Job ID

2024-6163

Location

US-MD-Baltimore

Category

US Based Positions

Employment Status

Full-Time

Jhpiego is seeking an HR Manager to serve as a strategic partner and provides effective HR operational services and advice to business managers and leaders, and staff to support the delivery of Jhpiego’s organizational objectives and outcomes. The HR Manager serves as a consultant on all HR-related matters, including performance management, capacity building and talent development, and employee relations.

The HR Manager acts as an employee champion, leadership coach, strategic partner, and change agent. The HR Manager manages and resolves complex employee relations issues, guides on, and assists in performance improvement, and conducts related issues. They work closely with management and employees to improve work relationships, build morale, increase productivity and retention. The position formulates partnerships across the HR function to deliver value-added services to management and employees that reflect the organization’s business objectives. The role includes skilled input into a broad range of HR policy work, developing and implementing capacity building and tailored training programs, managing complex and varied employee relations cases, and ensuring that HR data and reporting is fit for purpose to inform decision making.

Employee Relations

• Responds to management and employee questions on HR matters.
• Provides counselling and coaching to supervisors and staff on employee relation issues ensuring effective resolution.
• Conducts investigations as needed to resolve workplace complaints.
• Assists staff with job-related or career/work life issues, payroll, and benefit inquiries.
• Manages and coordinates family medical leave, short- and long-term disability and workers’ compensation.
• Collaborates with divisional HR, Benefits Operations and Occupational Health Services to resolve issues related to medical leave, benefit payments, salary overpayments, family medical leave approvals and documentation.
• Networks with University professionals; Human Resources, Benefits, Visa Office, HR Shared Services to resolve human resource issues.
• Approve internal service requests and other SAP transactions as required.
• Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Consult with employees and management on employee relations issues providing guidance and assistance with policy interpretation, open and direct communication, conflict resolution, performance management, and conduct-related issues.  
• Serve as an initial point of contact for US employee relations, including conducting exit interviews.
• Function as a consultant to Jhpiego leadership for HR issues including questions regarding policy, recruitment, compensation, Benefits, and professional development of employees.
• Promotes and communicates university-wide as well as division-specific human.
• resources programs to Jhpiego. Administers these programs at the organizational unit level – (e.g. Future of Work, policy changes, etc.).
• Recommend and implement proactive strategies/programs designed to resolve HR issues (staffing needs, employment/hiring issues, structure, etc.) in collaboration with appropriate experts (e.g. talent acquisition, organization design, compensation, etc.).
• Intake and triage employee relations issues including job performance with the department as they are reported. Escalate issues to the appropriate HR colleagues and department leadership, as necessary. Advises and trains managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee grievances. Develops further training as needed.
• Under the direction of the CHRAO, may participate in Jhpiego employee relations investigations, draft and review disciplinary actions including performance improvement plans and maintain cases in the HR employee relations database.
  •  Provide one-to-one counselling to support progressive discipline and actions.
  • Work with OIE, the central Employee Relations / Labor Relations office, General Counsel’s Office and Jhpiego leadership for next steps and cohesive process.
  • Advise management on progressive discipline and/or performance management issues

Policy Management

• Manages the administration of human resource policies and procedures.
• Develops, recommends, and implement policies and procedures and performance standards to complement various HR processes.
• Maintains compliance with policies and procedures and federal and state regulations regarding all human resource practices.
• Provides guidance on the interpretation of policies and benefits to all staff.
• Coordinate and/or implement manager trainings on HR policies and process.
• Uses surveys, interviews, and other studies to research human resource policies, compensation, and other employment issues. After analysing the information, makes recommendations on changes.

Performance Management

• Manages the annual performance process through JEMS.
• Provides advice and counsel to supervisors for performance improvement plans.
• Primary point of contact for the entire performance review process and communicates with supervisors regarding completion of reviews in SuccessFactors (SF). May serve as a designated SF representative for the. department and provide training and communication to managers and employees about the process overall as well as updates/changes, and best practices. Troubleshoots issues with central Talent Management.
• Support professional development and employee engagement activities in the department, including skill development, stay interviews, etc. Partner with talent management to provide support resources as needed.

General duties

• Partners with the Chief HR & Administrative Officer in the design and development of annual staff development initiatives.
• Conducts and coordinates onsite staff development training initiatives.
• Develops statistical data and HR metrics for leadership reports.
• Oversees JHFRE’s onboarding process in accordance with established department guidelines. Establishes and maintains onboarding documentation specific to JHFRE.
• Provide guidance and support to departmental leadership to promote best practices in professional development for Bargaining Unit (in accordance with CBA) and non-union staff positions within JHFRE.
• Increase employee engagement and maintain positive employee relations by facilitating communication and problem resolution, supports change management initiatives in the department.

Immigration Management and Compliance

• Manage and maintain HR compliance with regards to:
  • I-9 Verifications – E-Verify
  • Personnel records
• Manage Immigration:
  • US work eligibility visas
  • Applications process
• Continual monitoring of visa expiration dates and renewals
• Educate managers, supervisors, and faculty in counselling methods, conflict resolution and documentation methods, as well as raise awareness of risk assessment and compliance issues.

• Minimum education: Bachelor;s degree in Human Resources or related field.
• Minimum years of experience: Five (5)+ years of progressive human resources management and employee relations experience.
• Knowledge of all applicable employment laws; including FLSA, FMLA.
• Knowledge of benefits administration and immigration regulations.
• Solid interpersonal skills and the ability to effectively communicate both orally and in writing.
• Knowledge of training design and delivery.
• Performance management coaching and process Management.
• Human Resources Management.
• Compensation and Wage Structure.
• Supports Diversity, Equity, and Inclusion.
• Organizational Design and Development.

• Certification: HR Certification/SHRM or HRCI.
• 8+ years of extensive HR Management experience.

    The salary range for this role is expected to be: $99,080 – $132,107.

Total Rewards:

The referenced salary range is based on Johns Hopkins University’s good faith belief at the time of posting. Actual compensation may vary based on factors such as geographic location, work experience, market conditions, education/training and skill level. Johns Hopkins offers a total rewards package that supports our employees’ health, life, career and retirement. More information can be found here: https://hr.jhu.edu/benefits-worklife/

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:
JHU Equivalency Formula: 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.

**Applicants who do not meet the posted requirements but are completing their final academic semester/quarter will be considered eligible for employment and may be asked to provide additional information confirming their academic completion date.

The successful candidate(s) for this position will be subject to a pre-employment background check. Johns Hopkins is committed to hiring individuals with a justice-involved background, consistent with applicable policies and current practice. A prior criminal history does not automatically preclude candidates from employment at Johns Hopkins University. In accordance with applicable law, the university will review, on an individual basis, the date of a candidate’s conviction, the nature of the conviction and how the conviction relates to an essential job-related qualification or function.

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:
https://www.eeoc.gov/sites/default/files/migrated_files/employers/poster_screen_reader_optimized.pdf

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 accessibility.jhu.edu.

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 should visit https://covidinfo.jhu.edu/health-safety/covid-vaccination-information/.

RECRUITMENT SCAMS & FRAUD WARNING

Jhpiego has become aware of scams involving false job offers. Please be advised:

• Recruiters will never ask for a fee during any stage of the recruitment process.
• All active jobs are advertised directly on our careers page.
• Official Jhpiego emails will always arrive from a @Jhpiego.org email address.

Please report any suspicious communications to [email protected]

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