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via Jobs At Johns Hopkins University
posted_at: 22 days agoschedule_type: Full-time
We are seeking a Director of Human Resources - University Libraries & Museums who will oversee the comprehensive operations of the Libraries and University Museums HR function. Serves as a strategic thought partner for divisional leadership and provides input and direction to all leaders within the division. Incumbent plays a significant role in providing vision and strategic direction for the... division, including communicating and executing the
We are seeking a Director of Human Resources - University Libraries & Museums who will oversee the comprehensive operations of the Libraries and University Museums HR function. Serves as a strategic thought partner for divisional leadership and provides input and direction to all leaders within the division. Incumbent plays a significant role in providing vision and strategic direction for the... division, including communicating and executing the division’s HR strategy on behalf of the Dean, Library and Museum leadership, staff and student employees. The HR leader reports directly to the Divisional Business Officer (DBO), with an additional reporting relationship to the University’s Executive Director for Employee and Labor Relations. The HR Director is also considered a member of the overall University’s HR leadership team.
The HR leader for the Libraries and University Museums manages, plans, and implements a full range of HR programs and policies for the division. Identifies broad objectives and directs programs and functions with autonomy. Oversees comprehensive human resources support for the division, including employee relations, performance management, coaching, onboarding, retention and succession planning, ensuring all procedures and activities comply with legal regulations, and relevant policies and practices. Serves as a member of the libraries' senior management team and promotes actions that maintain an environment that integrates diversity, differences, and fairness.
Specific Duties & Responsibilities
• Partner directly with the Dean and DBO for overall HR strategy and goal planning in support of HR initiatives for the division.
• Provide HR leadership to Libraries and University Museums senior leaders including exempt and non-exempt staff and student employees.
• Support organizational change efforts by serving as the HR subject matter expert within technology projects, facilities renovations, and other restructuring efforts.
• Partner with senior leadership for the division, Central HR, and divisional staff in the development, support and evaluation of both short term and long-term goals and strategies in support of the division’s vision
• In consultation with the JHU compensation team, make recommendations on appropriate starting salaries, equity adjustments, and promotional increases that ensure the balance of equity, consider limited fund availability and prioritize key strategic roles and departments.
• Develop and manage a comprehensive onboarding program that introduce staff to the strategic and operational elements of the Libraries and Museums and create an internal communication platform as the central hub for ongoing communications with staff, divisional policies and procedures, org charts, recognition efforts, etc.
• Compile, analyze and present human capital data and metrics of performance. Develop and propose actions based on these findings.
• Drive Diversity, Equity and Inclusion strategy and associated initiatives in order to attract and retain a diverse workforce.
• Develop and track metrics to manage effectiveness.
• Build and maintain relationships with key stakeholders, both internal and external to the Libraries and University Museums to evaluate the effectiveness of HR services and administration for the division.
• Oversee a wide range of support and consulting services, including strategic planning, talent management, employee relations, data management/compliance, performance management, compensation administration, HR management, organizational development and training, policies and procedures, and diversity.
• Organize routine training sessions for library managers designed to further develop skills within communication, delegation, strategic thinking, problem solving, mentoring, etc.
• Provide related consultation and feedback to managers as needed.
• Ensure that human resources practices at the division are compliant with federal, state and local laws and regulations, as well as university policy.
• Advises, coaches and consults with managers and employees on conflict resolution and oversight of employee relations issues.
• Proactively identifies employee relations issues and fosters an environment of cohesiveness through collaboration and strengthening open communications.
• Makes recommendations to resolve complex employment-related matters and knows when to escalate or engage others.
• Develop and champion activities promoting employee retention initiatives.
• Partner with leaders across the division to derive innovative and creative pathways towards maintaining and retaining employees and supporting high morale.
• Serve as a resource for employees and provide advice on and interpretation of HR policies and procedures.
• Ensure consistency of applications of policy within the division and university.
• Oversee data management activities for the division ensuring compliance with regards to all HR data management processes such as hiring, payroll, time entry, promotion processing, immigration compliance, employment verification.
• Analyze the effectiveness of HR operations and policies and look for improvements.
• Effectively identify/anticipate needs and make recommendations to implement new strategies to address complex business issues.
• Design and execute an effective and efficient performance management process with focus on strategic results-based goal setting processes.
• Serve as a mentor, coach, and advisor for leadership throughout the organization regarding management, performance issues, opportunities, and recognition.
• Develop and implement creative talent management programs to address the unique needs of the Libraries and University Museums including needs assessment, performance management assessments and employee development.
• Coach and provide formal training for divisional leaders on best recruiting practices in accordance with JHU policies and procedures.
• Facilitate division-specific onboarding and orientation of all new staff hires.
• Conduct exit interviews for employees leaving the division. Identify trends based on feedback from departing employees and makes recommendations for requisite adjustments.
• Provide direction to HR staff with regards to their overall responsibilities.
• Establish work priorities, evaluate and provide performance feedback and support the professional development of HR staff.
• Manage divisional HR department budget.
Special Knowledge, Skills & Abilities
• Demonstrated ability to initiate, develop, and implement a wide range of human resources programs independently and in collaboration with other HR professionals.
• Excellent consulting and negotiation skills to provide appropriate counsel, advice and work in partnership with management and staff on human resources matters, and conflict resolution.
• Demonstrated organizational development and change management skills, highly capable of working with different leadership styles, diverse and/or complex organizational issues and structures.
• Excellent oral and written communication skills to promote and communicate human resources programs to the staff; distinct ability to work collaboratively with others both within and outside of Human Resource
• Ability to respect the confidentiality of sensitive information; creativity and resourcefulness to handle various human resources issues and concerns effectively.
• Must demonstrate a high level of competency and mastery in effective management resolution of employee and labor relations issues.
• Possess in-depth knowledge, mastery and skill in two or more primary human resources functions: employment and recruitment, compensation, benefits, organizational design and development, employee training and education; in-depth knowledge of federal, state, and local laws and regulations in human resources.
