Director, Human Resources - SGP (School of Government & Policy)

Johns Hopkins University; Washington (District of Columbia); On-site; USD 120,000 - 209,000; Full time

Job summary

Johns Hopkins University in Washington, DC seeks a Director, Divisional HR – SGP (School of Government & Policy) to lead talent strategy, workforce planning and organizational performance across the division.

You will partner with Central HR, drive strategic HR initiatives, oversee payroll compliance, and foster a diverse, compliant workplace while guiding leadership and staff through change and growth.

Qualifications

• Bachelor’s degree in Business, Human Resources or related field.
• Ten years of experience in an HR function.
• Additional education may substitute for required experience per the university equivalency policy.

Responsibilities

• Drive development and implementation of talent acquisition, retention, onboarding and off-boarding, training and development, employee relations, compensation, benefits, performance management and workforce planning programs.
• Lead the Divisional HR team in collaboration with divisional leadership and Central HR resources.
• Build and manage the HR team and serve as strategic partner to leadership, managers and staff.
• Drive talent acquisition and retention with Talent Acquisition.
• Provide framework and lead data-driven workforce planning strategy.
• Develop staffing projections and succession planning for headcount budgeting and workforce planning.
• Design and execute performance management with strategic, results-based goals.
• Coach and advise leadership on management, performance issues and opportunities.
• Oversee payroll process control and compliance; manage HR department budget.
• Attract and retain a diverse workplace; support organizational redesign/change efforts.
• Support HR technology implementations and restructuring efforts in partnership with Central HR and General Counsel.
• Collaborate with HR Compensation to ensure fair and compliant pay practices.
• Represent the division on HR Leadership Team and with Central HR committees.

Skills

Advising

Analytical Skills

Auditing

Customer Service

Employee Engagement

Employee Relations

Employee Relations Investigations

HR Policies

Negotiation

Organizational Strategy

Regulatory Compliance

Risk Mitigation

Workforce Planning

Education

Bachelor's Degree in Business, Human Resources or related field

Tools

SAP/Workday

Eightfold

SuccessFactors

Microsoft Office

Job description

Johns Hopkins, founded in 1876, is America's first researchuniversity and home to nine world-class academic divisions workingtogether as one university.

Johns Hopkins’ first new academic division since 2007, theSchool of Government and Policy is anchored at the HopkinsBloomberg Center in the nation’s capital. It draws on theuniversity’s 150-year research tradition to develop innovative,evidence-based solutions and prepare the next generation of policyand public sector leaders to advance evidence-based solutions forthe policy and governance challenges that matter most.

We are seeking a Director, Human Resources - SGP who will be responsible for developing and executing a humanresource and human capital management strategy in support of theorganization’s overall business plan and strategic direction,specifically in the areas of workforce planning, retention,organizational and performance management, compensation, trainingand development, succession planning, and change management.

The person filling this position will be working in a start-upenvironment – creating processes and procedures, navigatingunexpected obstacles, and adapting to change frequently. An agilemindset and flexible approach to daily responsibilities is neededas we define new ways of working within a well-establisheduniversity. We are seeking a solution-focused person with ademonstrated ability to create new paths to achieve results.

