Director, Human Resources - SGP (School of Government & Policy)

for developing and executing a human resource and human capital management strategy in support of the organization’s overall business plan and strategic direction, specifically in the areas of workforce planning, retention, organizational and performance management, compensation, training and development, succession planning, and change management. 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. Specific Duties & Responsibilities Drive the development and implementation of talent acquisition, retention, onboarding and off-boarding, training and development, employee relations, compensation, benefits, performance management and workforce planning programs, ensuring all procedures comply with legal regulations, best practices and University policies and practices. Lead the Divisional HR team, in direct collaboration with divisional leadership and Central HR resources (Human Resources Strategic Services, Benefits, Compensation, Employee/Labor Relations & compliance, Payroll, Talent Acquisition, HR Shared Services, etc.) Build and manage the Human Resources team and serve as strategic partner and advisor to the leadership team, managers and all staff. Drive talent acquisition and retention approach, in collaboration with Talent Acquisition. Provide framework and lead efforts to develop and implement a data driven workforce planning strategy in support of workforce needs. Develop staffing projections, and succession planning to assist management with headcount budgeting and workforce planning. Design and execute an effective and efficient performance management process with focus on strategic results-based goal setting processes. Serve as a coach, and advisor for leadership throughout the organization regarding management, performance issues, opportunities, and recognition. Manage the HR department budget. Work to attract and retain a diverse workplace. Support organizational redesign/change efforts. Serve as the primary subject matter expert to support HR technology implementations, restructuring efforts, etc. Partner with Central HR leadership & General Counsel as needed. Work in partnership with HR Compensation to ensure fair, equitable and compliant pay practices. Represent the division on the Human Resources Leadership Team and participate in Central HR committees and projects as needed. Ensure strategy, processes and philosophies within divisional HR reflect and align with overall University strategy. Assume overall responsibility for payroll process control and compliance. Maintain in-depth knowledge of legal and compliance requirements related to day-to-day management of team members, reducing legal risk, and ensuring regulatory compliance, conducting internal HR audits as needed. Analyze the effectiveness of HR operations and policies and look for improvements. Identify/anticipate needs and make recommendations to implement new strategies to address competitive, complex business issues. Develop and manage metrics that will provide a clear understanding of progress against talent and organizational objectives such as time to fill, turnover, cost per hire, internal equity, exit interviews and training. Provide regular (monthly) LMS and HRIS reports and analysis. Participate and assist with additional responsibilities and projects as directed. Perform other related duties as requested. Minimum Qualifications Bachelor’s Degree in Business, Human Resources or related field. Ten years experience in an HR function. 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. Preferred Qualifications SPHR or SHRM-SCP Certification Experience leading organizational development initiatives Ability to work with and use HR information technology; SAP/Workday, Eightfold, SuccessFactors experience strongly preferred, proficient use of the Microsoft suite, as well as working knowledge of digital workflow platforms and ticketing systems Technical Qualifications or Specialized Certifications Some experience using data analytics to help leadership to assess talent needs, progress, and impact of programs. Technical Skills Expected Skills Proficiency Level Advising - Advanced Analytical Skills - Intermediate Auditing - Intermediate Customer Service m- Advanced Employee Engagement - Advanced Employee Relations - Advanced Employee Relations Investigations - Advanced HR Policies - Advanced Negotiation - Advanced Organizational Strategy - Advanced Regulatory ComplianceAdvanced Risk Mitigation - Intermediate Workforce Planning - Advance The core technical skills listed are most essential; additional technical skills may be required based on specific division or department needs. Classified Title: Director, Divisional HR Job Posting Title (Working Title): Director, Human Resources - SGP (School of Government & Policy) Role/Level/Range: ATP/04/PH Starting Salary Range: $119,515 - $209,100 Annually (Commensurate w/exp.) Employee group: Full Time Schedule: M-F, 8:30am-5pm FLSA Status: Exempt Location: District of Columbia Department name: Staff Personnel area: School of Government & Policy