Johns Hopkins University
Director, Human Resources - Jhpiego
Johns Hopkins University, Baltimore, Maryland, United States, 21276
Jhpiego is seeking a Director, Human Resources to join their dynamic Global Human Resources Team. This role is responsible for developing and executing a human resource and human capital management strategy in support of the organization’s overall 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.
Responsibilities:
Talent Acquisition
Lead the Talent Acquisition Team and strategy.
Drive talent acquisition and retention approaches.
Own the global candidate generation responsibility by developing and deploying strategic talent attraction initiatives.
Foster innovation through research and exploration of new solutions; institute initiatives to improve/extend capability and ensure all tools/software/platforms fully support Jhpiego recruiting processes. Optimize the iCIMS recruiting system to ensure maximum value and usability and ensure interoperability with other systems within the organization.
Ensure best practices and contemporary recruiting methods are deployed across the organization and focused on diversity, equity, and inclusion efforts to hire dynamic and adaptive staff.
Participate in organizational strategic planning and provide leadership for needed policies and processes.
Research and assist in the development of shared ownership recruitment processes to achieve improvements with priority organizational concerns.
Mentor and counsel hiring managers to develop effective sourcing and recruitment strategies that result in client satisfaction. Develop effective relationships within the organization and the hiring community to influence and impact the recruiting process and hiring.
Create and maintain an environment of equal employment opportunity, diversity, and competitive advantage in support of the organization’s diversity and inclusion strategic plan.
Foster a culture of continuous improvement, innovating on engagement strategies, hiring processes, delivery models, and tools. Review and, when necessary, redesign recruitment processes/tools such as job descriptions, terms of reference, interviewing guidelines, candidate assessment forms, reference checks, background checks, competency testing, offer letters, and employment templates.
Work to drive Diversity, Equity and Inclusion (DEI) strategy and initiatives for the organization to attract and retain a diverse workplace
Ensure that diversity elements and strategies are built into all talent management initiatives and develop metrics which will support program effectiveness.
HR Operations & Employee Relations
Manage the HR team, in direct collaboration with leadership and Central HR resources (Human Resources Strategic Services, Benefits, Compensation, Employee/Labor Relations & compliance, Payroll, Talent Acquisition, HR Shared Services, etc.)
Ensure strategy, processes and philosophies within HR Department reflect and align with overall University and Jhpiego strategy
Assume overall responsibility for employee action 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
Analyze the effectiveness of HR operations and policies and look for improvements
Identify/anticipate needs and make recommendations to implement new strategies to address competitive, complex business issues
Develop and manage metrics that will provide a clear understanding of progress against talent and organizational objectives such as time to fill, turnover, cost per hire, internal equity, exit interviews and training
Provide regular (monthly) LMS and HRIS reports and analysis
Participate and assist with additional responsibilities and projects as directed
Maintain and execute an effective and efficient performance management process with focus on strategic results-based goal setting processes
Relationship Management
Build and manage the Human Resources team and serve as strategic partner and advisor to the leadership team, managers and all staff
Provide framework and lead efforts to develop and implement a data driven workforce planning strategy in support of workforce needs
Serve as a coach, and advisor for leadership throughout the organization regarding management, performance issues, opportunities, and recognition
Support organizational redesign/change efforts
Serve as the primary subject matter expert to support HR technology implementations, restructuring efforts, etc.
Partner with Central HR leadership & General Counsel as needed
Represent the division on the Human Resources Leadership Team and participate in Central HR committees and projects as needed.