Specific Duties & Responsibilities

• Drive the development and implementation of talent acquisition,retention, onboarding and off-boarding, training and development,employee relations, compensation, benefits, performance managementand workforce planning programs, ensuring all procedures complywith legal regulations, best practices and University policies andpractices.
• Lead the Divisional HR team, in direct collaboration withdivisional leadership and Central HR resources (Human ResourcesStrategic Services, Benefits, Compensation, Employee/LaborRelations & compliance, Payroll, Talent Acquisition, HR SharedServices, etc.)
• Build and manage the Human Resources team and serve asstrategic partner and advisor to the leadership team, managers andall staff.
• Drive talent acquisition and retention approach, incollaboration with Talent Acquisition.
• Provide framework and lead efforts to develop and implement adata driven workforce planning strategy in support of workforceneeds.
• Develop staffing projections, and succession planning to assistmanagement with headcount budgeting and workforce planning.
• Design and execute an effective and efficient performancemanagement process with focus on strategic results-based goalsetting processes.
• Serve as a coach, and advisor for leadership throughout theorganization regarding management, performance issues,opportunities, and recognition.
• Manage the HR department budget.
• Work to attract and retain a diverse workplace.
• Support organizational redesign/change efforts.
• Serve as the primary subject matter expert to support HRtechnology implementations, restructuring efforts, etc.
• Partner with Central HR leadership & General Counsel asneeded.
• Work in partnership with HR Compensation to ensure fair,equitable and compliant pay practices.
• Represent the division on the Human Resources Leadership Teamand participate in Central HR committees and projects asneeded.
• Ensure strategy, processes and philosophies within divisionalHR reflect and align with overall University strategy.
• Assume overall responsibility for payroll process control andcompliance.
• Maintain in-depth knowledge of legal and compliancerequirements related to day-to-day management of team members,reducing legal risk, and ensuring regulatory compliance, conductinginternal HR audits as needed.
• Analyze the effectiveness of HR operations and policies andlook for improvements.
• Identify/anticipate needs and make recommendations to implementnew strategies to address competitive, complex businessissues.
• Develop and manage metrics that will provide a clearunderstanding of progress against talent and organizationalobjectives such as time to fill, turnover, cost per hire, internalequity, exit interviews and training.
• Provide regular (monthly) LMS and HRIS reports andanalysis.
• Participate and assist with additional responsibilities andprojects as directed.
• Perform other related duties as requested.

Minimum Qualifications

• Bachelor’s Degree in Business, Human Resources or relatedfield.
• Ten years experience in an HR function.
• Additional education may substitute for required experience,and additional related experience may substitute for requirededucation beyond a high school diploma/graduation equivalent, tothe extent permitted by the JHU equivalency formula.

Preferred Qualifications

• SPHR or SHRM-SCP Certification
• Experience leading organizational development initiatives
• Ability to work with and use HR information technology;SAP/Workday, Eightfold, SuccessFactors experience stronglypreferred, proficient use of the Microsoft suite, as well asworking knowledge of digital workflow platforms and ticketingsystems

Technical Qualifications or SpecializedCertifications

• Some experience using data analytics to help leadership toassess talent needs, progress, and impact of programs.

Technical Skills Expected Skills Proficiency Level

• Advising - Advanced
• Analytical Skills - Intermediate
• Auditing - Intermediate
• Customer Service m- Advanced
• Employee Engagement - Advanced
• Employee Relations - Advanced
• Employee Relations Investigations - Advanced
• HR Policies - Advanced
• Negotiation - Advanced
• Organizational Strategy - Advanced
• Regulatory ComplianceAdvancedRisk Mitigation - Intermediate
• Workforce Planning - Advance

The core technical skills listed are most essential;additional technical skills may be required based on specificdivision or department needs.

Classified Title: Director, Divisional HR
Job Posting Title (Working Title): Director, Human Resources - SGP (School of Government & Policy)
Role/Level/Range: ATP/04/PH
Starting Salary Range: $119,515 - $209,100 Annually (Commensuratew/exp.)
Employee group: Full Time
Schedule: M-F, 8:30am-5pm
FLSA Status: Exempt
Location: District of Columbia
Department name: Staff
Personnel area: School of Government & Policy

The successful candidate(s) for this position will be subject to a pre-employment background check.

The following additional provisions may apply depending on which campus you will work. Your recruiter will advise accordingly.

During the Influenza ("the flu") season, as a condition ofemployment, The Johns Hopkins Institutions require all employeeswho provide ongoing services to patients or work in patient care orclinical care areas to have an annual influenza vaccination or possess an approved medical or religious exception. Failure to meet this requirement may result in termination of employment.

The pre-employment physical for positions in clinical areas,laboratories, working with research subjects, or involvingcommunity contact requires documentation of immune status againstRubella (German measles), Rubeola (Measles), Mumps, Varicella(chickenpox), Hepatitis B and documentation of having received theTdap (Tetanus, diphtheria, pertussis) vaccination. This may includedocumentation of having two (2) MMR vaccines; two (2) Varicellavaccines; or antibody status to these diseases from laboratorytesting. Blood tests for immunities to these diseases areordinarily included in the pre-employment physical exam exceptforthose employees who provide results of blood tests or immunizationdocumentation from their own health care providers. Anyvaccinations required for these diseases will be given at no costin our Occupational Health office.

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