Career Center

Talent Management & Human Resources Manager

Development and Alumni Relations

General Description

The Talent Management & Human Resources (TMHR) Manager is the lead HR generalist for all of Development and Alumni Relations (DAR) - central, university, and medicine. This group currently includes about 520 employees spread across all nine schools plus key centers, partner hospitals and institutes.

The TMHR Manager, reporting to the Executive Director of Talent Management & Human Resources for DAR, will provide talent acquisition & HR Business Partner support for our development offices within the Schools; therefore, routinely collaborating with university, divisional, and school HR offices due to the decentralized and complex nature of DAR.

In addition, the TMHR manager will manage and provide guidance and expertise to two HR Business Partners—one business partner supports the Central DAR team and the second business partner supports the Fund for Johns Hopkins Medicine. 

As a trusted strategic partner who works autonomously with senior leaders, managers, and staff, the TMHR Manager will develop, deploy, and manage HR plans, programs, and processes while ensuring  operational excellence in HR service delivery.

Subsequently, as a member of the TMHR leadership team, the TMHR Manager will assist in supporting team to meet annual performance objectives; providing on-going coaching, development, and recognition; and supporting career development.

Primary Duties and Responsibilities:

Strategic Workforce Planning

• Partner with Executive Director to develop, administer and evaluate major programs or projects to include workforce planning, space planning, succession planning, business continuity, employee engagement and recognition, and diversity and inclusion.

• Partner with Executive Director and Central HR leaders to develop and implement human resources strategies and solutions that strengthen DAR and the University as a whole
• Responsible for interacting and developing partnerships with other HR departments within the University and Health System in order to attain department goals and objectives.
• Advise leaders on organizational structure and align activities with talent.
• Partners with managers 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.

Talent Management

• Works with DAR leaders for assigned organizations on job and organization design, job descriptions and postings, and interviewing and selection.
• May participate in recruiting for strategic positions.
• Partner with DAR Talent Acquisition team to develop strategies to attract and recruit.  This may also include supporting the operational aspects of candidate identification and recruitment including such as conducting phone screens and participating in in-person interviews

Program Management

• 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.
• Compensation - Partners with the university's Compensation group to administer compensation programs across DAR 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.
• Performance management - Leads training, implementation, and administration of the performance management process across DAR. Ensures the alignment and integration of this process with other processes such as talent development, total rewards management, etc.
• On-boarding – Support the administration, evaluation, and continuous improvement of an on­ boarding program for new employees. Partners with DAR HR colleagues including talent acquisition and learning and development teams to provide an effective program and positive new employee experience.

Employee Relations

• Partners with 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. Effectively triages situations, understands the range of possible responses, and selects appropriate ones.

Administration

• Assists department Executive Director in the management of a department or work unit.
• Serves as back-up in the absence of Executive Director or other supervisory personnel.
• Serves as a member of the TMHR leadership team by participating in strategic planning, staffing decisions and other key areas.
• May be assigned budgetary responsibilities for areas of responsibility
• 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.
• Provides guidance and consistency in policy and procedure decisions within DAR.
• This position can also serve as a member of and sits on the senior leadership teams of one or more client groups.
• Represents the department or work unit on various committees, work groups and employee forums.

Requirements

• Bachelor's degree required, with a concentration in human resources, business administration, or related field required. Five years progressively responsible human resources management experience including employee relations experience required.  Eight or more years of related experience in human resources preferred. Master's degree preferred. PHR or SPHR certification also preferred.
• Competencies - Working proficiency in the knowledge and application of employment laws and regulations, employee relations practices, positive work environment concepts, issue/dispute resolution techniques, internal investigation techniques, organization development theories and practices, talent management practices, total rewards concepts, diversity and inclusion practices, communication skills, internal consulting and coaching skills, qualitative and quantitative analysis, process improvement methodologies, project management concepts, and HR systems and applications.