Johns Hopkins University
Assistant Director, Human Resources
Johns Hopkins University, Baltimore, Maryland, United States, 21276
We are seeking an
Assistant Director, Human Resources
(ADHR) who will be the lead HR business partner responsible for HR service delivery across selected departments and divisions in the School of Medicine (SOM). SOM client groups may include up to 4,500 faculty, staff, and learners. Reporting to the Senior Director, Human Resources (SDHR), with strong dotted line accountability to department Administrator(s), the ADHR will be a trusted partner who works autonomously with senior leaders, managers, and staff. The ADHR is responsible for supporting efforts to execute a human resource and human capital management strategy in support of the School of Medicine's business plan and strategic direction, specifically in the areas of workforce planning, retention, organizational and performance management, compensation, training and development, succession planning, and change management.
As a member of the SOM HR leadership team, the ADHR will consult and collaborate with the HRD on escalated and/or complex initiatives and projects in realization of the vision and mission of Johns Hopkins Medicine.
The ADHR will elevate the level of HR support and service to SOM departments by managing and providing operational direction to the HR staff who provide local support across SOM departments.
This position is the accountable leader for HR service delivery for selected client groups and will also serve as a member of and sit on the senior leadership teams of one or more client groups. The ADHR will be responsible for leading the local HR teams to meet annual performance objectives; providing on-going coaching, development, and recognition; and supporting career development.
Specific Duties & Responsibilities
Work with SOM HR and departmental leadership to drive the development and implementation of talent acquisition, retention, onboarding and off-boarding, training and development, employee relations, compensation, benefits, performance management, and workforce planning programs, ensuring all procedures comply with legal regulations, best practices, and University policies and procedures.
Ensure strategy, processes, and philosophies within departmental HR reflect and align with overall University strategy.
Drive departmental talent acquisition and retention efforts to achieve successful outcomes.
Design and execute an effective and efficient performance management process with focus on strategic results-based goal setting processes.
Ensure fair, equitable and compliant pay practices.
Support organizational redesign/change efforts.
Independently consult on a broad range of workplace issues to include performance management, progressive discipline, terminations, discrimination/harassment, and conflict resolution and recommend appropriate resolution.
When appropriate, partner with Central HR leadership & General Counsel on matters related to employee relations.
Partner with leaders to drive and influence Diversity, Equity and Inclusion (DEI) strategy and initiatives to attract and retain a diverse workforce.
Ensure that diversity elements and strategies are built into all talent management initiatives and develop metrics which will support program effectiveness.
Collaborate with SOM HR and departmental leadership to develop and implement a data-driven workforce planning strategy in support of workforce needs.
Develop staffing projections, and succession planning to assist management with headcount budgeting and workforce planning.
Partner with SDHR to oversee payroll process control and compliance.
Maintain in-depth knowledge of legal and compliance requirements related to day-to-day management of team members, reducing legal risk, and ensuring regulatory compliance, conducting internal HR audits as needed.
Identify/anticipate HR needs and make recommendations to implement new strategies to address competitive, complex business issues.
Partner with central HR to develop and deliver specialized trainings and professional development offerings.
Ensure effective management of the functional HR team.
Serve on various university human resources committees and task forces as requested, and recommend new policies and modifications to current human resources policies, procedures, and programs.
Knowledge, Skills, and Abilities
Experience working with senior-level management and organizational leaders in a highly matrixed organization.
Demonstrated willingness and ability to partner, build, and sustain positive working relationships with leadership, management, and employees.
Experience providing leadership and clear unit vision and goals to staff including hiring, coaching and counseling, development, and performance management.
Advanced consulting and negotiation skills providing appropriate counsel, advice, and work in partnership with supervisors and employees on HR matters, as well as facilitating and negotiating conflict resolution.
Comprehensive knowledge of federal, state, and local HR laws and regulations.
Unfailing discretion and integrity; excellent judgment. Ability to respect the confidentiality of sensitive information.
Experience working with diverse employees, and navigating diversity and inclusion issues, and understanding complexities.
Demonstrated ability to initiate, develop, and implement a wide range of contemporary human resources programs independently and in collaboration with other HR professionals.
Demonstrated organizational development and change management skills, highly capable of working with different leadership styles, and diverse and/or complex organizational issues and structures.
Behavioral work style that is approachable, collaborative, hands-on, and shows attention to detail.
Working knowledge of emerging trends and practices in HR, including experience implementing new HR practices.
Demonstrated track record of taking initiative, effectively navigating ambiguity, and handling multiple priorities.
Excellent critical thinking and analytical skills.
Excellent oral and written communication skills to be able to promote and communicate HR programs to various constituents.
Demonstrated ability to exercise sound independent judgment.
Effectively utilize tools and technology to develop employees and build a positive, creative workplace culture.
Experience using data analytics to help leadership to assess talent needs, progress, and impact of programs.
Minimum Qualifications
Bachelor's Degree, with a concentration in human resources, business administration, or related field.
Minimum eight (8) years of progressive experience in human resources leadership and management.
Minimum two (2) years management and staff leadership and development experience.
Additional education may substitute for required experience and additional related experience may substitute for required education, to the extent permitted by the JHU equivalency formula.
Preferred Qualifications
Master's Degree.
PHR or SPHR certification.
Two (2) years' experience working with a senior leadership team as a thought leader preferably in a university setting.