• Excellent critical thinking and analytical skills
• 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.
Physical Requirements
• General office setting, with the opportunity for occasional hybrid work modalities.
Supervisory Responsibility
• The director will supervise a small team of transactional HR support employees.
Budget Authority
• Oversight for HR unit budget within the Division
Minimum Qualifications
• Bachelor's Degree in Human Resources, Business Administration, or other related field required.
• Eight plus years of progressively increasing leadership experience in human resources management, including employee relations experience, preferably in a University setting.
• Three plus years of experience working with a senior leadership team as a thought leader.
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.
Classified Title: Director of Human Resources
Working Title: Director of Human Resources – University Libraries & Museums
Role/Level/Range: ATP/04/PH
Starting Salary Range: $113,170-$155,650-$198,110 Annually (Commensurate with experience)
Employee group: Full Time
Schedule: M-F, 8:30 am-5 pm
Exempt Status: Exempt
Location: Hybrid/Homewood Campus
Department name: Human Resources
Personnel area: Libraries
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: https://hr.jhu.edu/benefits-worklife/
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.
EEO is the Law
Learn more:
https://www.eeoc.gov/sites/default/files/migrated_files/employers/poster_screen_reader_optimized.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 accessibility.jhu.edu.
Johns Hopkins has mandated COVID-19 and influenza vaccines, as applicable. 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. 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 on 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.
Note: Job Postings are updated daily and remain online until filled Show more details...
The HR leader for the Libraries and University Museums manages, plans, and implements a full range of HR programs and policies for the division. Identifies broad objectives and directs programs and functions with autonomy. Oversees comprehensive human resources support for the division, including employee relations, performance management, coaching, onboarding, retention and succession planning, ensuring all procedures and activities comply with legal regulations, and relevant policies and practices. Serves as a member of the libraries' senior management team and promotes actions that maintain an environment that integrates diversity, differences, and fairness.
Specific Duties & Responsibilities
• Partner directly with the Dean and DBO for overall HR strategy and goal planning in support of HR initiatives for the division.
• Provide HR leadership to Libraries and University Museums senior leaders including exempt and non-exempt staff and student employees.
• Support organizational change efforts by serving as the HR subject matter expert within technology projects, facilities renovations, and other restructuring efforts.
• Partner with senior leadership for the division, Central HR, and divisional staff in the development, support and evaluation of both short term and long-term goals and strategies in support of the division’s vision
• In consultation with the JHU compensation team, make recommendations on appropriate starting salaries, equity adjustments, and promotional increases that ensure the balance of equity, consider limited fund availability and prioritize key strategic roles and departments.
• Develop and manage a comprehensive onboarding program that introduce staff to the strategic and operational elements of the Libraries and Museums and create an internal communication platform as the central hub for ongoing communications with staff, divisional policies and procedures, org charts, recognition efforts, etc.
• Compile, analyze and present human capital data and metrics of performance. Develop and propose actions based on these findings.
• Drive Diversity, Equity and Inclusion strategy and associated initiatives in order to attract and retain a diverse workforce.
• Develop and track metrics to manage effectiveness.
• Build and maintain relationships with key stakeholders, both internal and external to the Libraries and University Museums to evaluate the effectiveness of HR services and administration for the division.
• Oversee a wide range of support and consulting services, including strategic planning, talent management, employee relations, data management/compliance, performance management, compensation administration, HR management, organizational development and training, policies and procedures, and diversity.
• Organize routine training sessions for library managers designed to further develop skills within communication, delegation, strategic thinking, problem solving, mentoring, etc.
• Provide related consultation and feedback to managers as needed.
• Ensure that human resources practices at the division are compliant with federal, state and local laws and regulations, as well as university policy.
• Advises, coaches and consults with managers and employees on conflict resolution and oversight of employee relations issues.
• Proactively identifies employee relations issues and fosters an environment of cohesiveness through collaboration and strengthening open communications.
• Makes recommendations to resolve complex employment-related matters and knows when to escalate or engage others.
• Develop and champion activities promoting employee retention initiatives.
• Partner with leaders across the division to derive innovative and creative pathways towards maintaining and retaining employees and supporting high morale.
• Serve as a resource for employees and provide advice on and interpretation of HR policies and procedures.
• Ensure consistency of applications of policy within the division and university.
• Oversee data management activities for the division ensuring compliance with regards to all HR data management processes such as hiring, payroll, time entry, promotion processing, immigration compliance, employment verification.
• Analyze the effectiveness of HR operations and policies and look for improvements.
• Effectively identify/anticipate needs and make recommendations to implement new strategies to address complex business issues.
• Design and execute an effective and efficient performance management process with focus on strategic results-based goal setting processes.
• Serve as a mentor, coach, and advisor for leadership throughout the organization regarding management, performance issues, opportunities, and recognition.
• Develop and implement creative talent management programs to address the unique needs of the Libraries and University Museums including needs assessment, performance management assessments and employee development.
• Coach and provide formal training for divisional leaders on best recruiting practices in accordance with JHU policies and procedures.
• Facilitate division-specific onboarding and orientation of all new staff hires.
• Conduct exit interviews for employees leaving the division. Identify trends based on feedback from departing employees and makes recommendations for requisite adjustments.
• Provide direction to HR staff with regards to their overall responsibilities.
• Establish work priorities, evaluate and provide performance feedback and support the professional development of HR staff.
• Manage divisional HR department budget.
Special Knowledge, Skills & Abilities
• Demonstrated ability to initiate, develop, and implement a wide range of human resources programs independently and in collaboration with other HR professionals.
• Excellent consulting and negotiation skills to provide appropriate counsel, advice and work in partnership with management and staff on human resources matters, and conflict resolution.
• Demonstrated organizational development and change management skills, highly capable of working with different leadership styles, diverse and/or complex organizational issues and structures.
