We are seeking anAssistant 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
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.
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.
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.
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