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Job Req ID:  107302

HR Manager - Clinical

We are seeking a HR Manager-Clinical. This position serves as the functional leader for human resources matters across all clinical, administrative and research areas of the Department of Orthopedic Surgery, working in close association with the Chairman, Clinical Administrator, and other members of the leadership team. This functional oversight and support include the East Baltimore campus, Johns Hopkins Bayview and other affiliated JHM campuses and locations, for all employees and faculty of the department, including those aligned with JHM, JHH, JHHS and JHU SOM. This position serves as an integral member of the departmental leadership team and will ensure development of a strong human resources support function, through interdepartmental collaboration and on-going communication. Manages Sr. HR Coordinator(s) and Training Program & Credentialing Administrator.

This role will also be directly responsible for building, developing and managing the departmental human resources support team, as well as the credentialing team, through effective communication, guidance on best practices and regular mentoring. This position regularly interacts with departmental and divisional leadership, along with Health Sciences Human Resources support to ensure that faculty and staff issues are identified, addressed and appropriately resolved in a timely manner. Provides a wide range of human resources support and consulting services in the areas of: employment, compensation administration, employee relations, (including, but not limited to, coaching and consultation with faculty/managers/staff; application of progressive discipline for staff; appeal process resolution; layoffs/RIFs; terminations; notice of non-renewals for faculty), training and education, payroll practices and processes, leave and time administration, personnel records management, performance management.

Specific Duties & Responsibilities

 Human Resource Operations

  • Provides leadership guidance for multi-functional services for the staff, faculty, and student population and assists department leadership in strategic planning, organizational structure changes and implementation of initiatives.
  • Advises and influences leadership in matters relating to sound and effective organization and utilization of its employee resources and human resources support functions, and facilitates/contributes to the accomplishment of organizational objectives.
  • Acts as primary consultant to management within the department on human resources policies, procedures, practices and appropriate utilization of HR resources.
  • Consults with central and Health Sciences Human Resources leadership and support as appropriate, to obtain additional perspective, insight and resources.
  • Ensures that human resources practices are in compliance with federal, state and local laws and regulations. In addition, ensures that HIPAA and Joint Commission regulations are in compliance.
  • Develop, implement, and oversees faculty appointment and medical credentialing process within the department, along with oversight of Credentialing Administrators activity related to post-doctoral programs and other education.
  • Works with departmental leadership to establish departmental guidelines, practices and procedures while ensuring that they are fully aligned with policies and practices of the appropriate location or environment.
  • Consults with appropriate executives, human resources leadership and legal counsel as necessary.
  • Ensures that all policies, and practices are in compliance with state and federal laws and regulations.
  • Establishes vision, expectations, and strategic goals for HR/Credentialing team.
  • Provides ongoing supervision and development of the team for successful accomplishment of team and individual goals, consistent with the SOM and JHM strategic plans.
  • Assists management with strategic planning in regard to organizational structure and staffing.
  • Works in partnership with appropriate administration human resources offices to address the unique needs of departmental related to staffing and retention, staff development, performance management, and compensation.
  • Provides direction, oversight, and consultation to departmental HR staff, including ongoing mentoring and training.
  • Oversees approval process for all departmental Internal Service Requests (ISR) for staff, faculty, students, postdoctoral fellows, and residents in accordance with JHU, School of Medicine, and JHH policies and procedures.
  • Provides a wide range of human resources support and consulting services to the department for both JHU and JHH employees, covering recruitment and employment; employee relations, appeal resolution, progressive counseling, developing performance plans, RIFs and terminations.
  • Provides support and consultation to Faculty and administrative leadership within the department.
  • Provides guidance to the administrative leadership with the appeal process by investigating and facilitating the departments response and communication.
  • Represents departmental HR at unemployment compensation hearings as needed.
  • Provide additional documentation as needed for the unemployment claim/hearing.
  • Counsels departmental faculty, leadership and staff with the interpretation of HR policies and procedures related to recruiting, requisitions, compensation, Family & Medical Leave Act (FMLA), Leaves of absence (LOA), short and long-term disability (STD and LTD), reclassifications, equity issues, timekeeping (E210 & Kronos), and SAP system. Oversees divisional efforts related to staff and faculty that require FMLA, STD and LTD. Provides guidance to departmental leadership and supervisors and works in partnership with Divisional HR representatives on documentation related to this area.
  • Confers and consults with Divisional HR and departmental leadership in recommending appropriate starting salaries, promotions, merit increases and reclassification outcomes.
  • Ensures proper personnel and payroll actions for unique and standard actions required for the different categories of employment, and faculty/staff/trainee scenarios. Recruits, screens, interviews and orients candidates for the departmental administrative team, as needed.
  • Serves on various human resources committees and task forces.
  • Actively participates in discussions, provides organizational unit-specific perspectives on issues.
  • Recommends new policies and modifications to current human resources policies, procedures, and programs.
  • Works with other members of the departmental HR team to generate reporting for the Department Chair and management team, related to identified metrics, including diversity goals, hiring activity, turnover and employee engagement.