• Excellent oral and written communication skills to promote and communicate human resources programs to the staff; distinct ability to work collaboratively with others both within and outside of Human Resource
• Ability to respect the confidentiality of sensitive information; creativity and resourcefulness to handle various human resources issues and concerns effectively.
• Must demonstrate a high level of competency and mastery in effective management resolution of employee and labor relations issues.
• Possess in-depth knowledge, mastery and skill in two or more primary human resources functions: employment and recruitment, compensation, benefits, organizational design and development, employee training and education; in-depth knowledge of federal, state, and local laws and regulations in human resources.
• Excellent critical thinking and analytical skills
• 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.
Physical Requirements
• General office setting, with the opportunity for occasional hybrid work modalities.
Supervisory Responsibility
• The director will supervise a small team of transactional HR support employees.
Budget Authority
• Oversight for HR unit budget within the Division
Minimum Qualifications
• Bachelor's Degree in Human Resources, Business Administration, or other related field required.
• Eight plus years of progressively increasing leadership experience in human resources management, including employee relations experience, preferably in a University setting.
• Three plus years of experience working with a senior leadership team as a thought leader.
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.
Classified Title: Director of Human Resources
Working Title: Director of Human Resources – University Libraries & Museums
Role/Level/Range: ATP/04/PH
Starting Salary Range: $113,170-$155,650-$198,110 Annually (Commensurate with experience)
Employee group: Full Time
Schedule: M-F, 8:30 am-5 pm
Exempt Status: Exempt
Location: Hybrid/Homewood Campus
Department name: Human Resources
Personnel area: Libraries
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: https://hr.jhu.edu/benefits-worklife/
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.
EEO is the Law
Learn more:
https://www.eeoc.gov/sites/default/files/migrated_files/employers/poster_screen_reader_optimized.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 accessibility.jhu.edu.
Johns Hopkins has mandated COVID-19 and influenza vaccines, as applicable. 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. 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 on 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.
Note: Job Postings are updated daily and remain online until filled Show more details...
via American Civil Liberties Union
schedule_type: Full-time
ABOUT THE POSITION
The ACLU of Maryland exists to empower Marylanders to exercise their rights so that the law values and uplifts their humanity...
The Director of People and Culture will oversee the strategy and delivery of an exceptional employee experience; one that is rooted in transparency, collaboration, equity, integrity, and accountability, and operates within a Union environment.
This is a rare opportunity for a strategic, innovative,
ABOUT THE POSITION
The ACLU of Maryland exists to empower Marylanders to exercise their rights so that the law values and uplifts their humanity...
The Director of People and Culture will oversee the strategy and delivery of an exceptional employee experience; one that is rooted in transparency, collaboration, equity, integrity, and accountability, and operates within a Union environment.
This is a rare opportunity for a strategic, innovative, and progressive leader to play a key role in developing a streamlined human resource infrastructure and culture of belonging, and to build on the organizations past work, using the ACLU of Maryland’s newly adopted Strategic Plan as a roadmap for progress.
The Director of People and Culture will cultivate a work culture that empowers and values staff through meaningful work exchanges and community experience. This role will actively participate in the ACLU of Maryland’s equity journey and commitment to those who are under-protected and underrepresented. The Director will be responsible for collaboratively advancing equity goals, within human resources, by driving a cohesive strategy with an anti-oppression and anti-racist lens.
The position develops and executes all aspects of the human resources function including culture building, strategic planning, management thought partnership, benefits administration, employee engagement, recruitment, HR administration, employee and labor relations, policy, and compliance.
The Executive Director is the supervisor for this position.
ESSENTIAL JOB FUNCTIONS
The information provided below encompasses the essential functions and capabilities linked with this position:
• Foster and uphold an inclusive culture that is centered around the ACLU of Maryland’s core values and puts people first.
• Develop annual human resources goals and lead the organization in fulfillment of the operational plan to support the ACLU of Maryland’s internal race equity work.
• Monitor and ensure the organization’s compliance with federal, state, and local employment laws and recommended best practices. Advise and present solutions to the Executive Director and Finance and Operations Director on adjusting for changes in policy, practice, and resources.
• Support ethical and effective leadership practices by advising senior management in areas of compliance, employee relations, labor relations, and consistent enforcement of policies and procedures.
• Foster and build positive employee engagement and morale through programs that align with the ACLU of Maryland’s culture philosophy and beliefs.
• Partner with Finance and Operations Director to streamline, implement, and manage the organization's human resources information system (HRIS) platforms.
• Manage and execute full-life cycle recruitment, selection, and onboarding program that attracts, motivates, and retains diverse staff.
• Manage benefit offerings to include renewal, open enrollment, and QLE changes.
• Preside and facilitate the Labor Management Committee meetings and execute the CBA.
• Participate in collective bargaining sessions.
• Develop and oversee the organization’s performance management program to support employee development, continuous feedback, and mission impact.
• Develop employee handbook to systematically reinforce organizational beliefs and ensure compliance with applicable Local, State, and Federal employment laws.
• Manage organizational offboarding to include exit interviews, benefits termination, COBRA administration, etc.
Management & Supervisory Responsibility
This position is a management team position that encompasses supervisory responsibility described above. Members of the management team are responsible for managing matters of significance directly related to the organization. They exercise discretion and independent judgment for the organization.
QUALIFICATIONS
Values Alignment
• Demonstrated personal commitment to advancing the ACLU’s values, mission, goals, and programs, with an understanding of the range of civil rights and civil liberties issues and their implications through previous experiences.
Race Equity Commitment
• Demonstrated commitment to racial equity, dismantling white supremacy, and incorporating a structural power analysis into work.
• Must have knowledge and understanding of how power is manifested in matters of race, ethnicity, age, gender, sexual orientation, gender identity, gender expression, religion, ability, and socio-economic circumstances.
