Sr. Project Officer, HR

Johns Hopkins University•Washington, DC

3d•$74,867 - $92,924•Onsite

About The Position

The Senior Project Officer will provide dedicated project management, coordination, and operational support for HR activities across assigned USG-funded multi-country projects working across multiple regions, countries, and technical areas. Based in Jhpiego’s Washington, DC office, this role will help ensure that HR start-up, close-out, transition, staff on boarding and off-boarding, vendor coordination, compliance, reporting, and change management activities are planned, tracked, and delivered effectively in alignment with project priorities, Jhpiego standards, donor requirements, and applicable employment practices. The Senior Project Officer, Serves as a coordination and implementation partner for Global Human Resources and project leadership. The position is responsible for organizing work streams, maintaining project plans and trackers, coordinating across country offices and Regional HR Business Partners, supporting HR-related project start-ups and close-outs, and ensuring timely follow-through on HR deliverables. The role requires strong project management discipline, excellent communication skills, attention to detail, and the ability to work.

Requirements

Master's degree in related field.
Four years related experience.
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.

Responsibilities

Develop and maintain HR project plans, timelines, trackers, action logs, and deliverable schedules for project HR workstreams, including start-up, close-out, staffing transitions, and HR operational activities across country offices.
Coordinate HR activities related to country office start-ups, project close-outs, staff transitions, workforce planning scenarios, contract changes, separations, onboarding, and movement of staff between employment models or implementing partners.
Serve as a liaison between Global HR, Regional HR Business Partners, country HR teams, project leadership, Finance, Operations, Talent Acquisition, Compensation, Legal, and other stakeholders to support coordinated and timely execution of HR activities.
Support coordination with external vendors and service providers, including Employers of Record, payroll providers, recruitment vendors, benefits providers, and consultants, ensuring activities are tracked, documentation is complete, and issues are escalated appropriately.
Track progress against HR workplans and deliverables; prepare regular updates, dashboards, briefing notes, and status reports for project and HR leadership; maintain accurate records, trackers, decision logs, and documentation repositories.
Identify HR-related risks, dependencies, gaps, and bottlenecks; maintain risk and issue logs; support follow-up on compliance actions; and escalate matters requiring leadership, legal, donor, finance, or HR partner input.
Support communications, stakeholder engagement, and change management activities related to HR transitions, policy implementation, staffing changes, and new or revised HR processes, ensuring messages are clear, timely, and aligned with organizational standards and project needs.
Partner with Talent Acquisition, hiring managers, and country HR teams to track anticipated and upcoming recruitment needs, and facilitate job description development, approvals, onboarding readiness, hiring milestones, and any other HR processes for project-related roles.
Support accurate HR data collection, reporting, and follow-up in coordination with HR systems and country teams, including information related to staffing, onboarding, separations, performance management, and HR compliance deliverables.
Document lessons learned, identify opportunities to streamline HR project processes, recommend improvements to tools and workflows, and support development of standard operating procedures, templates, and guidance materials.
Support internal communications and knowledge management processes by maintaining functional staff lists and supporting development and use of internal mailing lists; support staff to register for relevant Communities of Practice, etc. and support sharing of updates and orientation resources to project staff.