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Job Req ID:  90496

Director of Human Resources, Peabody

General summary/purpose:

The primary responsibility for Director of Human Resources (HR) is ensuring the achievement of human capital goals of the assigned school and the larger university and will be both a strategic thought partner for divisional leadership and will oversee the operations of the division’s HR office. This person will envision, update, communicate and execute the school’s comprehensive HR strategy for its leadership, faculty, staff and student employees. This HR leader will report directly to the Divisional Business Officer (DBO), with an additional reporting relationship to the University’s Executive Director for Employee and Labor Relations. The Director of HR will also be considered a part of the overall leadership of HR function for the university.

 

This HR leader will foster innovative practices that produce enhanced recruitment and retention of staff including historically underrepresented individuals and will promote actions that maintain an environment that integrates diversity, differences, and fairness. They will also develop and deliver efforts that are geared toward overall employee engagement, productivity, and effectiveness, and will ensure that human resources activities, services and counsel are impactful and consistent with, and supportive of, established central university HR and divisional vision, mission and plans. They will help to ensure that human resources practices across the university are effective, relevant, support the needs of the schools; are consistently applied; and, are legally compliant.

 

Specific duties & responsibilities:

The Director of Human Resources is accountable for the direct administration of human resources services for the division and will play a critical role in the continued development of the local HR operations. In collaboration with the DBO and Central HR, the Director is responsible for ensuring relevant and responsive HR services, including employee relations, performance management, DEI/IDARE, recruitment and onboarding, organization development and training, and employee engagement activities for the division. In addition, this role serves as a supervisor, coach and mentor to the School’s HR staff in direct and in matrix reporting relationships, as well as various employees throughout the departments and units across the School, providing leadership and consultation on highly sensitive and critical issues.

 

Strategic Planning

  • Provide HR strategy and leadership to division with a client base of full- and part-time faculty, exempt and non-exempt staff, and student employees.
  • Partner with senior leadership at the School, Central HR, and relevant faculty and staff to cultivate short- and long-term HR goals and strategies to support the vision for the School.
  • Evaluates the impact of short- and long-term planning of new programs and strategies with a focus on the impact of these initiatives on the attraction, motivation, development, and retention of faculty and staff.
  • Research and recommend HR best practices, with the goal of organizing resources, and developing or changing processes to ensure optimal functioning and compliance with relevant HR laws and regulations.
  • Maintain relationships with key stakeholders, including faculty, staff, and student leaders, to evaluate the effectiveness of HR services and administration at division and the University.
  • Compile, analyze and present human capital data and metrics of performance to help support strategic and operational decision making.

 

HR Subject Matter Expert/Employee Relations

  • Advises supervisors and employees on a wide range of topics including HR policies and procedures, onboarding, recruitment, retention/engagement, promotion, organization design, employee relations and professional development.
  • Proactively identify employee relations interventions and initiatives to strengthen communication and collaboration, and to build positive open relationships and culture with faculty, staff and student employees.
  • Intervene and act as a point of escalation on employee relations matters, and Investigate employee issues, that can be complex and challenging.
  • Consults with Central Human Resources (primarily Office of Employee and Labor Relations), General Counsel, and the Office of Institutional Equity as appropriate on employment related matters including employee relations issues, questions regarding legal compliance, allegations of illegal behavior and other wrong doing and potential legal implications.
  • Coordinate HR efforts to support and reinforce inclusion, diversity, anti-racism, and equity efforts in collaboration with other dedicated divisional and university resources
  • Ensure that human resources practices at the division are compliant with federal, state and local laws and regulations, as well as university policy.
  • Ensures implementation of performance management processes (e.g. goal setting, professional development planning, mid-year and annual reviews, performance/salary calibrations, etc.)
  • Attend conferences, participate in workshops/classes and read professional publications and then collaborate with peers and central HR to make recommendations on the development of policies, procedures, and communications based upon emerging HR best practices and changes to applicable laws.

 

Policies and Procedures

  • Serve as resource for employees and provide advice on and interpretation of HR policies and procedures.
  • Ensure consistency of applications of policy within the School and University.
  • Coordinates with leaders from Central Human Resources leaders to review, discuss, and resolve HR issues and policies and procedures.
  • Review and verify the completeness, accuracy and appropriateness of various human resources documentation, forms, requests, and activities of employees within the division.