  • Oversees the preparation, approvals and corrections of electronic and paper payroll documents for the department ensuring completeness and compliance with University guidelines and rules.
  • Works to minimize the use of temporary staff across the department in appropriate ways that minimize operational challenges.
  • Works with other Managers and supervisors for the department to manage employee turnover.
  • Works with finance/payroll team to minimize overpayments.
  • Works with the Finance Manager for the department in developing workflow for the financial/payroll office.
  • Assists in analysis of financial impact to departmental budgets of new staff, staff raises, bonuses, etc.
  • Assists in the development of the Departmental fiscal year annual operating budget for submission to the Deans Office.

Training & Development

  • Works with leadership and members of the Health Sciences HR team to develop relevant training for the departmental HR staff on human resources policies and procedures.
  • Partners with departmental leadership, managers, and supervisors to identify areas where training programs may be beneficial.
  • Develops training for newly hired/promoted supervisors.
  • Offers recommendations about the various training and HR resources that are available to assist with retention, staff development, performance management and employee relations.
  • Ensures that human resource training and education is conducted at regular site/clinic HR meetings with focus on new policies and procedures, compliance matters, upcoming deadlines, and departmental areas of concern.


  • Internal: Health Sciences Human Resource Office, Benefits Office, HR/Payroll Shared Services, Legal Counsel, School of Medicine Business Office, Registrars Office, various other departments and divisions in the School of Medicine and JHH.


  • Provides direct and/or dotted line supervision of department(s) administrative staff, which includes Sr. HR Coordinators and Training Program & Credentialing Administrator.

Special Knowledge, Skills & Abilities

  • Knowledge of Human Resources policies and procedures.
  • Thorough knowledge and understanding of the Johns Hopkins University personnel policy manual, payroll system, E210 system, and general JHU and JHH policies and procedures. Knowledge to include but not limited to FMLA, STD, LTD, progressive counseling and appeal processes.
  • Knowledge of SAP system for staff, faculty, students, postdoctoral fellows, and residents.
  • Ability to make independent judgments and to act on decisions on a daily basis.
  • Ability to work for long periods of time without direction.
  • Ability to maintain confidentiality and work appropriately with highly sensitive information.
  • Ability to prioritize own work and work of staff as needed.
  • Ability to be flexible with several tasks simultaneously and to meet various concurrent deadlines.
  • Very strong organizational skills, analytical and problem-solving abilities, and attention to detail.
  • May supervise and coordinate the work of others.
  • Strong interpersonal and communication skills, both oral and written.
  • Ability to effectively interact with all levels of University and Hospital employees as well as outside contacts.

Minimum Qualifications
  • Bachelor's Degree in a related field.
  • Master's Degree and Professional Certification preferred (PHR/SPHR)
  • Eight years of progressively responsible exempt level experience in human resources.

Preferred Qualifications
  • Minimum eight years progressive management experience in a human resources, financial/administrative capacity, or related field preferably in an academic or medical institution setting.
  • Excellent consulting and negotiation skills to be able to provide appropriate counsel, advice and work in partnership with management and staff on human resources matters as well as to facilitate and negotiate conflict resolution.
  • Demonstrates organizational development and change management skills, highly capable of working with different leadership styles, diverse and/or complex organizational issues and structures.
  • Demonstrates thorough knowledge and understanding of the university, its history, culture, organizational structure and units, decision making process, policies and programs.
  • Demonstrates ability to initiate, develop and implement a wide range of human resources programs independently and in collaboration with other HR professionals.

Classified Title: HR Manager - Clinical  
Role/Level/Range: ATP/04/PF  
Starting Salary Range: $83,100-$114,230-$145,360 Annually (Commensurate with experience) 
Employee group: Full Time 
Schedule: Monday-Friday 8am-430pm 
Exempt Status: Exempt 
Location: ​​​​​​​School of Medicine Campus 
Department name: ​​​​​​​SOM Ortho General Administration  
Personnel area: School of Medicine 


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:


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.


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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.


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