Assistant Director, Human Resources

We are seeking an Assistant Director, Human Resources (ADHR) who will be the lead HR business partner responsible for HR service delivery across selected departments and divisions in School of Medicine (SOM). SOM client groups may include up to 4,500 faculty, staff and learners. Reporting to the Senior Director, Human Resources (SDHR), with strong dotted line accountability to department Administrator(s), the ADHR will be a trusted partner who works autonomously with senior leaders, managers, and staff. The ADHR is responsible for supporting efforts to execute a human resource and human capital management strategy in support of the School of Medicine’s business plan and strategic direction, specifically in the areas of workforce planning, retention, organizational and performance management, compensation, training and development, succession planning, and change management.

As a member of the SOM HR leadership team, the ADHR will consult and collaborate with the HRD on escalated and/or complex initiatives and projects in realization of the vision and mission of Johns Hopkins Medicine.

The ADHR will elevate the level of HR support and service to SOM departments by managing and providing operational direction to the HR staff who provide local support across SOM departments.

This position is the accountable leader for HR service delivery for selected client groups and will also serve as a member of and sit on the senior leadership teams of one or more client groups. The ADHR will be responsible for leading the local HR teams to meet annual performance objectives; providing on-going coaching, development, and recognition; and supporting career development.

Specific Duties & Responsibilities

• Work with SOM HR and departmental leadership to drive the development and implementation of talent acquisition, retention, onboarding and off-boarding, training and development, employee relations, compensation, benefits, performance management and workforce planning programs, ensuring all procedures comply with legal regulations, best practices and University policies and procedures.
• Ensure strategy, processes and philosophies within departmental HR reflect and align with overall University strategy.
• Drive departmental talent acquisition and retention efforts to achieve successful outcomes.
• Design and execute an effective and efficient performance management process with focus on strategic results-based goal setting processes.
• Ensure fair, equitable and compliant pay practices.
• Support organizational redesign/change efforts.
• Independently consult on a broad range of workplace issues to include performance management, progressive discipline, terminations, discrimination/harassment, and conflict resolution and recommend appropriate resolution.
• When appropriate, partner with Central HR leadership & General Counsel on matters related to employee relations.
• Partner with leaders to drive and influence Diversity, Equity and Inclusion (DEI) strategy and initiatives to attract and retain a diverse workforce.
• Ensure that diversity elements and strategies are built into all talent management initiatives and develop metrics which will support program effectiveness.
• Collaborate with SOM HR and departmental leadership to develop and implement a data driven workforce planning strategy in support of workforce needs.
• Develop staffing projections, and succession planning to assist management with headcount budgeting and workforce planning.
• Partner with SDHR to oversee payroll process control and compliance.
• Maintain in-depth knowledge of legal and compliance requirements related to day-to-day management of team members, reducing legal risk, and ensuring regulatory compliance, conducting internal HR audits as needed.
• Identify/anticipate HR needs and make recommendations to implement new strategies to address competitive, complex business issues.
• Partner with central HR to develop and deliver specialized trainings and professional development offerings.
• Ensure effective management of the functional HR team.
• Serve on various university human resources committees and task forces as requested, and recommend new policies and modifications to current human resources policies, procedures and programs.

Knowledge, Skills, and Abilities

• Experience working with senior-level management and organizational leaders in a highly matrixed organization.
• Demonstrated willingness and ability to partner, build, and sustain positive working relationships with leadership, management, and employees.
• Experience providing leadership and clear unit vision and goals to staff including hiring, coaching and counseling, d