Supervision
Provides coaching, guidance and mentorship to the supervisees
Sets targets and objectives for assigned area and delivers results
Grows team expertise to align with program and organizational direction while continually looking for ways to provide / enhance the value delivered
Leads a high-performing team and provides ongoing feedback and performance reviews
Tracks, monitors and effectively addresses and / or rewards performance of team members
Manages employees in compliance with all HR policies, procedures, guidelines
Shares knowledge, information, skills and subject matter expertise among the team and ensures the timely communication of issues while encouraging good working relationships with other functions / teams
Recruits for all hires to ensure a highly diverse, qualified workforce with the necessary capabilities needed to achieve goals
Special Skills, Knowledge & Abilities:
Knowledge of specialized human resources processes and strategies needed to lead the evaluation, measurement, and continuous improvement of the global human resource’s function
Track record of leading HR operations
Strategic thinker able to develop human resource strategies to achieve organizational objectives
Strong business acumen
Demonstrated ability to exercise discerning judgment, consultative decision-making, creative problem solving and innovative approaches to managing human resources
Proven management skills with successful track record of mentoring and developing direct reports
Strong change management and project management skills
Team facilitation skills and experience and demonstrated ability to resolve complex problems impacting people, process and program issues
Strong team player with the ability to establish effective working relationships with peers, subordinates and superiors through contributions in team settings, working groups and committees
Must have strong interpersonal skills with the ability to relate well to staff from many different cultures and backgrounds
Ability to coordinate and prioritize multiple functions, anticipate needs and follow through
Ability to research, analyze, and interpret data
Computer proficiency required, particularly with Word, Excel, PowerPoint, Outlook, Access, or similar programs
The professional ability to act as a catalyst for change through positive energy
Proficiency in interaction with and influencing senior leaders in a highly matrixed organization
Critical and strategic thinking and planning, oral/written communication, organizational and talent development, relationship building and interpersonal skills
Thorough understanding of human resources principles and practices including employment law, ADA, ACA, EEO, FLSA and FMLA compliance
Experience with HR technology, design, and functionality and or other human resources computer applications and systems including applicant tracking, performance management and CRM tools
The ability to maintain confidentiality and work appropriately with highly sensitive information
Minimum Qualifications
Bachelor's degree
Eight years progressively responsible Human Resources management experience
Preferred Qualifications
Master’s degree in HR or relevant field
HR Certification (GPHR or SHRM-SCP)
Experience in an international NGO or university
Classified Title: Director HR SOM
Job Posting Title (Working Title): Director, Human Resources - Jhpiego
Role/Level/Range: ATP/04/PG
Starting Salary Range:
Employee group: Full Time
Schedule: Mon - Fri 8:30 AM - 5:00 PM
Exempt Status: Exempt
Location: Jhpiego
Department name: 60000108-Global Human Resources GHR
Personnel area: Academic and Business Centers
Equal Opportunity Employer:
Johns Hopkins University is an equal opportunity employer and does not discriminate on the basis of race, color, gender, religion, age, sexual orientation, national or ethnic origin, disability, marital status, veteran status, or any other occupationally irrelevant criteria. The university promotes affirmative action for minorities, women, disabled persons, and veterans.
Responsibilities:
Talent Acquisition
Lead the Talent Acquisition Team and strategy.
Drive talent acquisition and retention approaches.
Own the global candidate generation responsibility by developing and deploying strategic talent attraction initiatives.
Foster innovation through research and exploration of new solutions; institute initiatives to improve/extend capability and ensure all tools/software/platforms fully support Jhpiego recruiting processes. Optimize the iCIMS recruiting system to ensure maximum value and usability and ensure interoperability with other systems within the organization.
Ensure best practices and contemporary recruiting methods are deployed across the organization and focused on diversity, equity, and inclusion efforts to hire dynamic and adaptive staff.
Participate in organizational strategic planning and provide leadership for needed policies and processes.
Research and assist in the development of shared ownership recruitment processes to achieve improvements with priority organizational concerns.
Mentor and counsel hiring managers to develop effective sourcing and recruitment strategies that result in client satisfaction. Develop effective relationships within the organization and the hiring community to influence and impact the recruiting process and hiring.
Create and maintain an environment of equal employment opportunity, diversity, and competitive advantage in support of the organization’s diversity and inclusion strategic plan.
Foster a culture of continuous improvement, innovating on engagement strategies, hiring processes, delivery models, and tools. Review and, when necessary, redesign recruitment processes/tools such as job descriptions, terms of reference, interviewing guidelines, candidate assessment forms, reference checks, background checks, competency testing, offer letters, and employment templates.
Work to drive Diversity, Equity and Inclusion (DEI) strategy and initiatives for the organization to attract and retain a diverse workplace
Ensure that diversity elements and strategies are built into all talent management initiatives and develop metrics which will support program effectiveness.
HR Operations & Employee Relations
Manage the HR team, in direct collaboration with leadership and Central HR resources (Human Resources Strategic Services, Benefits, Compensation, Employee/Labor Relations & compliance, Payroll, Talent Acquisition, HR Shared Services, etc.)
