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Director of HR University Administration

Johns Hopkins University

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Executive Administration Jobs
C-Level & Executive Directors
Administrative Jobs
Institutional & Business Affairs, Human Resources & Employee Development
Employment Type
Full Time
Institution Type
Four-Year Institution
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Director of HR University Administration
The primary responsibility for Director of Human Resources (HR) is ensuring the achievement of human capital goals for University Administration and the larger university and will be both a strategic thought partner for divisional leadership and will oversee the operations of the division's HR office. This person will envision, update, communicate and execute the division's comprehensive HR strategy for its leadership, faculty, staff and student employees. This HR leader will report directly the University's Executive Director for Employee and Labor Relations. The Director of HR will also be considered a part of the overall leadership of HR function for the university. This leader will also support the human resources talent development of some of the university's smaller Academic and Cultural Centers (ACC's) as needed.

This HR leader will foster innovative practices that produce enhanced recruitment and retention of staff including historically underrepresented individuals and will promote actions that maintain an environment that integrates diversity, differences, and fairness. They will also develop and deliver efforts that are geared toward overall employee engagement, productivity, and effectiveness, and will ensure that human resources activities, services and counsel are impactful and consistent with, and supportive of, established central university HR and divisional vision, mission and plans. They will help to ensure that human resources practices across the university are effective, relevant, support the needs of the schools; are consistently applied; and, are legally compliant.

Specific duties & responsibilities:

The Director of Human Resources is accountable for the direct administration of human resources services for the division and will play a critical role in the continued development of the local HR operations. In collaboration with other parts of Central HR, the Director is responsible for ensuring relevant and responsive HR services, including employee relations, performance management, DEI, recruitment and onboarding, organization development and training, and employee engagement activities for the division. In addition, this role serves as a supervisor, coach and mentor to the UA and ACC HR staff in direct and in matrix reporting relationships, as well as various employees throughout the departments and units across the division, providing leadership and consultation on highly sensitive and critical issues.

Strategic Planning
  • Provide HR strategy and leadership to division with a client base of executives, exempt and non-exempt staff.
  • Partner with senior leadership at the division, Central HR, and relevant employees to cultivate short- and long-term HR goals and strategies to support the vision for the university administration.
  • Evaluates the impact of short- and long-term planning of new programs and strategies with a focus on the impact of these initiatives on the attraction, motivation, development, and retention of employees.
  • Research and recommend HR best practices, with the goal of organizing resources, and developing or changing processes to ensure optimal functioning and compliance with relevant HR laws and regulations.
  • Maintain relationships with key stakeholders, including executives, faculty, and staff, to evaluate the effectiveness of HR services and administration at division and the University.
  • Compile, analyze and present human capital data and metrics of performance to help support strategic and operational decision making.

HR Subject Matter Expert/Employee Relations
  • Advises supervisors and employees on a wide range of topics including HR policies and procedures, onboarding, recruitment, retention/engagement, promotion, organization design, employee relations and professional development.
  • Proactively identify employee relations interventions and initiatives to strengthen communication and collaboration, and to build positive open relationships and culture with employees.
  • Intervene and act as a point of escalation on employee relations matters, and Investigate employee issues, that can be complex and challenging.
  • Consults with Central Human Resources (primarily Office of Employee and Labor Relations), General Counsel, and the Office of Institutional Equity as appropriate on employment related matters including employee relations issues, questions regarding legal compliance, allegations of illegal behavior and other wrong doing and potential legal implications.
  • Coordinate HR efforts to support and reinforce inclusion, diversity, anti-racism, and equity efforts in collaboration with other dedicated divisional and university resources.
  • Ensure that human resources practices at the division are compliant with federal, state and local laws and regulations, as well as university policy.
  • Ensures implementation of performance management processes (e.g. goal setting, professional development planning, mid-year and annual reviews, performance/salary calibrations, etc.).
  • Attend conferences, participate in workshops/classes and read professional publications and then collaborate with peers and central HR to make recommendations on the development of policies, procedures, and communications based upon emerging HR best practices and changes to applicable laws.

Policies and Procedures
  • Serve as resource for employees and provide advice on and interpretation of HR policies and procedures.
  • Ensure consistency of applications of policy within the division and University.
  • Coordinates with leaders from Central Human Resources to review, discuss, and resolve HR issues and policies and procedures.
  • Review and verify the completeness, accuracy and appropriateness of various human resources documentation, forms, requests, and activities of employees within the division.

Talent Management
  • Develop and implement talent management initiatives and programs that ensure the division has the human capital it needs now and in the future. This includes needs assessment, talent acquisition and performance management practices, and employee development efforts that support the division by fully leveraging central resources and support.
  • Ensure the effectiveness of managers by identifying professional development opportunities, ensuring widespread adoption of personnel management best practices, and providing coaching as needed to assist with management challenges.
  • Coordinate talent acquisition efforts, in consultation with, and support of, central recruiting experts. Ensure acquisition processes reflects best practices and that stakeholders - including candidates - are engaged as critical customers. Further ensure that process is responsive to business and operational needs, while remaining compliant with central HR practices.
  • Proactively review compensation rates and engage with central resources to ensure pay for employees is equitable and is responsive to market as much as possible.
  • Actively motivate employee development through programs that help staff explore career options, leverage formal and on the job learning opportunities, and pursue new roles in the division as well as the larger university.
  • Develop and facilitate division-specific onboarding and orientation of new staff hires.