 

Talent management

  • Develop and implement talent management initiatives and programs that ensure the division has the human capital it needs now and in the future. This includes needs assessment, talent acquisition and performance management practices, and employee development efforts that support the division by fully leveraging central resources and support.
  • Ensure the effectiveness of managers by identifying professional development opportunities, ensuring widespread adoption of personnel management best practices, and providing coaching as needed to assist with management challenges.
  • Coordinate talent acquisition efforts, in consultation with, and support of, central recruiting experts. Ensure acquisition processes reflects best practices and that stakeholders – including candidates – are engaged as critical customers. Further ensure that process is responsive to business and operational needs, while remaining compliant with central HR practices.
  • Proactively review compensation rates and engage with central resources to ensure pay for employees is equitable and is responsive to market as much as possible.
  • Actively motivate employee development through programs that help staff explore career options, leverage formal and on the job learning opportunities, and pursue new roles in the division as well as the larger university.
  • Develop and facilitate division-specific onboarding and orientation of new staff hires, provide resources and support for new faculty onboarding.

 

Payroll and HR Data Management/Compliance activities

  • Oversee the data management activities required processing of payroll for faculty, staff and student worker payroll; and ensure payroll processes are lean, effective, and robust enough to ensure error-free payroll processing
  • Based upon divisional practice (often in collaboration with an office of Faculty Affairs), will facilitate processes and tools for accurate implementation of faculty appointment letter management, hiring, promotion processing, immigration compliance, employment verification, etc.
  • Works with leadership and departments to ensure timely processing of transactions that impact payroll and HR compliance for faculty, staff and students.
  • Provides oversight for all employee files including relevant compliance documentation.
  • Work with central HR to identify and drive efficiencies through automation and the use of technology to streamline processes

 

HR Management

  • Provides direction and leadership to HR staff (e.g. HR generalists, HR Managers, Senior/HR Coordinators) and other functional experts (e.g. payroll, immigration, faculty hiring/promotion) in the performance of their duties.
  • Establishes work priorities, evaluates and provides performance feedback on all staff members; supports professional development; effectively recommends hiring, promotion, termination, disciplinary and commendatory actions for all assigned staff.
  • Serve on various university human resource committees and task forces and recommend modifications to current human resources procedures and programs. Serve on key university committees as requested.

 

Minimum qualifications (mandatory):

  • Bachelor's degree in Human Resources, Business Administration, or relevant field.
  • Eight (8) plus years of progressively increasing leadership experience in human resources management, including employee relations experience, preferably in a university setting.
  • Three (3) plus years of experience working with a senior leadership team as a thought leader

 

Equivalency formula for exempt roles: 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 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, and abilities:

  • Experience working with senior level executives/management and organizational leaders in a highly matrixed organization
  • Significant experience with employee relations matters
  • 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
  • Demonstrated ability to initiate, develop, and implement a wide range of contemporary human resources programs independently and in collaboration with other HR professionals.
  • Advanced consulting and negotiation skills providing appropriate counsel, advice, and work in partnership with supervisors and employees on HR matters, as well as to facilitate and negotiate conflict resolution
  • Excellent critical thinking and analytical skills.
  • Demonstrated organizational development and change management skills, highly capable of working with different leadership styles, and diverse and/or complex organizational issues and structures.
  • Excellent oral and written communication skills to be able to promote and communicate HR programs to various constituents.
  • Demonstrated willingness and ability to partner, build, and sustain positive working relationships with leadership, management, and employees.
  • Comprehensive knowledge of federal, state, and local HR laws and regulation.
  • Demonstrated ability to exercise sound independent judgment.
  • Experience providing leadership and clear unit vision and goals to staff including hiring, coaching and counseling, development, and performance management.
  • Behavioral work style that is approachable, collaborative, hands-on, and shows attention to detail.
  • Unfailing discretion and integrity; excellent judgement. Ability to respect the confidentiality of sensitive information.
  • Experience working with diverse employees, and navigating diversity and inclusion issues and understanding complexities.
  • 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

 

Technical qualifications or specialized certifications:

  • Society of Human Resource Management certification or similar preferred

 

Any specific physical requirements for the job:

  • General office setting, with the opportunity for occasional hybrid work modalities

 

Supervisory responsibility (indicate the number and type of persons supervised by incumbent):

  • The director will supervise a combination of HR Managers, HR Generalists, HR and Sr. HR Coordinators, and a combination of other functional experts in payroll, immigration and faculty appointment/promotion process based upon specific divisional needs.

