Senior HR Business Partner

Johns Hopkins Medicine•Baltimore, MD

2d•$44 - $71

About The Position

In pursuit of the mission of JHM and in exemplifying the core values in all actions, will execute The Johns Hopkins people initiatives, providing great internal customer support, and driving HR functional excellence and process improvement. This role serves as a senior member of the HR Business Partner team and may be tasked with taking on more strategic activities. This position will provide direct support for: implementation of programs, employee relations and engagement, including diversity initiatives for nursing and nursing administration. The Sr. Human Resources Business Partner will be responsible for establishing and maintaining effective relationships in support of JHH Operations while ensuring the efficient and effective delivery of key Human Resources projects and objectives. The primary purpose of this role is to partner with the nursing business unit leadership team in delivering against the business and people growth objectives, proactively focusing on retaining a high-performing, engaged workforce in support of the JHH patient family culture. Strategic Partnering Responsibilities Provides strategic HR and talent support to nursing leaders and employees. Engages leaders to understand talent needs and implement talent assessment processes. Proactively obtains, interprets, and presents metrics and analyses. Collaborates with leaders to support culture/shared mindset activities. Implements workforce strategies, diagnoses, and solves workforce issues. Culture Champion Responsibilities: Interprets and drives departmental employee engagement action planning to improve organizational culture. Measures employee morale and satisfaction; implements efforts to improve the employee experience. Counsels on situational issues; leads initiatives to resolve conflicts. Advises on performance counseling and discipline. Operational Responsibilities: Partners with nursing leaders to maximize effectiveness and efficiency through labor and efficiency initiatives. Supports the tracking and interpretation of metrics. Deploys development programs, performance management/appraisal, and talent acquisition program tools. Partners to uphold all compliance standards and programs and perform activities as assigned (i.e., workers', applicable employee leave of absence/return to work administration). Supports are requested during emergency and disaster situations.

Requirements

Bachelor of Science required.
Seven (7) years of progressively responsible human resources management experience, including employee relations experience, preferably in a University or Hospital setting.
Experience of advising multiple levels of management on a range of people matters (e.g., employee engagement, retention, employee & labor relations, performance management, leave of absence, recruitment, etc.)

Nice To Haves

Master’s degree in Human Resources, Business Administration, or other related field preferred.
Experience using a recognized HRIS System is strongly preferred.

Responsibilities

Provides strategic HR and talent support to nursing leaders and employees.
Engages leaders to understand talent needs and implement talent assessment processes.
Proactively obtains, interprets, and presents metrics and analyses.
Collaborates with leaders to support culture/shared mindset activities.
Implements workforce strategies, diagnoses, and solves workforce issues.
Interprets and drives departmental employee engagement action planning to improve organizational culture.
Measures employee morale and satisfaction; implements efforts to improve the employee experience.
Counsels on situational issues; leads initiatives to resolve conflicts.
Advises on performance counseling and discipline.
Partners with nursing leaders to maximize effectiveness and efficiency through labor and efficiency initiatives.
Supports the tracking and interpretation of metrics.
Deploys development programs, performance management/appraisal, and talent acquisition program tools.
Partners to uphold all compliance standards and programs and perform activities as assigned (i.e., workers', applicable employee leave of absence/return to work administration).
Supports are requested during emergency and disaster situations.