The Department of Genetic Medicine is seeking a HR Manager.  This position serves as the functional leader for human resources matters across all clinical, administrative, research, graduate education, medical education, and training areas of the Department of Genetic Medicine (DGM). The position reports directly to the Administrator for the DGM to ensure smooth and efficient functioning for the department as a unit. This position encompasses the management of DGM faculty/staff/fellow/student human resource issues and payroll.

Specific Duties & Responsibilities

Human Resources

• This position leads the human resources activities for the Department of Genetic Medicine including but not limited to the strategic development of HR goals, practices, and processes across all divisions and units in the Department.
• Requires independent decision making in regard to HR matters in the Department and serves as the leader between the Department and SOM HR.
• Provides guidance for the staff, faculty, and student populations.
• Acts as a member of the department leadership team in strategic personnel planning and implementation of DGM and JHU initiatives.
• Advises and influences leadership in matters relating to effective organization and utilization of its employee resources and human resources support functions.
• Actively contributes to the accomplishment of organizational objectives.
• Collect, analyze, and report relevant data and use metrics to evaluate performance and contributions to the achievement of the organization's goals and objectives.
• Provides a wide range of human resources oversight, coaching and consulting services to the DGM faculty, staff, supervisors and administration covering the following: recruitment, on-boarding and employment, compensation administration and analysis, employee relations (including, but not limited to, coaching and consultation with faculty/managers/staff, application of progressive discipline for staff, appeal process resolution, layoffs/RIFs, terminations, notice of non-renewals for faculty), training and education, personnel records management, payroll, credentialing, market review, HR policy interpretation as well as information dissemination through broad communication initiatives (monthly newsletter, Microsoft Teams, JH listservs, monthly faculty meetings, quarterly clinical faculty meetings, and regularly scheduled DGM Town Halls).
• Acts as primary point of contact for faculty, management, and staff with regards to human resource policies, procedures, and practices for JHU. Handles these issues and concerns by providing information, advice or guidance and support.
• Identifies areas of risk related to these activities and areas, and escalates issues to the Administrator and Department Director, making recommendations for follow-up and/or resolution as appropriate.

Employment

• Manages employment process by working with faculty, staff, administration and appropriate University offices to ensure efficient and smooth process in accordance with all applicable university policies and procedures. 
• Providing guidance and making recommendations to divisions on appropriate starting salaries and promotional salaries for faculty and staff to ensure maintaining balance of equity.
• Work with central administration to determine appropriate pay ranges, salary comp rations and equity of employee groups. Refer issues to the Administrator and HR.
• Makes internal job comparisons for equity purposes.
• Oversees hospital and university credentialing for faculty, mid-level providers and fellows.
• Assist and advise managers and employees on: sick time, vacation time, holidays, leave of absence, family medical leave, payroll, tuition reimbursement, flexible fringe benefits, deductions, etc.
• Acts as the liaison to the School of Medicine's employment recruiters and compensation analysts as it related to personnel requisitions for the department.
• Overseas visa process for international faculty, fellows and staff.
• Create job descriptions for new positions.
• Reviews and approves personnel requisitions for submission to Human Resources.
• Makes offers of employment on behalf of the University School of Medicine.
• Reference checking.
• Interview applicants.
• Oversees the department new hire orientation and onboarding process to include meeting with all new DGM personnel to orient them and welcome them to the DGM. Includes a review of JHU policy, job description, expectations, I-9 documentation (if applicable), payroll, required training, E210/ timekeeping requirements, building and system access and emergency communication.
• Monitor time and attendance forms for staff via e210 system.

HR Management

• Responsible for the overall strategic management and goals for all human resources activities in the Department of Genetic Medicine.
• Responsible for answering and counseling DGM faculty and staff on interpretation of HR policy and procedures related to recruiting, employment positions, FMLA, STD and timekeeping (e210).
• Manages initial departmental efforts related to staff that require Family Medical Leave (FMLA). Will work with divisional administration(s), supervisors, and SOM HR representatives on submission of paperwork related to this area.
• Develop DGM policies and procedures that comply with those of University SOM.
• Assists University HR in collecting and evaluating information, and making recommendations in support of current efforts to comply with new JHU policies and/or federal laws and regulations.
• Is the primary contact with the SOM divisional human resources office for all HR issues and school-wide project and initiatives.
• Develop and prepare reports using SAP Analysis, Tableau, and other SOM computational database tools.
• Serves on various human resources committees and task forces representing the department. Actively participates in discussions, provides organizational unit-specific perspectives on issues. Recommends new policies and modifications to current human resources policies, procedures, and programs.
• Establishes expectations, and strategic goals for DGM HR team.
• Oversight of credentialing and visa activities related to faculty, staff and learners in the Department.
• Oversight of the administration and report of annual engagement surveys. Responsible for the communication around surveys and for the development of internal/departmental engagement initiatives beyond any SOM requirements.

