Job Req ID:  114011

HR Manager

We are seeking a HR Manager. This position is responsible for managing day-to-day HR staff, operations, policies and programs such as employee relations, talent acquisition, onboarding, payroll and HRIS management, records administration, compensation/benefits administration, performance management, training and education, professional development, and DEI programming within Johns Hopkins Facilities and Real Estate (JHFRE) organization. The role is to provide dedicated and focused support to JHFRE, which is a large organization with over 350 professional, engineering, technical, administrative, trades, and bargaining unit staff. Provides HR services to multiple departments or locations within JHFRE requiring significant coordination of activities and knowledge of diverse environments, cultures, systems, policies, procedures and practices. Utilizing professional expertise, advises, negotiates and influences leadership in matters relating to sound and effective organization and utilization of its human resources, and facilitates and contributes to the accomplishment of its organizational objectives.


The reporting for this position is dual, primarily to the Director of Human Resources for University Administration (UA) and additional reporting to the Sr. Director of Finance and Administration for Johns Hopkins Facilities and Real Estate (JHFRE). This position will work within JHFRE physical spaces and coordinate priority of assignments with the Sr. Director for Finance & Administration. In addition, on matters impacting the bargaining unit, this role would collaborate extensively with the Director of Employee and Labor Relations in central HR.


Operating within the JH ‘One HR’ framework, this position receives guidance from and works in partnership with other Central and Divisional (UA) human resources leadership and specialists. Leverages all available departmental, UA, and University HR resources to support the strategic and organizational needs of JHFRE. Ensures that human resources activities, services and counsel for JHFRE are carried out consistent with and supportive of established Johns Hopkins University (JHU) and Divisional human resources vision, mission, and plan.


Specific Duties & Responsibilities


HR Administration/ Employee Relations / Policy Management

  • Act as a consultant to JHFRE leadership for HR issues including questions regarding University policy, recruitment, compensation, Benefits and professional development of employees.
  • Promotes and communicates university-wide as well as division-specific human resources programs to JHFRE. Administers these programs at the organizational unit level – (e.g. Future of Work, policy changes, etc.).
  • Recommend and implement proactive strategies/programs designed to resolve HR issues (staffing needs, employment/hiring issues, structure, etc.) in collaboration with appropriate experts (e.g. talent acquisition, organization design, compensation, etc.).
  • Intake and triage employee relations issues including job performance with the department as they are reported. Escalate issues to the appropriate HR colleagues and department leadership as necessary.
  • Under the direction of the HR Director for UA, may participate in JHFRE employee relations investigations, draft and review disciplinary actions including performance improvement plans and maintain cases in the HR employee relations database.
    •  Provide one-to-one counseling to support progressive discipline and actions.
    • Work with OIE, the central Employee Relations / Labor Relations office, General Counsel’s Office and JFHRE leadership for next steps and cohesive process.
    • Advise management on progressive discipline and/or performance management issues
  • Supports Bargaining Unit HR processes and policies. Acts as a conduit for matters involving Labor Relations, involving Central HR in all Bargaining Unit concerns. Note: Labor Relations managed by Central HR.
  • Educate managers, supervisors, and faculty in counseling methods, conflict resolution and documentation methods, as well as raise awareness of risk assessment and compliance issues.
  • Coordinate and/or implement manager trainings on HR policies and process


Talent Acquisition

  • Support JHFRE hiring in accordance with JHU TA policies and business practices.
  • Review and approval of all JHFRE recruiting requests, both internal and external
  • Work with JHFRE Finance to establish position authorization and budget. Report any unbudgeted requests to Sr. Director.
  • Responsible for external search contracts. Work with Talent Acquisition and Procurement as needed concerning the use of external search firms. Track contract development progress to ensure timely execution.
  • Review and approve all JHFRE offers. Ensure selected candidate meets position minimum qualifications. Work with Compensation to determine salary, signing bonus, and all other offer recommendations. Report discrepancies to Sr. Director.


HR Operational Duties & Office Administration

  • Departmental HR system and Reporting lead in use of enterprise HR technology, including SAP HR, Organizational Management Tool (OMT), and other technology. Acts as primary resource for information concerning JHFRE and JHU human resources.
  • Oversee HR system transactions such as Payroll entries, ISR, Employment Actions, etc. Perform necessary reviews and approvals.
  • Serve as Data Steward for JHFRE HR data within enterprise systems. Ensure data is accurate, updated, and maintained, i.e. Position Vacancies. Responsible for maintaining position information in SAP HR.
  • Provide annual, monthly, and ad-hoc reporting, metrics, data, and analytics relative to positions, demographics, retention/turnover, vacancy reporting, salary equity, staffing projections, etc. Develop and generate regular and/or ad hoc reports.
  • Generate Business Warehouse Analysis reports to track information, review salary equity, develop organization charts, and provide important data for HR and JHFRE leadership.
  • Administer JHU’s staff policies and processes for the department; maintain appropriate records


