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.
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
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.
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.
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.
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.
Classified Title: HR Manager Working Title: HR Manager Role/Level/Range: ATP/04/PE Starting Salary Range: Commensurate with experience Employee group: Full Time Schedule: M-F, 8:30am-5:00pm Exempt Status: Exempt Location: 01-MD:Homewood Campus Department name: 10001644-Human Resources 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.
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.
Equal Opportunity Employer Note: Job Postings are updated daily and remain online until filled.
Johns Hopkins University remains committed to its founding principle, that education for all students should be grounded in exploration and discovery. Hopkins students are challenged not just to learn but also to advance learning itself. Critical thinking, problem solving, creativity, and entrepreneurship are all encouraged and nourished in this unique educational environment. After more than 130 years, Johns Hopkins remains a world leader in both teaching and research. Faculty members and their research colleagues at the university's Applied Physics Laboratory have each year since 1979 won Johns Hopkins more federal research and development funding than any other university. The university has nine academic divisions and campuses throughout the Baltimore-Washington area. The Krieger School of Arts and Sciences, the Whiting School of Engineering, the School of Education and the Carey Business School are based at the Homewood campus in northern Baltimore. The schools of Medicine, Public Health, and Nursing share a campus in east Baltimore with The Johns Hopkins Hospital. The Peabody Institute, a leading professional school of music, is located on Mount Vernon Place in downtown Bal...timore. The Paul H. Nitze School of Advanced International Studies is located in Washington's Dupont Circle area.