HR Director

Overview

Jhpiego is seeking a Director, Human Resources. The Director, Human Resources will be 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

Required Qualifications

• Bachelor's degree in business, Human Resources or related field.
• 10 years' experience in an HR function
• 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

Preferred Qualifications

• Master's degree in HR or relevant field
• HR Certification (GPHR or SHRM-SCP)
• Experience in an international NGO or university

The salary range for this role is expected to be: $130,000- $150,000.

Total Rewards:

The referenced salary range is based on Johns Hopkins University's good faith belief at the time of posting. Actual compensation may vary based on factors such as geographic location, work experience, market conditions, education/training and skill level. Johns Hopkins offers a total rewards package that supports our employees' health, life, career and retirement. More information can be found here: https://hr.jhu.edu/benefits-worklife/

Please refer to the job description above to see which forms of equivalency are permitted for this position. If permitted, equivalencies will follow these guidelines:
JHU Equivalency Formula: 30 undergraduate degree credits (semester hours) or 18 graduate degree credits may substitute for one year of experience. Additional related experience may substitute for required education on the same basis. For jobs where equivalency is permitted, up to two years of non-related college course work may be applied towards the total minimum education/experience required for the respective job.

**Applicants who do not meet the posted requirements but are completing their final academic semester/quarter will be considered eligible for employment and may be asked to provide additional information confirming their academic completion date.

The successful candidate(s) for this position will be subject to a pre-employment background check. Johns Hopkins is committed to hiring individuals with a justice-involved background, consistent with applicable policies and current practice. A prior criminal history does not automatically preclude candidates from employment at Johns Hopkins University. In accordance with applicable law, the university will review, on an individual basis, the date of a candidate's conviction, the nature of the conviction and how the conviction relates to an essential job-related qualification or function.

The Johns Hopkins University values diversity, equity and inclusion and advances these through our key strategic framework, the JHU Roadmap on Diversity and Inclusion.

Equal Opportunity Employer

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

EEO is the Law

Learn more:
https://www.eeoc.gov/sites/default/files/migrated_files/employers/poster_screen_reader_optimized.pdf

Accommodation Information

If you are interested in applying for employment with The Johns Hopkins University and require special assistance or accommodation during any part of the pre-employment process, please contact the Talent Acquisition Office at [redacted]. For TTY users, call via Maryland Relay or dial 711. For more information about workplace accommodations or accessibility at Johns Hopkins University, please visit accessibility.jhu.edu.

Johns Hopkins has mandated COVID-19 and influenza vaccines, as applicable. Exceptions to the COVID and flu vaccine requirements may be provided to individuals for religious beliefs or medical reasons. Requests for an exception must be submitted to the JHU vaccination registry. For additional information, applicants should visit https://covidinfo.jhu.edu/health-safety/covid-vaccination-information/.

RECRUITMENT SCAMS & FRAUD WARNING

Jhpiego has become aware of scams involving false job offers. Please be advised:

• Recruiters will never ask for a fee during any stage of the recruitment process.
• All active jobs are advertised directly on our careers page.

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