Typical Education & Work Experience
(Relevant education/experience may substitute for required education/experience at a rate of one-year relevant education/experience per year of required education/experience.)
• Bachelor’s degree or equivalent work experience.
• A minimum of 7 to 10 years of progressive experience in human resources, or equivalent combination of education and experience.
• A minimum of 2 years of experience in a labor relations environment, directly managing Collective Bargaining Agreement compliance.
Certification or License Requirements
• SHRM-CP or PHR or equivalent.
Typical Functional Experience
• Expert working knowledge of federal, state of Maryland, and local City of Baltimore employment law statues and regulations as well as proactive knowledge of impending local, state, and federal legislation.
• Demonstrable knowledge of employee relations, legal compliance, and labor/union relations.
• Experience integrating equity, belonging, and anti-oppressive practices within the workplace.
• Experience working in a non-profit, advocacy, or political organization.
• Ability to implement human resources best practices via regular attendance at industry-related conferences, seminars, and networking events; maintain membership to related professional associations, conduct human resources audits, and maintain requisite professional human resources management credentials.
• Ability to develop creative human resources management strategies, increase employee engagement; work and respond quickly to operational demands and concerns of staff.
• Ability to think strategically and conceptually with an unbiased approach to solutions using a race equity lens.
• Exceptional analytical, research, writing and oral advocacy skills, as well as the ability to articulate regulatory labor concepts and complex issues and communicate them appropriately and effectively to a variety of audiences.
• Adaptable team player with the ability to engage various constituencies in a complex environment.
• Ability to develop and tailor communications to audience to understand ACLU-MD’s position and its impacts on people through changes to human resources systems, programs, or processes.
• Ability to read, analyze, and interpret complex legal and policy documents, including laws, contracts and collective bargaining agreements, regulations, and court opinions, as well as statistical and financial reports.
• Recognize and define problems, collect data, establish facts, and draw valid conclusions in the context of a variety of situations with multiple variables, both predictable and unpredictable.
Technical Aptitude
• Maintain advanced working knowledge of office-related software, including Apple and Microsoft office products and any industry-specific technology or other internet research tools.
Work Schedule & Travel Obligation
• Ability to occasionally travel locally and regionally.
• Ability to occasionally workdays, evenings, and nights as needed.
• Candidates must live in Maryland or are willing to relocate within 6 months of employment.
Physical Demands
The following capabilities are general requirements necessary to perform the essential functions of this position related to work schedule, physical demands, working environment, travel, etc.
• Effectively communicate with others verbally and in writing, including by phone, e-mail, or in person.
• Understand, remember, communicate, and apply complex oral and/or written instructions and factual information.
• Maintain sustained concentration on computer screens and use keyboards and a variety of peripherals.
• Ability to push, pull, lift up to 25 pounds in the course of the workday in the normal performance of their duties.
Bonus Considerations
The following are the desired competencies, characteristics, or traits for this position:
• Master’s Degree or equivalent post-secondary credentials acceptable.
COMPENSATION & BENEFITS
The starting salary for this position is $110,000 - $120,000.
Excellent benefits include:
• Three weeks paid vacation at time of hire (increasing to four weeks after two years).
• 13 paid office holidays.
• 12 paid sick days.
• Telework and flextime.
• Generous medical insurance including two health, dental and vision insurance options for staff members, their dependents and spouse/domestic partner.
• Flexible spending accounts employee assistance plan.
• Six weeks of paid medical leave, life and accidental death and dismemberment insurance.
• Short-term disability and long-term disability insurance.
• (401(k) defined contribution retirement plan with employer match.
• Free on-site parking.
• Additional commuter benefits with access to commuter rail station.
• Direct exposure to cutting-edge civil liberties and civil rights work.
This is a position that is exempt from the overtime provisions of the Fair Labor Standards Act.
DEADLINE & START DATE
The position will remain open until we fill it. We will schedule interviews on a rolling basis.
HOW TO APPLY
Please submit a cover letter, resume, three professional references.
APPLY HERE: https://aclumaryland.applytojob.com/apply/QRrugIzUQL/Director-Of-People-And-Culture
We discourage applicants from applying through third-party websites. We strongly encourage early applications. It is not possible for us to respond to telephone or email inquiries.
We will not consider resumes or applications sent via other avenues.
Request an Accommodation
The ACLU of Maryland makes every effort to assure that its recruitment, selection, hiring, and employment practices provide all qualified persons, including persons with disabilities, with full opportunities for employment in all positions.
We are committed to providing reasonable accommodation to individuals with disabilities. If you are a qualified individual with a disability and need assistance applying online, please email human resources at HR@aclu-md.org. If you are selected for an interview, you will receive additional information regarding how to request an accommodation for the interview process. We encourage individuals of all abilities to request reasonable job accommodations through our office of human resources.
Requesting a reasonable accommodation will not automatically be perceived as a disqualifying factor that would prevent an employee from performing the essential duties of the job.
ABOUT THE ACLU OF MARYLAND
The ACLU of Maryland is a non-partisan, non-profit public interest organization devoted to protecting civil rights and civil liberties. The ACLU of MD is an affiliate of the national ACLU, a key defender of civil liberties guaranteed by the Bill of Rights. The ACLU works in the courts, legislature and in communities to defend and expand individual rights and personal freedoms guaranteed by the Constitution, the Bill of Rights, and civil rights laws. The ACLU of Maryland is committed to centering race equity in our work, internally and externally, to better support and be accountable to communities of color, whose civil rights and civil liberties are systematically threatened by white supremacy.
The ACLU of Maryland is an equal opportunity employer. We are committed to diversity and inclusion in our work and on our teams. We encourage applications from all qualified individuals without regard to race, color, gender, sexual orientation or preference, gender identity and expression, age, national origin, marital status, citizenship, disability, veteran, or formerly incarcerated person status. Persons with disabilities may request accommodations.
