial verifiers located throughout the U.S. 

    • Authorized Agent: Complete the I-9 with our local partner universities or colleges.

See more information about these options here.

New hires or returning employees should submit their completed Section 1 of the Form I-9 by the end of the first day of work, and present original documents to the local unit/HR Contact within three business days from the first day of work.

  • Collect and review the completed Form I-9

  • Have the Employee sign and date the form

  • Verify original documents

  • Make document copies and return originals to the employee

  • Unit/HR Contact complete section 2 and submit documents to payroll

Please visit Fingate for a detailed overview of the verification process.

Classifications & Salary Planning
Employment Transitions
Axess Timecard Resources
Payment Requests
Transaction Forms & Template Letters
Flexible Work Agreements (Hybrid and Remote)

Stanford Admin Guide Sections 2.1.20 (Hybrid) and 2.1.21 (Remote) provides definitions, requirements, and obligations for all staff that request a flexible work arrangement. All flexible work arrangements must be approved by the department and VPDoR office.

Please review all of the items below prior to initiating a new hybrid or remote work agreement. Please also ensure that the employee contacts the Stanford Benefits office to verify any impact that may be associated with the new work location.

*Please note that unit leaders can generate and review flexible work agreements for their unit(s) using the "Work Agreement Audit Report_PS_HRS205" report within the OBI HR Reporting system.

When you are ready to submit a flexible work agreement, please complete the steps below. 

*Please note that for remote work agreements with a work location outside of California, please also complete the following form while the remote work agreement is being processed in Axess.

Student Internships

HR Systems

PeopleSoft HR Management

Employee and retiree records are managed using PeopleSoft (HR Information System). To update an employee's data in PeopleSoft, please email your VPDoR HR contact.

  • Update an employee's legal name:

    • Verify the employee's new legal name via a Social Security Card or other legal document

    • Send the employee's new legal name (First, Middle, Last) and the effective date to your VPDoR HR contact

    • Employees can update their preferred name in StanfordYou

  • Update an employee's address:

    • Employees can log in to StanfordYou and update their address at any time under the 'Maintain your directory information' tab

    • Employees can also maintain their emergency contact information in StanfordYou

    • Information changes saved in StanfordYou update PeopleSoft on a nightly basis and flow to the benefits system automatically within a few days

    • Former employees should email their updated address to the local HR contact and then VPDoR HR can send the update to the HR Ops team for system updates

      • Note: W-2s for former employees are mailed out to the address on file by January 31. It is up to the department to keep the address up to date. W-2s are not emailed to former employees. To request a W-2 reprint starting February 15, please follow instructions on Fingate

    • For additional assistance, former employees can contact the Payroll Office directly:

OBI HR Reporting

OBI HR Reporting provides authorized HR users to pull information from PeopleSoft for reporting functions by org code or employee.

  • HR users may generate reports at > Catalog > Share Folders > HR-Payroll-Benefits System

  • BI HR Operational Reporting: Outlines information on the reporting structure, how to run reports with screenshots and quick steps, and helpful tips and guidelines for expected results.

    • Common HR reports include: Emergency Contact, HR Supervisor, Activity, Contingent Workforce Audit, Dates, Gross Pay, Print-A-Person, Salary List, Supplemental Pay, Work Agreement Audit Report

Axess Timecard
Taleo Applicant Tracking

Taleo is Stanford's Applicant Tracking System that assists in the recruitment process for benefits-eligible staff. 

User Roles (in order from highest - lowest authority):

  1. HR Rep - School and VP area human resources staff have administrative access to creating requisitions, and candidate management for the requisitions assigned to their school or area.

  2. Hiring Manager - Managers hiring a staff member can view assigned requisitions and can change step and status for candidates up to the interview completion step. See the Hiring Manager tools in the Cardinal at Work website.

  3. Collaborator - Others participating in the selection process can view requisitions assigned to them, review and compare candidates, and share resumes with others. See the Watcher/Collaborator tools in the Cardinal at Work website

Your access can be found on Authority Manager under Human Resources > Applicant Tracking System

Taleo Job Aids

HireRight Background Checks

Stanford seeks to hire the best talent and to promote a safe and secure environment for all members of the university community and its property. A background check provides independent verification of information about a job finalist before the offer to hire is final. The background check always includes a criminal court record search, and may also include independent verification of the highest level of education.

  • HR users may access HireRight at

  • Review the Stanford Background Check Policy

  • All background check policies and procedures, instructions, and forms can be found at

  • For new benefits-eligible non-academic staff, background checks should be initiated directly from the Taleo requisition after the offer letter has been extended

  • For new contingents and academic staff, background checks should be initiated directly from HireRight after the offer letter has been extended


CardinalTemps is a new system that offers a one-stop solution for managing the hiring of temporary staff at Stanford through the ZeroChaos platform.

  • Create a CardinalTemps account by emailing your SUNet and Department name to

  • Login to iProcurement > Favorites > iProcurement Home > CardinalTemps icon

  • Use the CardinalTemps tools & resources to navigate the ZeroChaos platform, create a requisition, and manage candidates

  • Note: CardinalTemps will not affect temp/casual employees hired directly onto Stanford's payroll. You may continue to hire temp/casual employees onto Stanford's payroll by following the steps outlined in the section above titled "Hiring: Contingent Staff (Casuals/Students/Temps)".


OpenText is Stanford’s current web-based electronic filing program used by Human Resources for electronic personnel file storage.
There is an overnight feed from PeopleSoft to OpenText when an employee is hired into a benefits-eligible position or when transferred from one department to another. The new organization will have access to the employee’s file the day after the transaction has been uploaded into PeopleSoft. The employee’s folder will be created in OpenText based on the action date for hires and rehires and the effective date for transfers and position movement (lateral, promotions and other movement) in PeopleSoft.
Log into Open Text by navigating to with your SUNet ID and Password. Please contact your VPDoR HR contact to request authority.
Resources and Support
For additional resources, visit Digital Personnel Files (e-files)