The Human Resources Business Manager (HRBM) is responsible for the day to day management of the human resources office providing support in talent management, talent acquisition, workforce planning, employee relations, compliance, compensation and benefits, diversity and inclusion, employee and faculty engagement, performance management, staff and faculty onboarding, succession planning, learning and organizational development. This position serves as the HR Department Deputy and reports to the Human Resources Director (HRD) and manages the SAIS HR Team.
Human Resources Management:
Consults with and advises staff on HR policies and procedures relating to employment practices, policy interpretation and application, recruiting, performance management, compensation, and employee relations.
Provides excellent and collaborative client support and demonstrates a high level of responsive and effective customer service and team orientation.
Coordinates with all areas of University Administration HR to make appropriate referral of actions and issues to the manager(s) of specific functions.
Working knowledge and application of HR policies and procedures including federal and district laws and regulations pertaining to employee relations.
Set clear performance objectives for self and other HR Staff.
Provide guidance and feedback to help team members strengthen their knowledge and skills. ? Establish an environment that enables staff to be innovative while effectively balancing risk and opportunity. ? Submits budgetary proposals that support the HR Strategic Plans to the HRD's for approval. Has the responsibility for the day to day management of the SAIS HR budget. ? Submits and updates SAIS HR Strategic Plan Recommendations in response to the Schools initiatives in the Johns Hopkins SAIS Strategic Plan.
Supports Staff and Faculty onboarding initiatives by providing reviewing and updating the programs as needed.
In consultation with the HR Business Partner (HRBP) and Payroll Specialist ensures that payroll administration aligns with University Policy.
Provides human resources services to multiple departments, requiring significant coordination of activities and knowledge of diverse environments, cultures, systems, policies and programs.
Provides a wide range of human resources consulting services and support to all staff and faculty, across organizational levels. Is the first and primary point of contact for management and staff with regard to employee relations issues.
Consults with the HRD, General Counsel's office and the Office of Institutional Equity as appropriate on employment related matters including grievances, employee relations issues, questions regarding legal compliance, etc. and the potential legal implications.
Proactively identifies employee relations interventions and initiatives to strengthen communication and collaboration and to build positive open relationships with staff and faculty across the School.
Supports management with employee relations issues. Collaborates with the HR Business Partner to ensure effective resolution for employee relations matters. Assigns employee relations consultation to HR staff as needed.
Consults with the HRD and/or General Counsel's office to address sensitive, risky employee relations matters.
Maintains current knowledge of University policies and processes, progressive HR practices and key trends to develop strategies to maximize employee potential.
Ensures fair and competitive compensation practices within the School including conducting internal equity analysis, monitoring internal and external competitiveness of salaries and assessing internal position classification issues.
Sets salaries for new hires or promotions, in conjunction with the hiring manager, subject to the approval of the HRD.
Works closely with Compensation HR to promote understanding of the School's organization structure, position expectations and special nuances unique to the School that impact positions - with the goal of ensuring accurate assignment of position roles, levels and salary range.
Works closely with staff and faculty managers to build understanding and awareness of JHU Compensation systems and policies and procedures.
Provides the HRD with research and statistics regarding faculty total compensation packages.
On occasion, the HRBM meets with prospective tenured and tenured track faculty members to explain the University's benefits package.
Is responsible for managing the myPerformance process for SAIS. Ensuring managers and staff have the proper training and meet deadlines for goal setting, check point, and annual review. Reports inconsistencies to the HRD for further investigation.
Communicates changes to all staff regarding performance management.
Global Human Resources:
Collaborates with the HRD to develop the comprehensive HR strategy for campuses in China and Italy.
Works with the HRBP, managers and faculty to develop recruiting strategies in China and Italy.
Supports Italian and Chinese faculty and staff in employee relations matters.
Maintains current knowledge of Italian and Chinese labor laws.
Position requires some international travel, as needed.
Human Resources Metrics:
Develop the strategy for HR metrics reporting and work with team to create, manage, and maintain talent reporting metrics and analytics to evaluate the effectiveness of SAIS's talent strategies.
Develop and implement a measure for the Johns Hopkins SAIS Internal Customer Service Program.
In consultation with the HRD, develops comprehensive strategic recruiting and retention policies to meet the human capital needs of strategic goals. Collaborates with the HRD to develop Talent Acquisition plans and develops sustainable and measurable strategies with reasonable time lines for implementation.
Responsible for collaborating with the HRBP to work with managers and supervisors to identify competency, knowledge and talent gaps and develops specific programs for filling the gaps; including, succession planning for staff positions.
In consultation with the HRBP, provides guidance, consultation and support to managers and supervisors in the hiring and facilitates processes related to position development, recruitment and candidate screening, compensation and benefits, on-boarding, performance, training and career development plans.
Directs the development of staffing strategies; develops and builds hiring processes, with a focus on attracting a diverse pool of qualified candidates.
Collaborates with the HRBP to ensure developed, streamlined, and enhanced staffing systems, training, reporting and analysis; leads sourcing and recruiting initiatives; compliance with all local and federal regulations with respect to staffing.
Collaborates with the HRBP to ensure the development of programs to facilitate attraction of diverse candidates and to encourage managers and staff to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.
In consultation with the HRD, provides advice and consultation to Search Committees and Chairs with regard to faculty recruitment; including, developing and communicating tools and policies and procedures; consulting with the search committees to promote selection of a diverse candidate pool; drafting advertising copy, identifying and consulting on appropriate recruitment venues.
Supports the HRD in developing recruiting policies and procedures and develops communication strategies to support these efforts.
Supports the HRD with succession planning initiatives. May work on projects and assign different tasks to the HR Team. Learning and Organizational Development:
Collaborates with the HRD to ensure that the SAIS Learning and Development plan has HR Staffing and support.
Develops and implements management training assessments.
Develops and implements training programs to support managers.
Bachelor's degree in Human Resources, Business Administration, or other related field. Master's degree preferred. Five years progressively responsible human resources management experience including employee relations experience, preferably in a University setting. International HR experience preferred. Human resources generalist experience preferred.
KNOWLEDGE & SKILLS:
Knowledge of human resources strategy, administration, personnel management theory and practice, organizational development, employee relations.
Working knowledge of emerging trends and practices in human resources.
In-depth knowledge, mastery and skill in two (2) or more primary human resources functions: employment and recruitment, compensation, benefits, organizational design and development, employee training and education.
Demonstrated track record in taking initiative, effectively navigating ambiguity, and handling multiple priorities.
Demonstrated ability to initiate, develop and implement a wide range of human resources programs and solutions in collaboration with other HR professionals.
Advanced consulting and negotiation skills providing appropriate counsel, advice and work in partnership with management and staff on human resources matters as well as to facilitate and negotiate 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 be able to promote and communicate human resources 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 human resources laws and regulation.
Ability to engage diverse constituencies, provide appropriate counsel and partner with School leadership, management, faculty and staff on a broad range of matters that are impacted by staff and faculty (human resources) considerations.
Demonstrated ability to exercise sound and independent judgment.
Experience providing leadership clear departmental vision and goals and managing staff including hiring, coaching and counseling, development, performance management.
Knowledge and understanding of the university, its history, culture, organizational structure and units, decision-making process, policies and programs. Professional certification at either the PHR or SPHR level,SHRM-CP or SHRM-SCP, or other recognized human resources certifications such as CEBS or CCP. Global HR experience.
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 Baltimore. The Paul H. Nitze School of Advanced International Studies is located in Washington's Dupont Circle area.