Director, Human Resources

Director, Human Resources

Johns Hopkins University, SGP (School of Government & Policy)

 

Washington, DC, United States | Requisition ID: 122457

 

• Job Family: Human Resources

• Job Subfamily: HR Service & Support

• Exempt Status: Exempt

• Shift Type: Full Time

• Schedule: M-F, 8:30am to 5pm

• Work Modality: On-site: 90 to 100% of hours worked on-site

 

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

 

We are seeking a Director, Human Resources, SGP who will be responsible for developing and executing a human resource and human capital management strategy in support of the organization’s overall 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.

 

The person filling this position will be working in a start-up environment: creating processes and procedures, navigating unexpected obstacles, and adapting to change frequently. An agile mindset and flexible approach to daily responsibilities is needed as we define new ways of working within a well-established university. We are seeking a solution-focused person with a demonstrated 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 management and workforce planning programs, ensuring all procedures comply with legal regulations, best practices and University policies and practices.

• Lead the Divisional HR team, in direct collaboration with divisional leadership and Central HR resources (Human Resources Strategic Services, Benefits, Compensation, Employee/Labor Relations & compliance, Payroll, Talent Acquisition, HR Shared Services, etc.)

• Build and manage the Human Resources team and serve as strategic partner and advisor to the leadership team, managers and all staff.

• Drive talent acquisition and retention approach, in collaboration with Talent Acquisition.

• Provide framework and lead efforts 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.

• Design and execute an effective and efficient performance management process with focus on strategic results-based goal setting processes.

• Serve as a coach, and advisor for leadership throughout the organization 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 HR technology implementations, restructuring efforts, etc.

• Partner with Central HR leadership & General Counsel as needed.

• Work in partnership with HR Compensation to ensure fair, equitable and compliant pay practices.

• Represent the division on the Human Resources Leadership Team and participate in Central HR committees and projects as needed.

• Ensure strategy, processes and philosophies within divisional HR reflect and align with overall University strategy.

• Assume overall responsibility for 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.

• Analyze the effectiveness of HR operations and policies and look for improvements.

• Identify/anticipate needs and make recommendations to implement new strategies to address competitive, complex business issues.

• Develop and manage metrics that will provide a clear understanding of progress against talent and organizational objectives such as time to fill, turnover, cost per hire, internal equity, exit interviews and training.

• Provide regular (monthly) LMS and HRIS reports and analysis.

• Participate and assist with additional responsibilities and projects as directed.

• Perform other related duties as requested.

 

Minimum Qualifications

 

• Bachelor’s Degree in Business, Human Resources or related field.

• Ten years experience in an HR function.

• Additional education may substitute for required experience, and additional related experience may substitute for required education beyond a high school diploma/graduation equivalent, to the 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 strongly preferred, proficient use of the Microsoft suite, as well as working knowledge of digital workflow platforms and ticketing systems

 

Technical Qualifications or Specialized Certifications

 

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

 

Technical Skills: Expected Proficiency Level

 

• Advising: Advanced

• Analytical Skills: Intermediate

• Auditing: Intermediate

• Customer Service: Advanced

• Employee Engagement: Advanced

• Employee Relations: Advanced

• Employee Relations Investigations: Advanced

• HR Policies: Advanced

• Negotiation: Advanced

• Organizational Strategy: Advanced

• Regulatory Compliance: Advanced

• Risk Mitigation: Intermediate

• Workforce Planning: Advanced

 

The core technical skills listed are most essential; additional technical skills may be required based on specific division 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 to $209,100 Annually (Commensurate w/exp.)

• Employee group: Full Time

• Schedule: M-F, 8:30am to 5pm

• FLSA Status: Exempt

• Location: District of Columbia

• Department name: Staff

• Personnel area: School of Government & Policy

 

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 requires all faculty, staff, and students to receive the seasonal flu vaccine. Exceptions to the 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.

 

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.

 

Our recruitment process: Artificial intelligence (AI) tools are used for parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team, but do not replace human judgment. Final hiring decisions are ultimately made by humans.