Divisional Human Resources Business Partner

General Summary/Purpose

The human resources manager for the Peabody Institute (Peabody) is responsible for ensuring achievement of the human capital and organization culture goals of the school and the university and will overseeing the daily functioning of the school’s human resources office. Collaborating with school leadership, this person will envision, update, communicate and execute the school’s comprehensive strategy for talent development. The ideal candidate will collaborate with appropriate Central HR resources to provide a wide range of support and consulting services, including talent management/development, organizational design, recruitment, diversity strategy, employee relations, salary and compensation administration, HR compliance, performance management, and payroll/benefits administration. S/he will foster innovative HR practices that produce enhanced recruitment and retention of historically underrepresented minorities and will promote actions that maintain an environment that integrates diversity, differences, and fairness. S/he will also develop and deliver efforts 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. This position’s primary reporting relationship is to the Peabody Institute’s associate dean for finance and administration, with an additional reporting relationship to the University’s vice president of human resources. The human resources manager will work closely with the school’s leadership team and JHU’s central HR organization, as well as peers in other academic divisions, contributing to and leveraging human resources expertise. S/he will serve on Peabody’s management team, representing this strategically critical department.

Specific Duties & Responsibilities

Functional leadership and management

  • Work with stakeholders to envision, develop and implement creative and innovative programs and practices that help Peabody achieve its programmatic goals.
  • Provide deeply insightful and helpful advice, coaching, consulting, and best practices to managers and employees on issues including diversity and inclusion, career development, organizational design, performance management, employee engagement, workplace culture, change management, employee relations, conflict resolution, discrimination/harassment, etc.
  • Provide management with regular employment and staffing analytics and reports to help support strong operational decision making.
  • Supervise and continuously develop HR staff.
  • Ensure that human resources practices at Peabody are compliant with federal, state and local laws and regulations, as well as university policy.
  • Review and verify the completeness, accuracy and appropriateness of various human resources documentation, forms, requests, and activities of employees within the Peabody.

Diversity, equity, and inclusion

  • Drive Peabody diversity and inclusion efforts to support and enhance an environment that values, welcomes, and respects all faculty, staff and students and their differences.
  • Work collaboratively with program leadership to ensure recruiting and retention efforts are anti-racist and free of bias.

Employee engagement

  • Lead efforts to improve Gallup Q12 Engagement survey results. Continuously improve HR practices at Peabody to ensure increasing levels of engagement, effectiveness, efficiency, and customer satisfaction.
  • Facilitate Peabody-specific onboarding and orientation of new staff hires, provide resources and support for new faculty onboarding.
  • Coordinate, plan, and identify staff to participate on school wide committees or special projects
  • Adopt and enhance university wide human capital analytics practices and customize to review and share with Peabody leadership to enhance decision making.
  • Act as an advisor to the Peabody staff engagement working group, or similar, to help them prioritize issues and procure support and resources for initiatives and programs.

Talent management

  • Develop and implement talent management initiatives and programs that ensure Peabody has the human capital it needs now and in the future. This includes needs assessment, talent acquisition, performance management, and employee development efforts that support Peabody by fully leveraging central resources.
  • Ensure the effectiveness of Peabody 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 Peabody business needs, while remaining compliant with central HR practices.
  • 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 Peabody as well as the larger university.
  • Manage performance appraisal process for Peabody, review appraisals for consistency, equity, and language. Review and recommend performance rating and applicable salary action calibration.

Payroll

  • Oversee Peabody’s Conservatory and Preparatory faculty and staff payroll, as well as student payroll; and ensure payroll processes are lean, effective, and robust enough to ensure error-free payroll processing.
  • Work collaboratively with financial aid and LaunchPad, Peabody’s student career services office to support a robust student employment environment.