Organization Commitment to Race Equity
All individuals in our organization are expected to support and maintain our organizational commitment to centering race equity in their work, internally and externally. We practice accountability and allyship to Black, Indigenous, People of Color, LGBTQ+, and disability communities, whose civil rights and civil liberties are systematically threatened. Application of this principle requires the conscious use of a race equity lens at all levels of work to both identify and understand implications of structural racism, challenge or confront systemic conditions or resulting issues, and dismantle overall institutional systems related to white privilege and white supremacy when engaging, advocating, and defending the civil liberties and civil rights of all Marylanders.
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The ACLU of Maryland exists to empower Marylanders to exercise their rights so that the law values and uplifts their humanity...
The Director of People and Culture will oversee the strategy and delivery of an exceptional employee experience; one that is rooted in transparency, collaboration, equity, integrity, and accountability, and operates within a Union environment.
This is a rare opportunity for a strategic, innovative, and progressive leader to play a key role in developing a streamlined human resource infrastructure and culture of belonging, and to build on the organizations past work, using the ACLU of Maryland’s newly adopted Strategic Plan as a roadmap for progress.
The Director of People and Culture will cultivate a work culture that empowers and values staff through meaningful work exchanges and community experience. This role will actively participate in the ACLU of Maryland’s equity journey and commitment to those who are under-protected and underrepresented. The Director will be responsible for collaboratively advancing equity goals, within human resources, by driving a cohesive strategy with an anti-oppression and anti-racist lens.
The position develops and executes all aspects of the human resources function including culture building, strategic planning, management thought partnership, benefits administration, employee engagement, recruitment, HR administration, employee and labor relations, policy, and compliance.
The Executive Director is the supervisor for this position.
ESSENTIAL JOB FUNCTIONS
The information provided below encompasses the essential functions and capabilities linked with this position:
• Foster and uphold an inclusive culture that is centered around the ACLU of Maryland’s core values and puts people first.
• Develop annual human resources goals and lead the organization in fulfillment of the operational plan to support the ACLU of Maryland’s internal race equity work.
• Monitor and ensure the organization’s compliance with federal, state, and local employment laws and recommended best practices. Advise and present solutions to the Executive Director and Finance and Operations Director on adjusting for changes in policy, practice, and resources.
• Support ethical and effective leadership practices by advising senior management in areas of compliance, employee relations, labor relations, and consistent enforcement of policies and procedures.
• Foster and build positive employee engagement and morale through programs that align with the ACLU of Maryland’s culture philosophy and beliefs.
• Partner with Finance and Operations Director to streamline, implement, and manage the organization's human resources information system (HRIS) platforms.
• Manage and execute full-life cycle recruitment, selection, and onboarding program that attracts, motivates, and retains diverse staff.
• Manage benefit offerings to include renewal, open enrollment, and QLE changes.
• Preside and facilitate the Labor Management Committee meetings and execute the CBA.
• Participate in collective bargaining sessions.
• Develop and oversee the organization’s performance management program to support employee development, continuous feedback, and mission impact.
• Develop employee handbook to systematically reinforce organizational beliefs and ensure compliance with applicable Local, State, and Federal employment laws.
• Manage organizational offboarding to include exit interviews, benefits termination, COBRA administration, etc.
Management & Supervisory Responsibility
This position is a management team position that encompasses supervisory responsibility described above. Members of the management team are responsible for managing matters of significance directly related to the organization. They exercise discretion and independent judgment for the organization.
QUALIFICATIONS
Values Alignment
• Demonstrated personal commitment to advancing the ACLU’s values, mission, goals, and programs, with an understanding of the range of civil rights and civil liberties issues and their implications through previous experiences.
Race Equity Commitment
• Demonstrated commitment to racial equity, dismantling white supremacy, and incorporating a structural power analysis into work.
• Must have knowledge and understanding of how power is manifested in matters of race, ethnicity, age, gender, sexual orientation, gender identity, gender expression, religion, ability, and socio-economic circumstances.
Typical Education & Work Experience
(Relevant education/experience may substitute for required education/experience at a rate of one-year relevant education/experience per year of required education/experience.)
• Bachelor’s degree or equivalent work experience.
• A minimum of 7 to 10 years of progressive experience in human resources, or equivalent combination of education and experience.
• A minimum of 2 years of experience in a labor relations environment, directly managing Collective Bargaining Agreement compliance.
Certification or License Requirements
• SHRM-CP or PHR or equivalent.
Typical Functional Experience
• Expert working knowledge of federal, state of Maryland, and local City of Baltimore employment law statues and regulations as well as proactive knowledge of impending local, state, and federal legislation.
• Demonstrable knowledge of employee relations, legal compliance, and labor/union relations.
• Experience integrating equity, belonging, and anti-oppressive practices within the workplace.
• Experience working in a non-profit, advocacy, or political organization.
• Ability to implement human resources best practices via regular attendance at industry-related conferences, seminars, and networking events; maintain membership to related professional associations, conduct human resources audits, and maintain requisite professional human resources management credentials.
• Ability to develop creative human resources management strategies, increase employee engagement; work and respond quickly to operational demands and concerns of staff.
• Ability to think strategically and conceptually with an unbiased approach to solutions using a race equity lens.
• Exceptional analytical, research, writing and oral advocacy skills, as well as the ability to articulate regulatory labor concepts and complex issues and communicate them appropriately and effectively to a variety of audiences.
• Adaptable team player with the ability to engage various constituencies in a complex environment.
• Ability to develop and tailor communications to audience to understand ACLU-MD’s position and its impacts on people through changes to human resources systems, programs, or processes.
• Ability to read, analyze, and interpret complex legal and policy documents, including laws, contracts and collective bargaining agreements, regulations, and court opinions, as well as statistical and financial reports.
• Recognize and define problems, collect data, establish facts, and draw valid conclusions in the context of a variety of situations with multiple variables, both predictable and unpredictable.
