Associate Director, Human Resources - FFP & CoM

Howard University•Washington, DC

About The Position

Howard University is seeking an Associate Director of Human Resources to serve as the dedicated strategic HR partner for its Faculty Practice Plan (FPP) and College of Medicine (CoM). Embedded within FPP operations, the role works with physician leaders, department chairs, administrators, and executive leadership to align talent and workforce strategies with clinical, academic, and operational priorities. It provides strategic consultation and day-to-day support in workforce planning, employee relations, compensation, and workforce compliance, exercising independent judgment on routine workforce matters and coordinating with central HR subject-matter experts. The position reports to the Associate Vice President for Human Resources and maintains a dotted-line reporting relationship to the Chief Executive Officer of the Faculty Practice Plan. Broader policy matters, enterprise-wide decisions, and complex or high-risk issues are handled in consultation with the AVP for HR and, as appropriate, the Vice President and Chief Human Resources Officer. The role may manage, coach, and develop professional or administrative staff supporting the FPP and CoM portfolio.

Requirements

Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or a related field.
Ten years of progressively responsible human resources experience, including strategic HR consultation, employee relations, workforce planning, talent management, organizational development, or related work.
Demonstrated experience advising senior leaders on complex workforce, organizational, and employee relations matters.
Experience working across HR functions and collaborating with centralized subject-matter experts to deliver integrated solutions.
Knowledge and skills in strategic workforce planning, talent and succession management, employee relations, performance management, conflict resolution, and leadership consultation.
Knowledge and skills in organizational development, change management, employee engagement, culture-building, recruitment and retention strategy, compensation analysis, workforce analytics, and data-informed decision-making.
Knowledge of healthcare workforce practices, professional licensure considerations, and relevant regulatory requirements.
Ability to build trusted partnerships with physicians, academic leaders, administrators, executives, and HR colleagues; influence without direct authority; and coordinate across functions and stakeholders.
Strong judgment, discretion, analytical ability, and written and verbal communication skills.
Ability to manage sensitive matters, competing priorities, and complex organizational dynamics with professionalism and confidentiality.

Nice To Haves

Master's degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or a related discipline.
Experience supporting a healthcare organization, academic medical center, physician practice, faculty practice plan, or higher education environment.
Prior supervisory or team-lead experience.
SHRM-SCP, SPHR, or comparable professional certification.

Responsibilities

Partner with FPP and CoM leadership and central HR to implement workforce strategies aligned with organizational growth, operational effectiveness, clinical excellence, and academic priorities.
Forecast workforce needs, assess talent and organizational capabilities, facilitate succession planning, analyze workforce metrics, provide labor-market intelligence, and advise on workforce implications of organizational changes and growth initiatives.
Serve as the primary HR liaison for recruitment, selection, onboarding, and retention; develop recruitment strategies with leaders and collaborate with central Talent Acquisition to improve hiring outcomes and experiences.
Coordinate with credentialing and payer enrollment teams to support provider onboarding and operational readiness, and promote effective onboarding and retention.
Advise leaders on performance management, corrective action, workplace concerns, policy interpretation, conflict resolution, and people-management practices; support timely resolution of workplace issues.
Promote consistent and equitable application of University employment policies and practices; collaborate with HR leadership, Employee Relations, and University Counsel on complex or high-risk matters.
Identify recurring workforce issues and recommend interventions, training, or process improvements.
Collaborate with FPP leadership, Finance, and central HR on physician and staff compensation, compensation plans, market benchmarking, pay decisions, and incentive or performance-based programs.
Support alignment of workforce practices with employment laws, University policies, healthcare regulations, accreditation standards, and payer requirements; coordinate licensure and training compliance and help address workforce compliance risks.
Support audits, reporting requirements, and regulatory reviews as needed.
Assess organizational development needs and coordinate leadership training, change management, employee engagement, culture, communication, and organizational effectiveness initiatives.
Exercise delegated authority to review and approve staff position requisitions within approved budgets; review FPP position descriptions and organizational changes for recommendation; initiate and coordinate employee relations investigations; and participate in final candidate selection for key operational leadership positions.
Develop and communicate workforce metrics and analyses, prepare reports and recommendations, and use workforce data to identify risks, service gaps, and improvement opportunities.
Coordinate with central HR teams and subject-matter experts to deliver integrated solutions, make day-to-day decisions within established policies, and escalate broader or high-risk matters.
May manage, coach, and develop professional or administrative staff assigned to support the FPP and CoM portfolio.