Liaison with university-wide HR

  • Consult with university and HR leadership on a broad range of issues including employee relations, performance management, HR policies and procedures, compensation, benefits, organizational development and structure, staff development, and succession planning.
  • Serve on key university committees as requested.
  • Serve on various university human resource committees and task forces and recommend new policies and modifications to current human resources procedures and programs.

Minimum Qualifications

  • Five years progressively responsible human resources management experience including employee relations experience, preferably in a university setting.
  • Bachelor's degree in Human Resources, Business Administration, or other related field

Preferred Qualifications

  • Master’s degree in related field

Special Knowledge, Skills, and Abilities

  • Excellent consulting and negotiation skills to provide appropriate counsel, advice, and work in partnership with management and staff on human resources matters, and conflict resolution
  • Unfailing discretion and integrity; excellent judgement.
  • Demonstrated ability to initiate, develop, and implement a wide range of contemporary human resources programs independently and in collaboration with other HR professionals.
  • Demonstrated ability to develop and oversee successful diversity, equity, and inclusion initiatives.
  • Working knowledge of emerging trends and practices in Human Resources, including experience implementing new HR practices
  • 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
  • Excellent oral and written communication skills to promote and communicate Human Resources programs to the staff
  • Distinct ability to work collaboratively with others both within and outside of Human Resources
  • Ability to respect the confidentiality of sensitive information
  • Creativity and resourcefulness to handle various human resources issues and concerns effectively
  • Demonstrated organizational development and change management skills, highly capable of working with different leadership styles, diverse and/or complex organizational issues and structures
  • Demonstrate a high level of competency and mastery in effective management resolution of employee and labor relations issues
  • Possess in-depth knowledge, mastery and skill in two or more primary HR functions: employment and recruitment, compensation, benefits, organizational design and development, employee training and education
  • In-depth knowledge of federal, state, and local laws and regulations in HR
  • Ability to work with and use current JHU HR information technology; SAP and SuccessFactors experience strongly preferred
  • Proficient use of the Microsoft suite

Technical Qualifications or Specialized Certifications

  • Society of Human Resource Management certification or similar preferred

Supervisory Responsibility

  • Senior human resources coordinator
  • Human resources coordinator

Classified Title:HR Manager
Working Title: Divisional Human Resources Business Partner ​​​​​
Role/Level/Range: ATP/04/PE
Starting Salary Range:$69,140 - $95,005; Commensurate with experience
Employee group: Full Time
Schedule: Monday - Friday, 8:30am - 5:00pm; 37.5 hours per week
Exempt Status: Exempt
Location: 07-MD:Peabody Institute
Department name: 10000989-Human Resources
Personnel area: Peabody

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

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 HR Business Services Office atjhurecruitment@jhu.edu. For TTY users, call via Maryland Relay or dial 711.

The following additional provisions may apply depending on which campus you will work. Your recruiter will advise accordingly.

During the Influenza ("the flu") season, as a condition of employment, The Johns Hopkins Institutions require all employees who provide ongoing services to patients or work in patient care or clinical care areas to have an annual influenza vaccination or possess an approved medical or religious exception. Failure to meet this requirement may result in termination of employment.

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.

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

EEO is the Law
Learn more:
https://www.eeoc.gov/sites/default/files/migrated_files/employers/poster_screen_reader_optimized.pdf

Peabody Institute


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

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 HR Business Services Office at jhurecruitment@jhu.edu. For TTY users, call via Maryland Relay or dial 711.

The following additional provisions may apply depending on which campus you will work. Your recruiter will advise accordingly.

During the Influenza ("the flu") season, as a condition of employment, The Johns Hopkins Institutions require all employees who provide ongoing services to patients or work in patient care or clinical care areas to have an annual influenza vaccination or possess an approved medical or religious exception. Failure to meet this requirement may result in termination of employment.

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.

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

EEO is the Law
Learn more:
https://www1.eeoc.gov/employers/upload/eeoc_self_print_poster.pdf
Important legal information
http://hrnt.jhu.edu/legal.cfm

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