Technical Aptitude
• Maintain advanced working knowledge of office-related software, including Apple and Microsoft office products and any industry-specific technology or other internet research tools.
Work Schedule & Travel Obligation
• Ability to occasionally travel locally and regionally.
• Ability to occasionally workdays, evenings, and nights as needed.
• Candidates must live in Maryland or are willing to relocate within 6 months of employment.
Physical Demands
The following capabilities are general requirements necessary to perform the essential functions of this position related to work schedule, physical demands, working environment, travel, etc.
• Effectively communicate with others verbally and in writing, including by phone, e-mail, or in person.
• Understand, remember, communicate, and apply complex oral and/or written instructions and factual information.
• Maintain sustained concentration on computer screens and use keyboards and a variety of peripherals.
• Ability to push, pull, lift up to 25 pounds in the course of the workday in the normal performance of their duties.
Bonus Considerations
The following are the desired competencies, characteristics, or traits for this position:
• Master’s Degree or equivalent post-secondary credentials acceptable.
COMPENSATION & BENEFITS
The starting salary for this position is $110,000 - $120,000.
Excellent benefits include:
• Three weeks paid vacation at time of hire (increasing to four weeks after two years).
• 13 paid office holidays.
• 12 paid sick days.
• Telework and flextime.
• Generous medical insurance including two health, dental and vision insurance options for staff members, their dependents and spouse/domestic partner.
• Flexible spending accounts employee assistance plan.
• Six weeks of paid medical leave, life and accidental death and dismemberment insurance.
• Short-term disability and long-term disability insurance.
• (401(k) defined contribution retirement plan with employer match.
• Free on-site parking.
• Additional commuter benefits with access to commuter rail station.
• Direct exposure to cutting-edge civil liberties and civil rights work.
This is a position that is exempt from the overtime provisions of the Fair Labor Standards Act.
DEADLINE & START DATE
The position will remain open until we fill it. We will schedule interviews on a rolling basis.
HOW TO APPLY
Please submit a cover letter, resume, three professional references.
APPLY HERE: https://aclumaryland.applytojob.com/apply/QRrugIzUQL/Director-Of-People-And-Culture
We discourage applicants from applying through third-party websites. We strongly encourage early applications. It is not possible for us to respond to telephone or email inquiries.
We will not consider resumes or applications sent via other avenues.
Request an Accommodation
The ACLU of Maryland makes every effort to assure that its recruitment, selection, hiring, and employment practices provide all qualified persons, including persons with disabilities, with full opportunities for employment in all positions.
We are committed to providing reasonable accommodation to individuals with disabilities. If you are a qualified individual with a disability and need assistance applying online, please email human resources at HR@aclu-md.org. If you are selected for an interview, you will receive additional information regarding how to request an accommodation for the interview process. We encourage individuals of all abilities to request reasonable job accommodations through our office of human resources.
Requesting a reasonable accommodation will not automatically be perceived as a disqualifying factor that would prevent an employee from performing the essential duties of the job.
ABOUT THE ACLU OF MARYLAND
The ACLU of Maryland is a non-partisan, non-profit public interest organization devoted to protecting civil rights and civil liberties. The ACLU of MD is an affiliate of the national ACLU, a key defender of civil liberties guaranteed by the Bill of Rights. The ACLU works in the courts, legislature and in communities to defend and expand individual rights and personal freedoms guaranteed by the Constitution, the Bill of Rights, and civil rights laws. The ACLU of Maryland is committed to centering race equity in our work, internally and externally, to better support and be accountable to communities of color, whose civil rights and civil liberties are systematically threatened by white supremacy.
The ACLU of Maryland is an equal opportunity employer. We are committed to diversity and inclusion in our work and on our teams. We encourage applications from all qualified individuals without regard to race, color, gender, sexual orientation or preference, gender identity and expression, age, national origin, marital status, citizenship, disability, veteran, or formerly incarcerated person status. Persons with disabilities may request accommodations.
Organization Commitment to Race Equity
All individuals in our organization are expected to support and maintain our organizational commitment to centering race equity in their work, internally and externally. We practice accountability and allyship to Black, Indigenous, People of Color, LGBTQ+, and disability communities, whose civil rights and civil liberties are systematically threatened. Application of this principle requires the conscious use of a race equity lens at all levels of work to both identify and understand implications of structural racism, challenge or confront systemic conditions or resulting issues, and dismantle overall institutional systems related to white privilege and white supremacy when engaging, advocating, and defending the civil liberties and civil rights of all Marylanders.
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via Jobs At Johns Hopkins University
schedule_type: Full-time
We are seeking an Assistant Director, USS Human Resources (ADHR) is the lead HR generalist for all of University Student Services (USS). This group currently includes over 800 full-time employees spread across six Vice Provost (VP) areas - Student Affairs, Student Health and Well-Being, Undergraduate Admissions and Financial Aid, Centers for Diversity and Inclusion, Integrative Learning and Life... Design, Registration and Student Enrollment Account
We are seeking an Assistant Director, USS Human Resources (ADHR) is the lead HR generalist for all of University Student Services (USS). This group currently includes over 800 full-time employees spread across six Vice Provost (VP) areas - Student Affairs, Student Health and Well-Being, Undergraduate Admissions and Financial Aid, Centers for Diversity and Inclusion, Integrative Learning and Life... Design, Registration and Student Enrollment Account Management. Reporting to the USS Director, Human Resources (HRD), the ADHR will be a trusted partner who works autonomously with senior leaders, managers, and staff. The ADHR will partner with the HRD to develop, deploy, manage and integrate HR plans, programs, and processes that meet the strategic and operational needs of the division that align with University and Central HR goals.
As a member of the USS HR leadership team, the ADHR will consult and collaborate with the HRD on escalated and/or complex initiatives and projects in realization of the vision and mission of the division’s Vice Provost’s areas.