Employee Relations

• Partners with senior leaders and managers to recommend and implement workplace practices that foster a high level of employee engagement and performance.
• Serves as a knowledgeable advisor to managers and employees in the development, communication, interpretation, and application of HR programs, policies, and practices.
• Creates and sustains a positive work environment by promoting and demonstrating employee relations practices that appropriately balance organizational and individual needs.
• Works with managers and employees to effectively resolve a range of workplace issues.
• Effectively triages situations, understands the range of possible responses, and selects appropriate ones.
• Provides guidance to the administrative leadership with the appeal process by investigating and facilitating the department's response and communication. Gathers sensitive information for the Administrator, Department Director, supervisors, etc. for grievances, disciplinary actions and other personnel matters.
• Represents departmental HR at unemployment compensation hearings as needed. Provide additional documentation as needed for the unemployment claim/hearing.
• Advise and educate management on firing and disciplinary decisions.
• Conducts exit interviews for those employees terminating or transferring.
• Works with departmental leadership to manage employee retention and turnover, where appropriate makes recommendations for departmental improvement, collect and manage data related to reasons for departure and turnover rates across divisions and department wide.
• Supervises the employee off-boarding process which includes signing of original time record, retrieval of badges, answering questions relating to final paycheck, benefits, etc.

Payroll/Compensation

• Oversees preparation, approval and correction process for all departmental Internal Service Requests (ISR) for staff, faculty, students, postdoctoral fellows, and residents in accordance with JHU, School of Medicine, and JHH policies and procedures.
• Approves payroll forms for new hires, annual increases, transfers, terminations and budget support changes for faculty and staff.
• Responsible for reviewing divisionally generated faculty human resource/payroll documentation (including offer letters, promotional letters, termination letters, salary reduction letters, Part B letters and payroll forms).
• Coordinates and manages the merit review process. Uses SOM guidelines to determine merit increases, communicates changes to staff.
• Also responsible for the distribution of 120 day reviews from HR to supervisor.
• Maintain existing and create new records of personnel for all departmental personnel.
• Responsible for approving special check requests and payroll expenditure transfers.
• Supervise the processing of overtime and reduction of salary through SAP.
• Resolve payroll problems for employees.
• Review paychecks for correct amounts for new employees, terminated employees, position up-grades, change of hours, position reclassification and transfers.
• Research any payroll issues and work with HRSS/ Payroll, Tax office on source of the problem and resolutions (short-term and long-term).
• Manage the collection of overpayments and recoup those monies from faculty, staff, fellows and students who are employed with JHU or terminated.
• Maintain an active up-to-date knowledge on payroll practices and SAP procedures and educate others in the institute with payroll responsibilities.

Financial

• Assists in analysis of financial impact to departmental budgets of new faculty, faculty raises, staff raises, bonuses, etc.
• Proficient in running financial reports related to all HR functions such as salary, overtime, temp inactive, payroll, effort, and ad hoc reports.
• Acts as a liaison with university and hospital areas such as the SOM Business Office, Dean's Office, HR, Controller's Office, Payroll, Tax Office, etc.
• Prepare various paper and electronic forms such, special payroll, check requests.
• Prepares ad hoc reports for administrator as related to departmental budgets and salaries.
• Provide direct strategic oversight and recommendations for new programs, the products of which are incorporated into short and long range financial, operational and strategic planning.
• Routinely evaluate the department's overall salary and fringe benefit expenses and report on variance to budget for the fiscal year to the Department Administrator; make recommendations for corrections to expenses in order to eliminate any negative variance to budget.

Training

• Responsible for training staff in processing monthly payroll, overtime, new faculty and staff hires, terminations, reclassifications, vacation/sick leave and issues related to the Family Medical Leave Act (FMLA).
• Direct oversight of all activities of HR Coordinator(s) in the department including training and ensuring participation in professional development activities on an ongoing basis.
• Coordinate training of new hires, and continued training for existing employees, including HIPAA regulations.
• Develop and routinely improve upon New Employee Orientation for all divisions across the Department.
• Track employee training in MyLearning and add required courses to staff and faculty, report on any outstanding training.

Contacts

• Internal: Compensation, Employment, Employee Relations, HR Records, Dean's Office, International Office, Business Office, Registrar's Office, Payroll, Accounts Payable, Information Systems, Medical Staff Office, Controller's Office, Legal, etc.
• External: Affiliated hospitals, various vendors and service providers, HR representatives of various institutions

Special Knowledge, Skills & Abilities

• Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, and personnel information systems; knowledge of human resource laws; knowledge of employment law, payroll tax issues and compensation and knowledge of business and management principles involved in strategic planning, resource allocation and coordination of people and resources.
• Knowledge of accounting and budgeting theory and practices required, including experience with payroll systems and ability to apply administrative HR procedures and practice.
• Ability to make independent judgments and to act on decisions on a daily basis. Ability to work for long periods of time without direction.
• Ability to prioritize own work as needed. Ability to work with flexibility on several tasks simultaneously and to meet various concurrent deadlines.
• Very strong organizational skills, analytical and problem-solving abilities and attention to detail.
• Supervise the work of others.
• Ability to maintain confidentiality.
• Strong interpersonal and communication skills, both oral and written.
• Ability to effectively interact with all levels of University and Hospital employees as well as outside contractors.