Performance Management & Professional Development

  • Primary point of contact for the entire performance review process and communicates with supervisors regarding completion of reviews in SuccessFactors (SF). May serve as a designated SF representative for the department and provide training and communication to managers and employees about the process overall as well as updates/changes, and best practices. Troubleshoots issues with central Talent Management.
  • Support professional development and employee engagement activities in the department, including skill development, stay interviews, etc. Partner with talent management to provide support resources as needed.
  • Oversees JHFRE’s onboarding process in accordance with established department guidelines. Establishes and maintains onboarding documentation specific to JHFRE.
  • Provide guidance and support to departmental leadership to promote best practices in professional development for Bargaining Unit (in accordance with CBA) and non-union staff positions within JHFRE.
  • Increase employee engagement and maintain positive employee relations by facilitating communication and problem resolution, supports change management initiatives in the department.


Compensation

  • Assist departments in writing/updating position descriptions for classification review.
  • Oversee all JHFRE Compensation actions/requests. Monitor and track progress of requests. Work with Hiring Department and Compensation to resolve prolonged requests.
  • In collaboration with VP and Sr. Director, review and approve all bonus/supplemental pay requests.
  • Using guidelines from compensation, and divisional leadership, collaborates with finance and departmental leaders to determine annual increases and supports the communication of changes to staff.
  • Support UA HR Director with central compensation in broad salary review studies to ensure internal equity and market competitiveness.


Supervision of HR Staff

  • Direct supervision of the HR Generalist and HR Coordinator.
  • Ensure consistent, timely, and accurate completion of required job duties of HR staff within JHFRE.
  • Prioritizes work and manages overall workflow for unit at all times. Review work output for completeness and accuracy. Ensure work is performed in accordance with established policy and practices.
  • Establish objectives and expectations for staff under direction. Provide training, motivation, coaching, and performance feedback. Regular and effective communication with staff and supervisor. Address workplace concerns.
  • General office setting, with an option for some hybrid work.
  • Sitting in a normal seated position for extended periods of time.
  • Ability to move around all areas of a construction site, including climbing ladders.
  • Reaching by extending hand(s) or arm(s) in any direction.
  • Finger dexterity required to manipulate objects with fingers rather than with whole hand(s) or arm(s), for example, using a keyboard.
  • Communication skills using the spoken word.
  • Ability to see within normal parameters.
  • Ability to hear within normal range.
  • Occasionally lifting, carrying objects weighing 10 lbs. or less.


Supervisory Responsibility

  • HR Generalist, HR Coordinator.


Minimum Qualifications
  • Bachelor's Degree in Human Resources, Business Administration, or other related field.
  • Five years progressively responsible human resources management experience including employee relations experience, preferably in a University setting.
  • 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

  • Previous supervisory experience.
  • HR Certification / SHRM or HRCI preferred.
  • Prior JHU experience, or experience in higher education is a plus.
  • Experience with SAP or other enterprise resource planning software strongly preferred.
  • Familiarity with SuccessFactors and other HR software is helpful.

Special Knowledge, Skills, & Abilities

  • Knowledge of employment laws (including FLSA, FMLA. EEOC), recruiting procedures, compensation practices, personnel reporting and record keeping as well as employee relations required.
  • Must be able to maintain confidentiality.
  • Consulting and negotiation skills needed to be able to provide appropriate counsel and advise, solve problems and manage conflict.
  • Must have the ability to communicate well verbally and in writing and to work collaboratively with others both within the school and externally with the JHU HR community.
  • Must demonstrate good judgment, effective decision-making, strong initiative and energy as well as a cooperative spirit.
  • Proven ability to anticipate needs and follow through as well as to multi-task effectively and to work in a fast-paced environment with deadlines.
  • Knowledge of benefits administration and immigration regulations strongly desired.
  • Strong knowledge of MS Office suite, including solid foundation with Excel and the ability to create and manage spreadsheets.
  • Experience with online collaboration and meeting tools (e.g. Zoom, Microsoft Teams, SharePoint, etc.).
  • Creativity and resourcefulness needed to be able to handle various HR issues and concerns effectively.
  • Ability to research, analyze and interpret data, and then present effectively for senior leadership decision making.


Technical Qualifications and Certifications

  • HR Certification / SHRM or HRCI preferred

 


 

Classified Title: HR Manager   
Role/Level/Range: ATP/04/PE  
Starting Salary Range: $72,600 - $127,000 Annually (Commensurate with experience) 
Employee group: Full Time 
Schedule: M-F/8:30-5:00 
Exempt Status: Exempt 
Location: Eastern High Campus 
Department name: ​​​​​​​Employee and Labor Relations  
Personnel area: University Administration 

 

 


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