Payroll and HR Data Management/Compliance Activities
  • Supports departments as needed to ensure timely processing of transactions that impact payroll and HR compliance for employees.
  • Provides oversight for all employee files including relevant compliance documentation.
  • Work with central HR to identify and drive efficiencies through automation and the use of technology to streamline processes.

HR Management
  • Provides direction and leadership to HR staff (e.g. HR generalists) in the performance of their duties.
  • Establishes work priorities, evaluates and provides performance feedback on all staff members; supports professional development; effectively recommends hiring, promotion, termination, disciplinary and commendatory actions for all assigned staff.
  • Serve on various university human resource committees and task forces and recommend modifications to current human resources procedures and programs. Serve on key university committees as requested.

Special knowledge, skills, and abilities:
  • Experience working with senior level executives/management and organizational leaders in a highly matrixed organization
  • Significant experience with employee relations matters
  • Working knowledge of emerging trends and practices in HR, including experience implementing new HR practices
  • Demonstrated track record of taking initiative, effectively navigating ambiguity, and handling multiple priorities
  • Demonstrated ability to initiate, develop, and implement a wide range of contemporary human resources programs independently and in collaboration with other HR professionals
  • Advanced consulting and negotiation skills providing appropriate counsel, advice, and work in partnership with supervisors and employees on HR matters, as well as to facilitate and negotiate conflict resolution
  • Excellent critical thinking and analytical skills
  • Demonstrated organizational development and change management skills, highly capable of working with different leadership styles, and diverse and/or complex organizational issues and structures
  • Excellent oral and written communication skills to be able to promote and communicate HR 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 HR laws and regulation
  • Demonstrated ability to exercise sound independent judgment
  • Experience providing leadership and clear unit vision and goals to staff including hiring, coaching and counseling, development, and performance management
  • Behavioral work style that is approachable, collaborative, hands-on, and shows attention to detail
  • Unfailing discretion and integrity; excellent judgement. Ability to respect the confidentiality of sensitive information
  • Experience working with diverse employees, and navigating diversity and inclusion issues and understanding complexities
  • Effectively utilize tools and technology to develop employees and build a positive, creative workplace culture
  • Experience using data analytics to help leadership to assess talent needs, progress, and impact of programs

Technical Qualifications or Specialized Certifications:

  • Society of Human Resource Management certification or similar preferred

Supervisory Responsibility (indicate the number and type of persons supervised by incumbent):
  • The director will supervise HR Generalists

Minimum Qualifications
  • Bachelor's degree in Human Resources, Business Administration, or relevant field.
  • Eight (8) plus years of progressively increasing leadership experience in human resources management, including employee relations experience, preferably in a university setting and/or with executive leaders.
  • Three (3) plus years of experience working with a senior leadership team as a thought leader.

Equivalency formula for exempt roles: Additional education may substitute for required experience and additional related experience may substitute for required education, to the extent permitted by the JHU equivalency formula.

Preferred Qualifications
  • Master's degree in related field.
  • Experience working in academic environment and/or with executive leadership is strongly preferred.
  • Knowledge and understanding of the University, its history, culture, organizational structure and units, decision-making process, policies and programs.
  • Ability to work with and use current JHU HR information technology; SAP and SuccessFactors experience strongly preferred, proficient use of the Microsoft suite, as well as working knowledge of digital workflow platforms and ticketing systems (e.g. ServiceNow, JIRA or OnBase) also preferred.

Classified Title: Director Human Resources - UA
Working Title: Director of HR University Administration
Role/Level/Range: ATP/04/PH
Starting Salary Range:
Employee group: Full Time
Schedule: M-F, 8:30 am - 5:00 pm
Exempt Status: Exempt
Location: 03-MD:Eastern High Campus
Department name: 10001537-VP of Human Resources
Personnel area: University Administration

Please refer to the job description above to see which forms of equivalency are permitted for this position. If permitted, equivalencies will follow these guidelines:
30 undergraduate degree credits (semester hours) or 18 graduate degree credits may substitute for one year of experience. Additional related experience may substitute for required education on the same basis. For jobs where equivalency is permitted, up to two years of non-related college course work may be applied towards the total minimum education/experience required for the respective job.

The successful candidate(s) for this position will be subject to a pre-employment background check.

The Johns Hopkins University values diversity, equity and inclusion and advances these through our key strategic framework, the JHU Roadmap on Diversity and Inclusion.

Equal Opportunity Employer

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

EEO is the Law
Learn more:

Accommodation Information

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 Talent Acquisition Office at [email protected]. For TTY users, call via Maryland Relay or dial 711. For more information about workplace accommodations or accessibility at Johns Hopkins University, please visit

Johns Hopkins has mandated COVID-19 and influenza vaccines, as applicable. Exceptions to the COVID and flu vaccine requirements may be provided to individuals for religious beliefs or medical reasons. Requests for an exception must be submitted to the JHU vaccination registry. For additional information, applicants for SOM positions should visit and all other JHU applicants should visit

The following additional provisions may apply, depending on campus. 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.

Note: Job Postings are updated daily and remain online until filled.

To apply, visit

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