Classified Title: Assistant Director HRJob Posting Title (Working Title): Assistant Director, Human ResourcesRole/Level/Range: ATP/04/PFStarting Salary Range: $98,200 - $171,900 Annually ($130,000 targeted; Commensurate with experience)Employee group: Full TimeSchedule: Mon-Fri, 8.30am-5.00pmExempt Status: ExemptLocation: Hybrid/School of Medicine CampusDepartment name: SOM Admin HR General AdministrationPersonnel area: School of Medicine
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Assistant Director, Human Resources
(ADHR) who will be the lead HR business partner responsible for HR service delivery across selected departments and divisions in the School of Medicine (SOM). SOM client groups may include up to 4,500 faculty, staff, and learners. Reporting to the Senior Director, Human Resources (SDHR), with strong dotted line accountability to department Administrator(s), the ADHR will be a trusted partner who works autonomously with senior leaders, managers, and staff. The ADHR is responsible for supporting efforts to execute a human resource and human capital management strategy in support of the School of Medicine's business plan and strategic direction, specifically in the areas of workforce planning, retention, organizational and performance management, compensation, training and development, succession planning, and change management.
As a member of the SOM HR leadership team, the ADHR will consult and collaborate with the HRD on escalated and/or complex initiatives and projects in realization of the vision and mission of Johns Hopkins Medicine.
The ADHR will elevate the level of HR support and service to SOM departments by managing and providing operational direction to the HR staff who provide local support across SOM departments.
This position is the accountable leader for HR service delivery for selected client groups and will also serve as a member of and sit on the senior leadership teams of one or more client groups. The ADHR will be responsible for leading the local HR teams to meet annual performance objectives; providing on-going coaching, development, and recognition; and supporting career development.
Specific Duties & Responsibilities
Work with SOM HR and departmental leadership to drive the development and implementation of talent acquisition, retention, onboarding and off-boarding, training and development, employee relations, compensation, benefits, performance management, and workforce planning programs, ensuring all procedures comply with legal regulations, best practices, and University policies and procedures.
Ensure strategy, processes, and philosophies within departmental HR reflect and align with overall University strategy.
Drive departmental talent acquisition and retention efforts to achieve successful outcomes.
Design and execute an effective and efficient performance management process with focus on strategic results-based goal setting processes.
Ensure fair, equitable and compliant pay practices.
Support organizational redesign/change efforts.
Independently consult on a broad range of workplace issues to include performance management, progressive discipline, terminations, discrimination/harassment, and conflict resolution and recommend appropriate resolution.
When appropriate, partner with Central HR leadership & General Counsel on matters related to employee relations.
Partner with leaders to drive and influence Diversity, Equity and Inclusion (DEI) strategy and initiatives to attract and retain a diverse workforce.
Ensure that diversity elements and strategies are built into all talent management initiatives and develop metrics which will support program effectiveness.
Collaborate with SOM HR and departmental leadership to develop and implement a data-driven workforce planning strategy in support of workforce needs.
Develop staffing projections, and succession planning to assist management with headcount budgeting and workforce planning.
Partner with SDHR to oversee payroll process control and compliance.
Maintain in-depth knowledge of legal and compliance requirements related to day-to-day management of team members, reducing legal risk, and ensuring regulatory compliance, conducting internal HR audits as needed.
Identify/anticipate HR needs and make recommendations to implement new strategies to address competitive, complex business issues.
Partner with central HR to develop and deliver specialized trainings and professional development offerings.
Ensure effective management of the functional HR team.
Serve on various university human resources committees and task forces as requested, and recommend new policies and modifications to current human resources policies, procedures, and programs.
Knowledge, Skills, and Abilities
Experience working with senior-level management and organizational leaders in a highly matrixed organization.
Demonstrated willingness and ability to partner, build, and sustain positive working relationships with leadership, management, and employees.
Experience providing leadership and clear unit vision and goals to staff including hiring, coaching and counseling, development, and performance management.
Advanced consulting and negotiation skills providing appropriate counsel, advice, and work in partnership with supervisors and employees on HR matters, as well as facilitating and negotiating conflict resolution.
Comprehensive knowledge of federal, state, and local HR laws and regulations.
Unfailing discretion and integrity; excellent judgment. Ability to respect the confidentiality of sensitive information.
Experience working with diverse employees, and navigating diversity and inclusion issues, and understanding complexities.
Demonstrated ability to initiate, develop, and implement a wide range of contemporary human resources programs independently and in collaboration with other HR professionals.
Demonstrated organizational development and change management skills, highly capable of working with different leadership styles, and diverse and/or complex organizational issues and structures.
Behavioral work style that is approachable, collaborative, hands-on, and shows attention to detail.
Working knowledge of emerging trends and practices in HR, including experience implementing new HR practices.
Demonstrated track record of taking initiative, effectively navigating ambiguity, and handling multiple priorities.
Excellent critical thinking and analytical skills.
Excellent oral and written communication skills to be able to promote and communicate HR programs to various constituents.
Demonstrated ability to exercise sound independent judgment.
Effectively utilize tools and technology to develop employees and build a positive, creative workplace culture.
Experience using data analytics to help leadership to assess talent needs, progress, and impact of programs.
Minimum Qualifications
Bachelor's Degree, with a concentration in human resources, business administration, or related field.
Minimum eight (8) years of progressive experience in human resources leadership and management.
Minimum two (2) years management and staff leadership and development experience.
Additional education may substitute for required experience and additional related experience may substitute for required education, to the extent permitted by the JHU equivalency formula.
Preferred Qualifications
Master's Degree.
PHR or SPHR certification.
Two (2) years' experience working with a senior leadership team as a thought leader preferably in a university setting.
Classified Title: Assistant Director HRJob Posting Title (Working Title): Assistant Director, Human ResourcesRole/Level/Range: ATP/04/PFStarting Salary Range: $98,200 - $171,900 Annually ($130,000 targeted; Commensurate with experience)Employee group: Full TimeSchedule: Mon-Fri, 8.30am-5.00pmExempt Status: ExemptLocation: Hybrid/School of Medicine CampusDepartment name: SOM Admin HR General AdministrationPersonnel area: School of Medicine
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