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Requisition ID:  116007

Assistant Director, Human Resources

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 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 HR 
Job Posting Title (Working Title): Assistant Director, Human Resources   
Role/Level/Range: L/04/LF  
Starting Salary Range: $98,200 - $171,900 Annually ($130,000 targeted; Commensurate with experience) 
Employee group: Full Time 
Schedule: Mon-Fri, 8.30am-5.00pm 
Exempt Status: Exempt 
Location: Hybrid/School of Medicine Campus 
Department name: ​​​​​​​SOM Admin HR General Administration  
Personnel area: School of Medicine 

 

 

Total Rewards
The referenced base salary range represents the low and high end of Johns Hopkins University’s salary range for this position. Not all candidates will be eligible for the upper end of the salary range. Exact salary will ultimately depend on multiple factors, which may include the successful candidate's geographic location, skills, work experience, market conditions, education/training and other qualifications. 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/.

Education and Experience Equivalency
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 Completing Studies
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.

Background Checks
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.

Diversity and Inclusion
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
https://www.eeoc.gov/sites/default/files/2023-06/22-088_EEOC_KnowYourRights6.12ScreenRdr.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 jhurecruitment@jhu.edu. For TTY users, call via Maryland Relay or dial 711. For more information about workplace accommodations or accessibility at Johns Hopkins University, please visit https://accessibility.jhu.edu/.

Vaccine Requirements
Johns Hopkins University strongly encourages, but no longer requires, at least one dose of the COVID-19 vaccine. The COVID-19 vaccine does not apply to positions located in the State of Florida. We still require all faculty, staff, and students to receive the seasonal flu vaccine. 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. This change does not apply to the School of Medicine (SOM). SOM hires must be fully vaccinated with an FDA COVID-19 vaccination and provide proof of vaccination status. For additional information, applicants for SOM positions should visit https://www.hopkinsmedicine.org/coronavirus/covid-19-vaccine/ and all other JHU applicants should visit https://covidinfo.jhu.edu/health-safety/covid-vaccination-information/.

The following additional provisions may apply, depending upon campus. Your recruiter will advise accordingly.
The pre-employment physical for positions in clinical areas, laboratories, working with research subjects, or involving community contact requires documentation of immune status against Rubella (German measles), Rubeola (Measles), Mumps, Varicella (chickenpox), Hepatitis B and documentation of having received the Tdap (Tetanus, diphtheria, pertussis) vaccination. This may include documentation of having two (2) MMR vaccines; two (2) Varicella vaccines; or antibody status to these diseases from laboratory testing. Blood tests for immunities to these diseases are ordinarily included in the pre-employment physical exam except for those employees who provide results of blood tests or immunization documentation from their own health care providers. Any vaccinations required for these diseases will be given at no cost in our Occupational Health office.
Hybrid: On-site 3-4 days a week

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