HR Generalist

General summary/purpose:

The HR Generalist administers the human resources activities for Department of Anesthesiology and Critical Care Medicine (ACCM) Divisions including Johns Hopkins Univerity (JHU)/School of Medicine (SOM), Johns Hopkins Hospital (JHH), Johns Hopkins Bayview Medical Center (JHBMC), Howard County General Hospital (HCGH), Sibley and All Children’s Hospital (ACH). This position reports to the ACCM HR Manager to ensuresmooth and efficient functioning for the division as a unit. This position encompasses the managementof faculty/staff human resource functions and payroll.

Specific duties & responsibilities:

The HR Generalist manages two Sr. HR Coordinators and is responsible for overseeing a wide range of human resources support and consulting services to the ACCM faculty,staff, supervisors and administration covering the following: recruitment and employment; riskmanagement; diversity awareness needs assessment; identification of professional developmentopportunities for staff; compensation administration and analysis; benefits administration; employee relations (including grievance resolution, disciplinary action, reductions in force, termination); training and education; information management; benefits interpretation, education, and application; personnelrecords management, HR policy interpretation as well as information dissemination.

The first and primary point of contact for faculty, management, and staff concerning human resources policies, procedures, and practices for JHU. Handles the majority of such issues and concerns by providing information, advice or guidance and support from the ACCM HR Manager.

A. Employee Relations
• Manage workplace complaints by investigating and gathering information.
• Advise management on terminations and disciplinary decisions with guidance from ACCM HR Manager.
• Gather sensitive information for the HR Manager, for appeals, disciplinary actions and otherpersonnel matters.
• Assist HR Manager with compiling vital information and composing disciplinary letters to include consultation with Health Sciences HR as needed.
• Responsible for exit interviews for those employees terminating or transferring; signing of originaltime record, retrieval of badges, answering questions relating to final paycheck, etc.

B. Payroll/Compensation
• Responsible for reviewing divisionally generated faculty human resource/payroll documentation
• (including offer letters, promotional letters, termination letters, salary reduction letters, Part B salary discussions and payroll forms) for compliance as related to Division’s approved fiscal yearbudget.
• Prepare and process payroll transactions for staff members needed to implementpayroll/personnel transactions for the Division.
• Responsible for oversight of the weekly and semi-monthly payroll timeliness and accuracy for all personnel.
• Responsible for overseeing the merit review process. Use SOM guidelines to determine merit increases; communicate changes to staff. Also responsible for the distribution of 120-dayintroductory period reviews from HR to supervisor.
• Maintain existing records and create new records of personnel for departmental senior andsupport staff of the University. Includes the issuance of payroll forms in both paper and electronicsystems; special, reductions, and overtime forms using electronic systems; Personnel informationchanges forms for faculty, fellows, senior staff, and support staff using electronic systems.
• Initiate payroll forms for new hires, annual increases, transfers, terminations for faculty and staff.Resolve payroll issues for employees. Review pay for correct amounts for new employees,
• terminated employees, promotions, change of hours, position reclassification and transfers.

C. Employment
Responsible for managing the employment process by working with faculty, staff, administration and appropriate University offices to ensure efficient and smooth process in accordance with all applicableuniversity policies and procedures. This includes:

• Provide guidance and make recommendations to the division on appropriate starting salaries andpromotional salaries for faculty and staff to ensure maintaining balance of equity.
• Advise division administration on matters concerning penetration of salary ranges and equity ofemployee groups. Apprise HR Manager, and seek advice when necessary.
• Make internal job comparisons for equity purposes.
• Serve as the liaison to Health Science HR’s employment recruiters and compensation analysts as it relates to personnel requisitions for the division.
• Coordinate visa process for international faculty and fellows.
• Develop job description for new positions.
• Make offers of employment on behalf of the University School of Medicine.
• Interview applicants and conduct reference checks.
• Monitor time and attendance forms for staff via e210 system.
• Serve on various committees and task forces. Actively participates in discussion, brings in bothpersonal and organizational unit-specific perspectives on issues. Recommends new policies andmodifications to current human resources policies, procedures and programs.

D. HR Management

• Responsible for answering and counseling faculty and staff on interpretation of HR policy and procedures related to recruiting, employment positions, FMLA, STD, timekeeping (e210), SAP, andAnalysis reporting.
• Responsible for managing via SR. HR Coordinators the divisional efforts related to staff that require Family MedicalLeave (FMLA).
• Participate with Assistant Administrators and divisional leadership in developing divisional policies and procedures that comply with those of JHU and SOM.
• Ensures that human resources activities and services are carried consistent with and supportive of established university-wide and divisional human resources vision, mission, and plans.
• Assist University HR and HR Manager in collecting and evaluating information, and makingrecommendations in support of current efforts to comply with new JHU policies and/or federal laws and regulations.

E. Training
• Responsible for training new divisional staff in processing monthly payroll, overtime, new faculty and staff hires, terminations, reclassifications, vacation/sick leave and issues related to the FamilyMedical Leave Act (FMLA) in conjunction with the HR Manager, DOM.
• Coordinate training of new hires, and continued training for existing employees, including HIPAA regulations
• Coordinate and make recommendations to the division about various training and HR programs that are available to assist the division with retention, staff development, performance management and employee relations.
• Work with Division Administrators and supervisors to identify areas where training programs may be beneficial.

F. Contacts
• Internal: ACCM administration and Finance, Staff, Students and Facult, Health Sciences Human Resources (Compensation, Employment, Employee Relations, Leave & Records), Dean’s Office, International Office, Business Office,Registrar’s Office, HR/Payroll Shared Services, Information Systems, Medical Staff Office,Controller’s Office, Legal, etc.
• External: Affiliated hospitals, various vendors and service providers, HR representatives of various institutions.

Minimum qualifications (mandatory):

• Bachelor’s degree in Human Resources, Business Administration, or other related field is required.
• Three years of progressive experience in a professional human resource capacity.
• Additional education cannot substitute for experience requirement as "professional human resources" is interpreted to mean exempt-level human resources experience.

Preferred qualifications:

• Master’s Degree preferred.
• Experience in an academic or medical institution preferred.

Special knowledge, skills, and abilities:
Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, andpersonnel information systems; knowledge of human resource laws; knowledge of employment law, payroll tax issuesand compensation and knowledge of business and management principles involved in strategic planning, resourceallocation and coordination of people and resources. Knowledge of accounting and budgeting theory and practicesrequired, including experience with payroll systems and ability to apply administrative HR procedures and practice.Ability to make independent judgments and to act on decisions on a daily basis. Ability to work for long periods of time without directions. Ability to prioritize own work as needed. Ability to work with flexibility on several tasks simultaneously and to meet various concurrent deadlines. Strong organizational skills, analytical and problem solving abilities and attention to detail required. May oversee or coordinate the work of others. Ability to maintain confidentiality. Strong interpersonal and communication skills, both oral and written. Ability to effectively interact with all levels of University and Hospital employees as well as outside contractors.

Technical qualifications or specialized certifications:

• Microsoft/other word processing systems, Outlook, Zoom, Excel an Powerpoint

Supervisory responsibility (indicate the number and type of persons supervised by incumbent):

• Two - Sr. HR Coordinator

Classified Title:HR Generalist
Working Title: HR Generalist
Role/Level/Range: ATP/04/PC
Starting Salary Range:$50,700 - $69,780 annually
Employee group: Full Time
Schedule: M-F, 8:30 AM - 5:00 PM
Exempt Status: Exempt
Location: 04-MD:School of Medicine Campus
Department name: 10002734-SOM Ane Human Resources
Personnel area: School of Medicine

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.

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