Associate Director, Employee Engagement and Culture

Development and Alumni Relations (DAR) supports Johns Hopkins’ focus on research, teaching, and patient care, and its role as a national and global leader in higher education. We create and foster enduring relationships that result in advocacy and philanthropic support for Johns Hopkins University & Medicine—strengthening the institution through partnerships with donors, alumni, volunteer leaders, faculty, students, staff, and patients.

Johns Hopkins University supports a flexible work model that includes four different work modalities. This role has a hybrid work arrangement with an onsite presence of 3 days per week. The manager will confirm the team’s core onsite days where the majority/all team members will work in the office. Employees who travel on university business can count those days towards their onsite days.

The Associate Director will play a pivotal role in shaping the organization’s employee engagement as well as skill building for development and alumni towards more effective engagement with a variety of internal and external stakeholders. This position is responsible for leading the project management of organization-wide projects, focused on staff engagement and connection-building strategies. They will be tasked with providing guidance on how to apply an equity lens to organizational programs and helping to build a colleague culture where employees can grow and thrive. As a member of the Talent Management and Human Resources team, they will be a dynamic collaborator and help shape a more inclusive organizational culture through both structural practices and community building.

In addition, this position serves as a collaborator with central and DAR-wide Alumni Relations team members, strategists, and specialists across the University, university office partners (such as student affairs), and includes a dotted line to the University’s Office of Diversity and Inclusion.

Key responsibilities: 

DAR Staff Belonging, Engagement, and Talent Pipeline Special Projects (70%)

• Develop and lead an annual strategic planning process for diversity and inclusion goals across teams.
• Lead the development of the next generation of internal organizational goals, including the Development & Alumni Relations (DAR) Diversity, Equity and Inclusion Roadmap and DAR Values project. Coordinate meetings, materials, and stakeholders related to internal, employee-centered programs. Develop project timelines, set milestones, and track the progress of projects and programs.
• Act as the project lead on key talent pipeline projects aimed at broadening the readiness for DAR to successfully hire from outside of the field.
• Regularly communicate updates on initiative progress and success metrics to DAR leadership and campus stakeholders.
• Provide guidance to DAR teams and unit leadership to ensure that consistent approaches are followed.
• Collaborate closely with DAR teams and report to the DAR Senior Leadership Team periodically on new programs and communication opportunities.
• Provide consultation and subject-matter expertise to DAR staff and departments on increasing staff engagement and agency through their programs, policies, and decision-making processes. Recruit and bring in external experts in areas outside of personal expertise.
• Upon request, review and analyze local DAR practices and programs to identify opportunities for enhancing equity, community and inclusion.
• Leverage institutional data as well as findings from engagement and pulse surveys to facilitate meaningful conversations about workplace culture(s), including setting goals and project managing action items to improve employee engagement and deepen employee connection to mission and each other.
• Foster a culture of inclusion by supporting DAR staff engagement efforts and creating opportunities for community-building across the organization, particularly in building community and connection for historically marginalized groups.
• Bring in and implement training programs aimed at staff development, particularly those designed and advised by ODI. Supplement central offerings through customizing and adapting DAR training programs, workshops, and learning opportunities. Act as a facilitator as necessary.
• Partner with Talent Management team to deepen analysis of and recommend changes towards more inclusive and equitable policies, protocols, and practices for employee lifecycle decision points, including hiring, performance reviews, promotions, and exit interviews.
• Partner with TMHR and DAR leadership to improve retention, engagement, and satisfaction among staff.
• Manage the membership terms of and maintain contact with DRIVE (Diversity, Race, Inclusion, Vulnerability, Equity) Committee members.
• Serve on the committee and act as point of contact for