This position works in partnership with the Sr. Director of HR and Director of HR to ensure that employee relations, record keeping and compliance training needs of the School of Medicine (SOM) HR function are effectively maintained. The Specialist provides support to internal employee relations situations to the JHU SOM staff (support and senior staff), supervisors, managers, and faculty on a variety of work-related topics and situations, ensuring compliance with legal and HR policies and practices.
Specific Duties & Responsibilities
Employee Relations /Administration
Support high volume and complex ER cases for the School of Medicine. Work with departmental administration/HR Business Partners to ensure proper documentation is maintained and placed in the personnel files.
Review and conduct investigations on complicated ER cases. Provide guidance to clients on recommendations that result in the most effective and least risk to the department and the organization.
Provide guidance on SOM HIPAA cases. Work with the HIPAA Compliance office on violation determinations and disciplinary outcomes. Provide guidance to the department regarding recommended discipline.
Provide guidance on Risk Assessment cases. Conduct investigations; provide assessments and guidance on the appropriate discipline. Participate in the Joint Risk Assessment group meetings.
Partner with JH internal resources to provide assessments, solicit input on cases, and provide sound advice on complicated cases.
Review JHU policies, review personnel file, E210, and SAP to advise management about the appropriate next course of action relative to coaching, formal discipline and/or training.
Work with staff and management regarding ER cases that result in appeals. Provide assistance relative to each step of the JHU appeal process and mediation program.
Maintain SOM staff appeal electronic file.
Mediate and resolve a high volume of day to day conflicts or issues, retrieve and maintaining appropriate documentation and supporting details for discipline.
Consult with management and staff of all levels to interpret policies and procedures and how they apply to individual employee circumstances.
Conduct internal investigations: conduct interviews, gather facts and other background information to thoroughly report finding s and recommendations.
Understand and manages potential risk in relation to employee actions and issues with ability to escalate as appropriate. In partnership with HR Director(s) partner with General Counsel to assess risk.
Provide consultative reviews and approval of ER/FMLA correspondence to management relating to employees with ER cases with protected LOA and ADA implications. Serve as an advisor to employees and management on employee appeal issues.
Work with SOM HR team to review departmental Reduction in Force (RIF) and extension of introductory period decisions.
Work in partnership with department HR representatives regarding appropriate documentation, such as: disciplinary and performance based letters (i.e. verbal, written warning, suspension and termination), suspension pending investigation, change of hours, CRU-RIF,
Collaborate with SOM HR team for FML-STD-LTD, COE, extend intro period, performance improvement plans, FFD and FASAP facilitated referrals. Consult on unemployment cases and work with management regarding unemployment hearings.
Provide effective active listening and counseling skills. Appreciates the business/organizational perspective during the resolution process when addressing employee or management concerns. Listens to the situation/concern thoroughly to provide a portfolio of recommendations for a timely and effective resolution.
Create and present sound action plans with concrete, actionable measures for effecting change in the workplace to address both technical and interpersonal concerns.
Identify and resolve workplace issues that increase productivity and promotes stability. Assess employee training, written department work practices, and growth and developmental needs.
Provide one-on-one staff and management coaching and guidance to staff, supervisors and managers on performance improvement and balancing responsibilities.
Counsel employees and management to provide consultation on University policies procedures and work rules. Ensures that staff and management interprets and applies consistently.
Recommend employee relations practices to assist in establishing a positive employer/employee relationship and to promote a high level of employee morale and engagement.
Work with SOM HR team to coordinate support for mediation cases. Discuss mediation with the manager as a viable resolution. Discuss the Mediation program and its benefits to the participants and obtain signed consent forms.
Collaborate with SOM HR leadership to create and co-facilitate presentations to departments on a variety of ER related topics such as: Investigating, Documenting and Managing Employee Relations Cases; Partnering with JHU Resources; The SOM Progressive Discipline Practices; The JHU Appeal Policy; SOM RIF – CRU Process; SOM ER case studies.
Partner with management to communicate HR policies procedures, programs and laws to employees. Listen carefully and maintain confidentiality to assist individuals identify and analyze effective solutions.
Maintain the SOM HR ER database that includes Appeals, Risk Assessments, RIF’s, HIPAA Violations, COE, FFD, Waiver Agreements.
Updates the divisional personnel file with accurate documentation such as signed progressive disciplinary letters.
Support the development and maintenance of SOM HR’s employee notification template letters.
Bachelor’s degree in a relevant field (human resources, industrial psychology, organizational development, business administration, etc.)
Five plus years progressive experience in a professional human resources capacity required, including Five plus years of employee relations experience.
Progressively responsible employee relations human resources experience may substitute for some educational requirements.
Knowledge of theory, methods and applications of contemporary employee relations, conflict resolution and problem solving, diversity, grievance processes, EEO/AA, FASAP (employee assistance programs), etc.
Experience in an academic medical center and/or in a hospital environment preferred.
Effective problem solving skills to analyze issues and create appropriate action plans.
Ability to work with highly diverse populations, at all levels of the institution
Excellent interpersonal and communication skills (written and verbal) required
Must understand the importance of maintaining confidentiality and working with highly sensitive information
Special Knowledge, Skills, and Abilities
Knowledge of relevant employment, EEO/AA and other applicable laws and regulations.
ERP Experience (such as Peoplesoft, SAP, Oracle, etc) desired.
Ability to compile and effectively manage data
Understanding of the principles of service excellence and good customer service and the ability to apply them in a demanding environment.
Technical qualifications or specialized certifications:
PHR or SPHR certification preferred.
Classified Title: Employee Relations Specialist Working Title: Employee Relations Specialist Role/Level/Range: ATP/04/PD Starting Salary Range: $59,280 - $81,430; Commensurate with experience Employee group: Full Time Schedule: Monday-Friday, 8:30am-5:00pm plus, Up to 37.5 hours/week Exempt Status: Exempt Location: 04-MD:School of Medicine Campus Department name: 10001055-Employee and Labor Relations East Balt Personnel area: University Administration
The successful candidate(s) for this position will be subject to a pre-employment background check.
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 HR Business Services Office at [email protected]. For TTY users, call via Maryland Relay or dial 711.
The following additional provisions may apply depending on which campus you will work. Your recruiter will advise accordingly.
During the Influenza ("the flu") season, as a condition of employment, The Johns Hopkins Institutions require all employees who provide ongoing services to patients or work in patient care or clinical care areas to have an annual influenza vaccination or possess an approved medical or religious exception. Failure to meet this requirement may result in termination of employment.
The pre-employment physical for positions in clinical areas, laboratories, working with research subjects, or 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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