Director HR Central

$106K - $165K
Posted on 09/21/17
$106K - $165K
Posted on 09/21/17

General Description


The Director for Human Resources Central, is a member of the Human Resources Leadership Team for Johns Hopkins University and will be reporting to the AVP for Employee and Labor Relations. The primary responsibility for this candidate is leading and implementing the strategic Human Resources practice specifically for University Administration (UA) organization. The incumbent will act as a resource in a variety of settings--developing a strategic approach for the needs of senior management; providing education and training to people leaders, HR Business Partners (HRBPs), and other interested stakeholders; benchmarking current policies, processes, trends and practices; developing policies and practices to ensure positive employee relations; driving change management; utilizing HR analytics to optimize client services and assisting with key projects.


Acting as the HR business partner for UA, this leader works to effectively execute human resources policies, practices, and programs ensuring their alignment and support of business operations, compliance with applicable human resources laws and regulations, and consistency with the human capital strategies and models of human resources best practices at the Johns Hopkins University (JHU).


In addition, this HR leader will also provide strategic guidance and support to the HR staff in other schools, divisions and departments, these include: Carey Business School, Krieger School of Arts and Sciences (KSAS), Peabody Institute, School of Education (SOE), and Whiting School of Engineering (WSE) as well as Academic Centers, the Center for Talented Youth (CTY), Development and Alumni Relations (DAR), School of Advanced International Studies (SAIS), the Libraries, Facilities and Real Estate (FRE) and Homewood Student Affairs (HSA). This responsibility includes supporting the AVP for Employee and Labor Relations in the areas of policy development, implementation and measurement of effectiveness of these areas of Human Resources.


This leader also serves as a coach and mentor to the staff who serve as HR business partners in direct and in matrix reporting relationship throughout the various schools and divisions to ensure alignment of human resource practices across the university. The role provides critical leadership and consultation on highly sensitive/critical issues. They will help to ensure that human resources practices across the university are effective, relevant, support the needs of the schools, consistently applied; and, are legally compliant.


Principal Duties and Responsibilities:

The Director for Human Resources Central is accountable for the direct administration of HR for University Administration including the following areas (Office of the University President, Office of the Provost, Office of Senior Vice President for Finance and Administration, Central Finance, and Central Human Resources). In collaboration with the AVP for Employee and Labor Relations, also manages the collaboration process with members of the HR team from several divisions to ensure that departments receive appropriate guidance and support for functional HR matters, including employee/labor relations, recruitment and on-boarding, performance management, and employee engagement activities for the schools and divisions listed above.


Other primary responsibilities include:

Strategic Planning

  • Participates in the development of human resources strategies as they relate to goals, objectives, and operations.
  • Researches and recommends human resources best practices and effectiveness.
  • Participates in the development of divisional plans and programs as a strategic partner.



Employee Relations/ Labor relations/Performance Management

  • Provides human resources services to multiple departments and centers, requiring significant coordination of activities and knowledge of diverse environments, cultures, systems, policies and programs.
  • Advises, coaches, and consults with managers, deans, faculty, and employees on issues, including performance management, terminations, career development, conflict resolution, change management, etc.
  • Proactively identifies employee relations interventions and initiatives to strengthen communication and collaboration and to build positive open relationships with staff and faculty.
  • Handles own caseload of employee and labor issues, particularly those that are complex and challenging.
  • Consults with appropriate colleagues (e.g. General Counsel, and the Office of Institutional Equity) employment related matters.
  • Oversees the university’s mediation and grievance programs.
  • Assists HR leadership and other internal and external colleagues in the design, execution and implementation of the collective bargaining agreement between the university and its union staff.
  • Facilitates the university’s relationship with the union and its representatives.
  • Supports the creation of practices and programs to help managers and employees operate within bargaining agreement terms which includes coaching and training.
  • Assists with the grievance and arbitration program as needed.
  • Conducts data analysis of trends and opportunities that emerge from the practice of employee and labor relations and shares with senior HR leadership and assists with the development of programs and initiatives designed to continuously improve this practice.
  • Supervises and/or coaches other staff engaged in employee/labor relations, this includes some direct supervision of HR managers/generalists as well as collaboration with matrix reporting HR managers across all divisions.
  • Intervenes and acts as a point of escalation on employee/labor relations matters. Facilitates training in the field of employee and labor relations to HR staff as well as managers and supervisors.



Policies and Procedures


  • The position is responsible for developing and implementing overarching HR policies, strategies, and practices with the aim of furthering Johns Hopkins University’s business objectives.
  • Serves as resource for all client areas to provide advice and interpretation of human resource policies and procedures. Ensures consistency of applications of policy within schools and the university. Participates in development and benchmarking of human resources policies and procedures. Proactively monitors HR analytics to recommend remedial measures. Coordinates with Central Human Resources leaders to review, discuss, and resolve human resources issues and policies and procedures.
  • Assists HR leadership in the development, maintenance, and implementation of HR policies. This includes research of federal and state compliance requirements, best practice benchmarking, stakeholder analysis, and draft policy development in collaboration with other HR functional areas, schools, departments, other relevant experts. Helps to ensures that HR policies and procedures are aligned with university goals and objectives and are communicated effectively within HR, schools and departments.



Staff Management

  • Establishes and communicates service standards to assigned human resources staff.
  • Monitors service levels, and modifies processes and practices to ensure that service levels meet established standards and satisfy the changing needs and requirements of clients.





Bachelor's degree required. Master’s degree strongly preferred. 8 -10 years of progressively responsible Human Resources management experience is required. Experience working with senior level executives/management. Significant experience with employee and labor relations matters is required.


Skills and Competencies:

  • Must possess the professional ability to act as a catalyst for change through positive energy.
  • Able to effectively articulate goals and objectives and help others to clearly understand their value.
  • Proficiency in interacting with and influencing senior organizational leaders in a highly matrixed organization.
  • Demonstrates flexibility and manages change in ways that result in productive performance. Must be able to work effectively and independently in an environment with multiple priorities.
  • Must be able to adapt to varying business challenges, while always maintaining a focus on professionalism and customer service.
  • Requires a behavioral work style that is approachable, collaborative, hands-on, and shows attention to detail.
  • Thorough understanding of human resources principles and practices, including employment law, and EEO compliance.
  • Requires the ability to maintain confidentiality and work appropriately with highly sensitive information.



Preferred Qualifications


  • Experience in healthcare and/or academic environment.
  • Mediation certification.
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