The ADHR will elevate the level of HR support and service to divisional departments managing and providing operational direction to embedded HR Generalists (HRG) who support USS VP teams and will provide guidance and expertise to the Divisional HR Operations Manager who oversees USS HR Coordinators and broader HR administrative processes.
The ADHR will also be responsible for leading the HRG team to meet annual performance objectives; providing on-going coaching, development, and recognition; and supporting career development.
• This position is eligible for a hybrid working arrangement. Some in-person/on campus attendance will be required.
Specific Duties & Responsibilities
Administration (10%)
• Assists department Director in the management of the USS HR department Serves as back-up in the absence of Director or other supervisory personnel.
• Serves as a member of the USSHR leadership team by participating in strategic planning, staffing decisions and other key areas.
Strategic Workforce Planning and Talent Management (20%)
• Partner with HRD to develop, administer and evaluate major programs or projects to include workforce planning, , succession planning, business continuity, employee engagement and recognition, and diversity and inclusion.
• Partner with Director and Central HR leaders to develop and implement human resources strategies and solutions that strengthen USS and the University as a whole.
• Develop and administer new leader integration/assimilation process for new leaders within USS.
• Works with USS leaders for assigned organizations on job and organization design, job descriptions and postings, and interviewing and selection. May participate in recruiting for strategic positions.
• This position can also serve as a member of and sits on the senior leadership teams of one or more client groups.
• Partner with Central Talent Management (Learning & Organization Development) to build and develop leadership capability across all levels of the USS organization by providing resources to leaders to effectively manage people. Advise leaders on organizational structure and align activities with talent.
• Represents the department or work unit on various committees, work groups and employee forums.
• May have training responsibilities related to the department, employees or outside customers.
• Provides guidance and consistency in policy and procedure decisions within USS.
Program Management (20%)
• Compensation - Partners with the university’s Compensation group to administer compensation programs across USS and ensure compliance with established policy and practice; Collaborates with Compensation team to ensure jobs are accurately evaluated in a timely manner, and that total compensation is competitive. Will partner with the Divisional HR Services Supervisor to execute on Annual Reviews and carryout the Annual Merit Increase (AMI) process.
• Performance management – Leads training, implementation, and administration of the performance management process across USS. Ensures the alignment and integration of this process with other processes such as talent development, total rewards management, etc.
• On-boarding - Manages the administration, evaluation, and continuous improvement of an on boarding program for new employees. Partners with USS HR colleagues including talent acquisition and learning and development teams to provide an effective program and positive new employee experience.
• Talent development - Partners with Director and others to develop, administer, and evaluate talent review, succession planning, and talent development processes.
• Supervisor effectiveness - Develops and facilitates ongoing programming with goal of improving supervisor knowledge and skills. Identifies needs, develops content, delivers training, and provides related coaching.
Organization Development (20%)
• Promotes and reinforces the organization's desired culture, core values, and behavioral expectations through modeling, communication, and coaching. Integrates into HR programs and processes where appropriate.
• Collaborates with HR colleagues and managers to identify needs that can be met through application of organization development consultation and tools. Leads or facilitates processes intended to improve the overall effectiveness of work groups.
• Partners with managers and consults with Central OD professionals in the design of effective organizations (understand the work, define roles and responsibilities, design structures, manage change, etc.) to best meet the needs of the organization and optimize performance.
Employee Relations and Project Management (30%)
• Partners with HR Generalists, senior leaders and managers to recommend and implement workplace practices that foster a high level of employee engagement and performance.
• Serves as a knowledgeable advisor to managers and employees in the development, communication, interpretation, and application of HR programs, policies, and practices.
• Creates and sustains a positive work environment by promoting and demonstrating employee relations practices that appropriately balance organizational and individual needs.
• Works with managers and employees to effectively resolve a range of workplace issues. Partners with HR Generalists to effectively triage situations, understand the range of possible responses, and select appropriate ones.
• Consults with HRD on escalated employee relations situations that require involvement of University partners (Central ER/LR, IOE, OGC)
• Uses knowledge of employment law and university policy to ensure compliance and minimize financial, reputational, and other risk to USS and to the institution. Works with senior leaders and managers on related matters which may involve a high degree of sensitivity and/or complexity.
• Projects - Manages and/or supports projects focused on one or more facets of HR (e.g., career management, retention, or coaching and mentoring). This may involve improvement of existing programs or processes or creation of new ones. Identifies underlying problem or need, defines scope and deliverables, identifies and aligns necessary resources, manages execution, and evaluates progress.
• Data and Metrics -Collects, analyzes, and reports relevant data and uses metrics to evaluate performance and evaluate contributions to the achievement of the organization's goals and objectives.
• Drive uniform best practices and use of data-driven decision making.
Special Knowledge, Skills & 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 facilitating and negotiating 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 regulations.
• 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 judgment. 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.
Minimum Qualifications
• Bachelor's Degree in Human Resources, Business Administration, or relevant field.
• Six (6) years of progressively increasing leadership experience in human resources management, 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
• Two (2) years' experience working with a senior leadership team as a thought leader.
• Minimum two (2) years management and staff leadership and development experience.
• Master's degree preferred.
• PHR or SPHR certification also preferred.
Classified Title: Asst. Director Divisional HR
Working Title: Assistant Director, USS Human Resources
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, 8:30a-5p
Exempt Status: Exempt
Location: Hybrid/Homewood Campus
Department name: Student Services Human Resources
Personnel area: University Student Services
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: https://hr.jhu.edu/benefits-worklife/
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.
EEO is the Law
Learn more:
https://www.eeoc.gov/sites/default/files/migrated_files/employers/poster_screen_reader_optimized.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 accessibility.jhu.edu.
Johns Hopkins has mandated COVID-19 and influenza vaccines, as applicable. 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. 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 on 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.
Note: Job Postings are updated daily and remain online until filled Show more details...
As a member of the USS HR leadership team, the ADHR will consult and collaborate with the HRD on escalated and/or complex initiatives and projects in realization of the vision and mission of the division’s Vice Provost’s areas.
