HR Generalist II (SGP Finance & Administration)

Johns Hopkins University•Washington, DC

30d

About The Position

The newly announced School of Government and Policy, unveiled in October 2023, presents a pivotal opportunity for Johns Hopkins University to strengthen its footprint and engagement in the nation’s capital. This initiative aims to serve society, train the next generation of public servants, drive data-informed government innovation, and confront the complex challenges facing today’s policymakers. The person filling this position will be working in a start-up environment – creating processes and procedures, navigating unexpected obstacles, and adapting to change frequently. An agile mindset and flexible approach to daily responsibilities is needed as we define new ways of working within a well-established university. We are seeking a solution-focused person with a demonstrated ability to create new paths to achieve results. We are seeking a HR Generalist II who will be responsible for day-to-day administration of HR policies and programs covering several or all of the following: recruitment, compensation, benefits, training and education, employee and labor relations, safety, risk management, diversity awareness, and records administration. Provide comprehensive human resources support to its diverse staff team, including employee relations consultation, performance management and coaching, and internal policies and strategies for recruitment and retention and diversity, equity, and inclusion.

Requirements

Bachelor's Degree in Human Resources, Business Administration, or related field.
Four years of progressive experience in a professional human resources capacity.
Additional education may substitute for required experience, and additional related experience may substitute for required education beyond a high school diploma/graduation equivalent, to the extent permitted by the JHU equivalency formula.

Nice To Haves

SHRM-CP or SHRM-SCP Certification.

Responsibilities

Effectively manage employee relations issues and advise managers and supervisors on performance management and improvement strategies, coaching, and disciplinary processes.
Make clear and appropriate recommendations to resolve complex employment-related matters consistent with university policies and know when to escalate matters for assistance and resolution,
Work to ensure that workplace issues are properly identified, reported, investigated, and resolved.
Provide coaching and training support to individual managers, staff, and staff teams to improve work performance and assist them in addressing HR-related transactions and processes.
Develop and implement internal systems for performance management including a performance evaluation program consistent with university policies and practices .
Help create and sustain a positive work environment by promoting and demonstrating employee relations practices that balance organizational and individual needs.
Use working knowledge of employment laws and regulations and university policies to ensure compliance related to recruiting and employment, performance management, compensation, Family and Medical Leave (FML), disability and timekeeping.
Ensure appropriate HR-related documentation and data integrity within relevant university and internal recordkeeping systems.
Directly supervise all human resources staff
Partner with managers and leaders to develop and implement strategic recruitment plans to support new projects and operations, and make recommendations and solutions for attracting, engaging, retaining and developing talent.
Advise staff on training and professional growth opportunities available within the university and support the development of training and staff development policies and programs.
Develop and track organizational performance against internal HR metrics for recruitment, onboarding and retention.
Ensure smooth staff transitions, including performance of exit interviews, return of equipment and materials upon exit from employment.
Ensure that HR-related policies and strategies are consistent with and support organizational commitments to diversity, equity and inclusion (DEI) to increase workforce diversity, foster a welcoming and inclusive workplace, and establish accountability through data-driven metrics and strategies.
Contribute to the development and implementation of business and strategic plans that promote the growth, sustainability and smooth functioning of the department or center.
Serve as the primary organizational resource for translation of university policies and procedures to meet the HR requirements.
Other duties as assigned.