 

Preferred qualifications:

  • 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, and abilities:

  • Experience working with senior level executives/management and organizational leaders in a highly matrixed organization
  • Significant experience with employee relations matters
  • 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
  • Demonstrated ability to initiate, develop, and implement a wide range of contemporary human resources programs independently and in collaboration with other HR professionals.
  • Advanced consulting and negotiation skills providing appropriate counsel, advice, and work in partnership with supervisors and employees on HR matters, as well as to facilitate and negotiate conflict resolution
  • Excellent critical thinking and analytical skills.
  • Demonstrated organizational development and change management skills, highly capable of working with different leadership styles, and diverse and/or complex organizational issues and structures.
  • Excellent oral and written communication skills to be able to promote and communicate HR programs to various constituents.
  • Demonstrated willingness and ability to partner, build, and sustain positive working relationships with leadership, management, and employees.
  • Comprehensive knowledge of federal, state, and local HR laws and regulation.
  • Demonstrated ability to exercise sound independent judgment.
  • Experience providing leadership and clear unit vision and goals to staff including hiring, coaching and counseling, development, and performance management.
  • Behavioral work style that is approachable, collaborative, hands-on, and shows attention to detail.
  • Unfailing discretion and integrity; excellent judgement. Ability to respect the confidentiality of sensitive information.
  • Experience working with diverse employees, and navigating diversity and inclusion issues and understanding complexities.
  • 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

 

Technical qualifications or specialized certifications:

  • Society of Human Resource Management certification or similar preferred

 

Any specific physical requirements for the job:

  • General office setting, with the opportunity for occasional hybrid work modalities

 

Supervisory responsibility (indicate the number and type of persons supervised by incumbent):

  • The director will supervise a combination of HR Managers, HR Generalists, HR and Sr. HR Coordinators, and a combination of other functional experts in payroll, immigration and faculty appointment/promotion process based upon specific divisional needs.

 

 

 

Divisional Description – HR Director Search

 

Question

Response

Name of Division/School

 

The Peabody Institute

 

Name and Title of Dean and DBO

 

Fred Bronstein; Dean

Samuel Wilson; Associate Dean Finance and Administration

High Level description of school, degrees offered, programs/centers.

The Peabody Institute of the Johns Hopkins University comprises both the degree-granting Peabody Conservatory and the community-facing Peabody Preparatory, empowering musicians and dancers from diverse backgrounds to create and perform at the highest level. Founded in 1857 and affiliated with the Johns Hopkins University since 1977, Peabody is the oldest conservatory in the nation and has a storied history. Over the years, its landmark buildings have seen artists such as Peter Tchaikovsky, Anton Rubinstein, Igor Stravinsky, Nadia Boulanger, and Leonard Bernstein traversing its hallways. It counts André Watts, Philip Glass, James Morris, Hilary Hahn, Cyrus Chestnut, and Tori Amos among its illustrious alumni.

 

Building on its rich history, Peabody extends the power of the performing arts and robust artistic training throughout the greater Baltimore community and around the world. Current Conservatory faculty includes leading artists such as Marin Alsop, Manuel Barrueco, Thomas Dolby, Richard Goode, Sean Jones, Marina Piccinini, and Pulitzer Prize winning composers Kevin Puts and Du Yun. The Peabody Preparatory, Baltimore’s premier community school for the performing arts, serves approximately 2,000 students of all ages and levels of ability.

 

Number of Students (Undergraduate/Graduate)

 

Undergraduate: 429

Graduate: 296

 

Number of Employees:

  • Faculty  
  • Staff
  • Student

 

Full-Time, Part-Time & Adjunct: 350

Full and Part-Time: 150

Undergraduate and Graduate: 482

 

Please describe any unique aspects of the HR function and/or operations in this division

 

 

The Peabody Campus is located South of the main JHU Campus at Monument St and Charles St.   The successful candidate will lead a team of 3 HR professionals and will partner with the leadership of the school to drive strategic HR initiatives. 

 

Other pertinent information to share

 

 

 

The school was recently approved conduct a feasibility study which will occur during FY2023 for a proposed $150m capital project consisting of a 3rd party Resident Life Housing and Dining facility (~$50m) and a major on-campus renovation to support programmatic space needs (~$100m).

 

 

Johns Hopkins University is an equal opportunity employer and does not discriminate on the basis of gender, marital status, pregnancy, race, color, ethnicity, national origin, age, disability, religion, sexual orientation, gender identity or expression, veteran status, other legally protected characteristics or any other occupationally irrelevant criteria. The University promotes Affirmative Action for minorities, women, individuals who are disabled, and veterans. Johns Hopkins University is a drug-free, smoke-free workplace.

Peabody Institute


Nearest Major Market: Baltimore