Physical Requirements 

• Sitting in a normal seated position for extended periods of time.
• Reaching by extending hand(s) or arm(s) in any direction.
• Finger dexterity to manipulate objects with fingers rather than with whole hand or arm, for example, using a keyboard.
• Communication skills using the spoken word.
• Ability to see and hear within normal parameters.
• Ability to move about workspace.

Supervisory responsibility

•  One Sr. HR Coordinator.

• Bachelor's Degree in Human Resources, Business Administration, or other related field.
• Five years progressively responsible human resources management experience including employee relations experience, preferably in a university setting.
• Additional education may substitute for required experience and additional related experience may substitute for required education, tothe extent permitted by the JHU equivalency formula.

• Master's Degree preferred.
• Experience in an academic or medical setting preferred.
• Additional related experience may substitute for Master's Degree.

Classified Title: HR Manager   
Role/Level/Range: ATP/04/PE  
Starting Salary Range: Min $72,600 - Max $127,000 Annually ($99,800 targeted; Commensurate with experience) 
Employee group: Full Time 
Schedule: M-F, 8:30 to 5pm 
Exempt Status: Exempt 
Location: Hybrid/School of Medicine Campus 
Department name: ​​​​​​​SOM Genetics Institute of Gen Medicine  
Personnel area: School of Medicine 

Total Rewards
The referenced salary range is based on Johns Hopkins University's good faith belief at the time of posting. Actual compensation may vary based on factors such as geographic location, work experience, market conditions, education/training and skill level. Johns Hopkins offers a total rewards package that supports our employees' health, life, career and retirement. More information can be found here: https://hr.jhu.edu/benefits-worklife/

Please refer to the job description above to see which forms of equivalency are permitted for this position. If permitted, equivalencies will follow these guidelines:
JHU Equivalency Formula: 30 undergraduate degree credits (semester hours) or 18 graduate degree credits may substitute for one year of experience. Additional related experience may substitute for required education on the same basis. For jobs where equivalency is permitted, up to two years of non-related college course work may be applied towards the total minimum education/experience required for the respective job.

**Applicants who do not meet the posted requirements but are completing their final academic semester/quarter will be considered eligible for employment and may be asked to provide additional information confirming their academic completion date.

The successful candidate(s) for this position will be subject to a pre-employment background check. Johns Hopkins is committed to hiring individuals with a justice-involved background, consistent with applicable policies and current practice. A prior criminal history does not automatically preclude candidates from employment at Johns Hopkins University. In accordance with applicable law, the university will review, on an individual basis, the date of a candidate's conviction, the nature of the conviction and how the conviction relates to an essential job-related qualification or function.

The Johns Hopkins University values diversity, equity and inclusion and advances these through our key strategic framework, the JHU Roadmap on Diversity and Inclusion.

Accommodation Information

If you are interested in applying for employment with The Johns Hopkins University and require special assistance or accommodation during any part of the pre-employment process, please contact the Talent Acquisition Office at jhurecruitment@jhu.edu. For TTY users, call via Maryland Relay or dial 711. For more information about workplace accommodations or accessibility at Johns Hopkins University, please visit accessibility.jhu.edu.

Johns Hopkins has mandated COVID-19 and influenza vaccines, as applicable. The COVID-19 vaccine does not apply to positions located in the State of Florida. Exceptions to the COVID and flu vaccine requirements may be provided to individuals for religious beliefs or medical reasons. Requests for an exception must be submitted to the JHU vaccination registry. For additional information, applicants for SOM positions should visit https://www.hopkinsmedicine.org/coronavirus/covid-19-vaccine/ and all other JHU applicants should visit https://covidinfo.jhu.edu/health-safety/covid-vaccination-information/.

The following additional provisions may apply, depending on campus. Your recruiter will advise accordingly.

The pre-employment physical for positions in clinical areas, laboratories, working with research subjects, or involving community contact requires documentation of immune status against Rubella (German measles), Rubeola (Measles), Mumps, Varicella (chickenpox), Hepatitis B and documentation of having received the Tdap (Tetanus, diphtheria, pertussis) vaccination. This may include documentation of having two (2) MMR vaccines; two (2) Varicella vaccines; or antibody status to these diseases from laboratory testing. Blood tests for immunities to these diseases are ordinarily included in the pre-employment physical exam except for those employees who provide results of blood tests or immunization documentation from their own health care providers. Any vaccinations required for these diseases will be given at no cost in our Occupational Health office.

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