The ADHR will elevate the level of HR support and service to divisional departments managing and providing operational direction to embedded HR Generalists (HRG) who support USS VP teams and will provide guidance and expertise to the Divisional HR Operations Manager who oversees USS HR Coordinators and broader HR administrative processes.
The ADHR will also be responsible for leading the HRG team to meet annual performance objectives; providing on-going coaching, development, and recognition; and supporting career development.
• This position is eligible for a hybrid working arrangement. Some in-person/on campus attendance will be required.
Specific Duties & Responsibilities
Administration (10%)
• Assists department Director in the management of the USS HR department Serves as back-up in the absence of Director or other supervisory personnel.
• Serves as a member of the USSHR leadership team by participating in strategic planning, staffing decisions and other key areas.
Strategic Workforce Planning and Talent Management (20%)
• Partner with HRD to develop, administer and evaluate major programs or projects to include workforce planning, , succession planning, business continuity, employee engagement and recognition, and diversity and inclusion.
• Partner with Director and Central HR leaders to develop and implement human resources strategies and solutions that strengthen USS and the University as a whole.
• Develop and administer new leader integration/assimilation process for new leaders within USS.
• Works with USS leaders for assigned organizations on job and organization design, job descriptions and postings, and interviewing and selection. May participate in recruiting for strategic positions.
• This position can also serve as a member of and sits on the senior leadership teams of one or more client groups.
• Partner with Central Talent Management (Learning & Organization Development) to build and develop leadership capability across all levels of the USS organization by providing resources to leaders to effectively manage people. Advise leaders on organizational structure and align activities with talent.
• Represents the department or work unit on various committees, work groups and employee forums.
• May have training responsibilities related to the department, employees or outside customers.
• Provides guidance and consistency in policy and procedure decisions within USS.
Program Management (20%)
• Compensation - Partners with the university’s Compensation group to administer compensation programs across USS and ensure compliance with established policy and practice; Collaborates with Compensation team to ensure jobs are accurately evaluated in a timely manner, and that total compensation is competitive. Will partner with the Divisional HR Services Supervisor to execute on Annual Reviews and carryout the Annual Merit Increase (AMI) process.
• Performance management – Leads training, implementation, and administration of the performance management process across USS. Ensures the alignment and integration of this process with other processes such as talent development, total rewards management, etc.
• On-boarding - Manages the administration, evaluation, and continuous improvement of an on boarding program for new employees. Partners with USS HR colleagues including talent acquisition and learning and development teams to provide an effective program and positive new employee experience.
• Talent development - Partners with Director and others to develop, administer, and evaluate talent review, succession planning, and talent development processes.
• Supervisor effectiveness - Develops and facilitates ongoing programming with goal of improving supervisor knowledge and skills. Identifies needs, develops content, delivers training, and provides related coaching.
Organization Development (20%)
• Promotes and reinforces the organization's desired culture, core values, and behavioral expectations through modeling, communication, and coaching. Integrates into HR programs and processes where appropriate.
• Collaborates with HR colleagues and managers to identify needs that can be met through application of organization development consultation and tools. Leads or facilitates processes intended to improve the overall effectiveness of work groups.
• Partners with managers and consults with Central OD professionals in the design of effective organizations (understand the work, define roles and responsibilities, design structures, manage change, etc.) to best meet the needs of the organization and optimize performance.
Employee Relations and Project Management (30%)
• Partners with HR Generalists, senior leaders and managers to recommend and implement workplace practices that foster a high level of employee engagement and performance.
• Serves as a knowledgeable advisor to managers and employees in the development, communication, interpretation, and application of HR programs, policies, and practices.
• Creates and sustains a positive work environment by promoting and demonstrating employee relations practices that appropriately balance organizational and individual needs.
• Works with managers and employees to effectively resolve a range of workplace issues. Partners with HR Generalists to effectively triage situations, understand the range of possible responses, and select appropriate ones.
• Consults with HRD on escalated employee relations situations that require involvement of University partners (Central ER/LR, IOE, OGC)
• Uses knowledge of employment law and university policy to ensure compliance and minimize financial, reputational, and other risk to USS and to the institution. Works with senior leaders and managers on related matters which may involve a high degree of sensitivity and/or complexity.
• Projects - Manages and/or supports projects focused on one or more facets of HR (e.g., career management, retention, or coaching and mentoring). This may involve improvement of existing programs or processes or creation of new ones. Identifies underlying problem or need, defines scope and deliverables, identifies and aligns necessary resources, manages execution, and evaluates progress.
• Data and Metrics -Collects, analyzes, and reports relevant data and uses metrics to evaluate performance and evaluate contributions to the achievement of the organization's goals and objectives.
• Drive uniform best practices and use of data-driven decision making.
Special Knowledge, Skills & 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 facilitating and negotiating 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 regulations.
• 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 judgment. 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.
Minimum Qualifications
• Bachelor's Degree in Human Resources, Business Administration, or relevant field.
• Six (6) years of progressively increasing leadership experience in human resources management, 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
• Two (2) years' experience working with a senior leadership team as a thought leader.
• Minimum two (2) years management and staff leadership and development experience.
• Master's degree preferred.
• PHR or SPHR certification also preferred.
Classified Title: Asst. Director Divisional HR
Working Title: Assistant Director, USS Human Resources
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, 8:30a-5p
Exempt Status: Exempt
Location: Hybrid/Homewood Campus
Department name: Student Services Human Resources
Personnel area: University Student Services
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: https://hr.jhu.edu/benefits-worklife/
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.
EEO is the Law
Learn more:
https://www.eeoc.gov/sites/default/files/migrated_files/employers/poster_screen_reader_optimized.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 accessibility.jhu.edu.
Johns Hopkins has mandated COVID-19 and influenza vaccines, as applicable. 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. 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 on 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.
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