We are seeking a Sr. HR Director SOM is a member of the University Human Resources leadership team. Reporting to the Executive Director of Human Resources-Employee & Labor Relations, with an indirect reporting relationship to the SVP of Human Resources for Johns Hopkins Health System (who serves as Senior Vice President, Human Resources of Johns Hopkins Medicine). Johns Hopkins Medicine (JHM) is an enterprise including the Johns Hopkins School of Medicine and the Johns Hopkins Health System (JHHS), involving extensive interaction and collaboration between the two organizations.
This position is the accountable senior human resources leader for the School of Medicine (SOM), which is comprised of clinical and non-clinical departments and divisions engaged in academic research, medical education and the clinical practice of medicine. This role is responsible for developing and managing the overall human resources strategy for the SOM, while working to ensure alignment with broader JHU and JHM goals and priorities.
The Sr. Director leads the divisional team of SOM Human Resources practitioners, who work in various positions at the management, independent contributor and operational contributor levels across 30 clinical and research departments. In conjunction with the divisional HR team, the Sr. Director is responsible for effectively executing all human resources policies, practices, and programs across the SOM, ensuring their alignment and support of the school's business operations, compliance with applicable human resources laws and regulations and consistency with the human capital strategies and models of human resources best practices at the Johns Hopkins University (JHU) and Johns Hopkins Medicine.
In addition to direct leadership of the SOM Divisional HR team, this position regularly collaborates with the SVP of Human Resources for JHHS and the overall JHHS Human Resources leadership team to develop and implement human resource practices that facilitate the harmonization of polices for JHU staff and health system employees, where applicable and appropriate.
The Sr. Director engages with the executive leadership of the SOM, serving as a strategic thought partner and also working to ensure that all human resources strategy, process and support needs are being met. This position also serves on strategic planning, project development and process review committees, at the request of SOM executive leadership, including the Dean, the Executive Vice Dean and the Chief Financial Officer.
Specific Duties & Responsibilities
Manage the strategic collaboration process with members of the JHU Central Human Resources and Johns Hopkins Medicine teams to ensure that departments receive appropriate guidance and support for functional HR matters, including employee/labor relations, recruitment and on-boarding, performance management, performance development, compensation, diversity & inclusion and employee engagement activities for the [7,500+] employees of the Johns Hopkins School of Medicine, along with faculty.
Oversee critical aspects of the HR practice for the SOM and provides strategic leadership and oversight to the HR practices including employee and labor relations, policy and HR service delivery (employee engagement/development, performance management, compensation, talent acquisition, and payroll/workforce management) collaborating with central resources as appropriate to ensure consistency and quality of practice.
Act as the primary HR resource for SOM leadership, represent the perspective of the SOM in development of policy and practices.
Manage and develop the SOM HR Director, Assistant Directors and teams engaged in the HR work for SOM departments.
Facilitate consistency of practice across strategic, operational and programmatic work of HR across SOM.
Collaborate to utilize the knowledge, skills and abilities of subject matter experts in the Central HR Centers of Expertise in matters pertaining to recruitment, legal, compensation, benefits, employee health, leave administration/records, and professional development.
Work to ensure that quality HR services are provided and that the needs and requirements of all departments are understood and addressed satisfactorily.
Consult and partner with Central HR Talent Management & Organizational Development (TMOD) to assist the SOM and its various departments/divisions with their organizational development, workforce planning and succession management needs.
Provide strategic leadership on promoting employee engagement in SOM through routine activities, along with formal survey processes. Manages review of survey feedback and consults with key leaders/stakeholders and other HR colleagues to effectively identify and implement measures to improve employee engagement. Serves as the lead SOM representative for formal engagement surveys and partners with JHM to develop strategies for appropriate employee engagement communications and best practices.
Ensure that human resources policies, procedures, and practices in SOM are in compliance with applicable laws and regulations and are aligned with established models and standards of human resources practices at the University. Assures that department human resources practitioners are proactive in maintaining compliance including full cooperation and assistance with investigations and audits.
Partner with the Central Compensation team to support market and equity reviews, in an effort to assure competitive and appropriate pay for staff.
Collaborate with the Central Talent Acquisition team to develop recruitment strategies for specific positions and/or to address recruitment challenges. This includes establishing focus groups and leadership discussions to evaluate current recruiting practices, along with developing new strategies to attract and retain key talent.
Supervise Director of HR SOM and Employee Relations Specialist and provides central HR leadership, guidance, development and support to members of the Divisional HR team who are aligned with specific SOM departments.
Partner with members of the University's Office of General Counsel and the Office of Institutional Equity on employment matters including employee relations issues, questions regarding legal compliance, allegations of illegal behavior and other wrongdoing and potential legal implications.
Monitor and implement applicable human resources federal and state compliance requirements, conducting investigations, maintaining records, and other employee services.
Manage and resolve highly sensitive and complex employee relations cases and oversees a high volume of employee relations cases that emerge in the school.
Work in conjunction with Central HR leadership and SOM leadership in developing human capital strategies and tactical plans to address critical and major human resources concerns and initiatives in the school.
Interface with the Office of the Dean to ensure that recruitment and retention strategies are regularly reviewed and updated for key leadership and support positions.
Anticipate the implications and impact that Central Human Resources policies, programs, and systems may have on the SOM, and provides input, feedback, and recommendations to ensure that the unique needs and interests of the school are presented well.
Work directly with SOM executive leadership to address widespread strategic HR needs.
Serve on various committees at the request of SOM leadership and/or Central HR leadership to ensure that Human Resources is represented in all critical planning and decision making that impacts the SOM.
Bachelor's Degree in Human Resources, Business Administration, or relevant field.
Ten (10) plus years of progressively increasing leadership experience in human resources management, including employee relations experience, preferably in a university setting.
Five (5) plus years of experience working with a senior leadership team as a thought leader.
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.
Master's Degree in related field.
Experience working in academic environment is strongly preferred.
Knowledge and understanding of the University, its history, culture, organizational structure and units, decision-making process, policies and programs.
Ability to work with and use current JHU HR information technology; SAP and SuccessFactors experience strongly preferred, proficient use of the Microsoft suite, as well as working knowledge of digital workflow platforms and ticketing systems (e.g., ServiceNow, JIRA or OnBase) also preferred.
Special Knowledge, Skills, & Abilities
Must possess the professional ability to act as a catalyst for change through positive energy. Able to effectively articulate goals and objectives and help others to clearly understand their value.
Proficiency in interacting with and influencing senior organizational leaders in a highly matrixed organization.
Demonstrates flexibility and manages change in ways that result in productive performance. Must be able to work effectively and independently in an environment with multiple priorities.
Must be able to adapt to varying business challenges, while always maintaining a focus on professionalism and customer service.
Requires a behavioral work style that is approachable, collaborative, hands-on, and shows attention to detail.
Thorough understanding of human resources principles and practices, including employment law, and EEO compliance.
Requires the ability to maintain confidentiality and work appropriately with highly sensitive information.
Classified Title: Sr. HR Director SOM Role/Level/Range: L/05/LH Starting Salary Range: Min $126,000 - Max $220,800 Annually (Commensurate with experience) Employee group: Full Time Schedule: M-F/8:30-5:00 Exempt Status: Exempt Location: Hybrid/Eastern High Campus Department name: Employee and Labor Relations East Balt Personnel area: University Administration
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.
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