Ensure strategy, processes and philosophies within HR Department reflect and align with overall University and Jhpiego strategy
Assume overall responsibility for employee action 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
Analyze the effectiveness of HR operations and policies and look for improvements
Identify/anticipate needs and make recommendations to implement new strategies to address competitive, complex business issues
Develop and manage metrics that will provide a clear understanding of progress against talent and organizational objectives such as time to fill, turnover, cost per hire, internal equity, exit interviews and training
Provide regular (monthly) LMS and HRIS reports and analysis
Participate and assist with additional responsibilities and projects as directed
Maintain and execute an effective and efficient performance management process with focus on strategic results-based goal setting processes
Relationship Management
Build and manage the Human Resources team and serve as strategic partner and advisor to the leadership team, managers and all staff
Provide framework and lead efforts to develop and implement a data driven workforce planning strategy in support of workforce needs
Serve as a coach, and advisor for leadership throughout the organization regarding management, performance issues, opportunities, and recognition
Support organizational redesign/change efforts
Serve as the primary subject matter expert to support HR technology implementations, restructuring efforts, etc.
Partner with Central HR leadership & General Counsel as needed
Represent the division on the Human Resources Leadership Team and participate in Central HR committees and projects as needed.
Supervision
Provides coaching, guidance and mentorship to the supervisees
Sets targets and objectives for assigned area and delivers results
Grows team expertise to align with program and organizational direction while continually looking for ways to provide / enhance the value delivered
Leads a high-performing team and provides ongoing feedback and performance reviews
Tracks, monitors and effectively addresses and / or rewards performance of team members
Manages employees in compliance with all HR policies, procedures, guidelines
Shares knowledge, information, skills and subject matter expertise among the team and ensures the timely communication of issues while encouraging good working relationships with other functions / teams
Recruits for all hires to ensure a highly diverse, qualified workforce with the necessary capabilities needed to achieve goals
Special Skills, Knowledge & Abilities:
Knowledge of specialized human resources processes and strategies needed to lead the evaluation, measurement, and continuous improvement of the global human resource’s function
Track record of leading HR operations
Strategic thinker able to develop human resource strategies to achieve organizational objectives
Strong business acumen
Demonstrated ability to exercise discerning judgment, consultative decision-making, creative problem solving and innovative approaches to managing human resources
Proven management skills with successful track record of mentoring and developing direct reports
Strong change management and project management skills
Team facilitation skills and experience and demonstrated ability to resolve complex problems impacting people, process and program issues
Strong team player with the ability to establish effective working relationships with peers, subordinates and superiors through contributions in team settings, working groups and committees
Must have strong interpersonal skills with the ability to relate well to staff from many different cultures and backgrounds
Ability to coordinate and prioritize multiple functions, anticipate needs and follow through
Ability to research, analyze, and interpret data
Computer proficiency required, particularly with Word, Excel, PowerPoint, Outlook, Access, or similar programs
The professional ability to act as a catalyst for change through positive energy
Proficiency in interaction with and influencing senior leaders in a highly matrixed organization
Critical and strategic thinking and planning, oral/written communication, organizational and talent development, relationship building and interpersonal skills
Thorough understanding of human resources principles and practices including employment law, ADA, ACA, EEO, FLSA and FMLA compliance
Experience with HR technology, design, and functionality and or other human resources computer applications and systems including applicant tracking, performance management and CRM tools
The ability to maintain confidentiality and work appropriately with highly sensitive information
Minimum Qualifications
Bachelor's degree
Eight years progressively responsible Human Resources management experience
Preferred Qualifications
Master’s degree in HR or relevant field
HR Certification (GPHR or SHRM-SCP)
Experience in an international NGO or university
Classified Title: Director HR SOM
Job Posting Title (Working Title): Director, Human Resources - Jhpiego
Role/Level/Range: ATP/04/PG
Starting Salary Range:
Employee group: Full Time
Schedule: Mon - Fri 8:30 AM - 5:00 PM
Exempt Status: Exempt
Location: Jhpiego
Department name: 60000108-Global Human Resources GHR
Personnel area: Academic and Business Centers
Equal Opportunity Employer:
Johns Hopkins University is an equal opportunity employer and does not discriminate on the basis of race, color, gender, religion, age, sexual orientation, national or ethnic origin, disability, marital status, veteran status, or any other occupationally irrelevant criteria. The university promotes affirmative action for minorities, women, disabled persons, and veterans.