Director HR IT

Job Req ID : 115035

115035

Director HR IT

IT@JH Administration and Finance is seeking a Reporting to the VP and Chief Information Officer of Johns Hopkins University (JHU) and Johns Hopkins Medicine (JHM), the HR Director, Information Technology is responsible for providing strategic and tactical leadership for IT@JH, a department of nearly 1,300 full-time Johns Hopkins University and Johns Hopkins Health System employees serving at multiple campuses / locations in the Baltimore / DC Metro area and St.

Petersburg, FL. This position serves as a strategic thought partner for the CIO and provides input and direction to all leaders within IT@JH.

The HR Director, Information Technology designs and implements strategies focused on attracting, engaging, developing and retaining top IT talent in a large, complex enterprise IT environment.

Specific Duties & Responsibility

Strategic Planning

• Develop and execute HR initiatives that support IT@JH goals, ensuring alignment with the strategic priorities of both JHU and JHM.
• Provide strategic recommendations and analysis to ensure ongoing support of IT@JH staff identification, selection, onboarding, coaching, development, engagement and retention.
• Communicate, collaborate and influence leadership within JHU and JHM by establishing reliability, credibility, trust and rapport with IT and HR leaders throughout the Hopkins Enterprise.
• Lead ongoing staff integrations in response to enterprise-level decisions to integrate external units with IT@JH.

Employee Engagement / Development / Relations

• Collaborate with management to enhance employee engagement through Glint employee engagement survey, providing training on survey interpretation and strategic guidance on the development of action plans.
• Leading the ongoing IT@JH Stay Interview Program to oversee execution and identify areas of improvement, partnering with directors to implement solutions that enhance employee engagement, retention and attraction of top talent.
• Ensure transparency of promotional opportunities by promptly informing all IT employees of direct replacement, restructured and new job openings.
• Create development pathways for high-performing employees to explore more complex roles within IT job families, enabling growth and skill development.
• Provide guidance to managers and leaders on employee development, change management, conflict resolution, performance management and discipline.

Diversity, Equity, and Inclusion Initiatives

• Develop and oversee the implementation of the HR Diversity Strategic Plan for IT@JH.
• Provide strategic oversight of the IT@JH Diversity and Development Council, aligning projects and goals with the JHU Roadmap on Diversity and Inclusion and the JHM Diversity, Inclusion and Health Equity Strategic Plan.
• Develop and maintain partnerships with opportunity talent organizations such as NPower. Encourage participation in volunteer opportunities with NPower, as well as new partnerships from Hopkins.
• Maintain an annual IT@JH staff composition dashboard, providing DEI analysis on race / ethnicity and gender across IT departments.
• Manage two IT internship programs, one geared toward high school students and the other toward college students. Implement fair and diverse recruitment process and promote opportunities at local HBCUs as well as local vocational technical high schools in Baltimore.

Training

• Lead the development and delivery of management HR training series to address staff and management knowledge / skill needs and compliance topics.
• Work with leadership to identify opportunities for HR training at team meetings, manager forums and leadership meetings, covering topics like behavioral-based interviewing, FMLA, ADA, performance management and employee engagement.
• Create customized training plans for employees / teams based on specific needs.

Compensation and Benefits

• Analyze and provide strategic recommendations to address internal equity and market pressures, factoring in technical talent, critical skills / certifications, flight risk and hard-to-train soft skills in addition to relevant years of experience and education.
• Counsel IT@JH leadership on differences between JHU and JHM compensation policies and provide proactive strategic guidance to effectively navigate mixed-employer environment challenges.
• Partner with JHU and JHM compensation teams to ensure appropriate recognition and rewards for individual accomplishments, increased skills / competencies and significant job changes within IT@JH.
• Advise managers on resolving team conflicts arising from differences in JHU vs. JHHS compensation policies, benefits and holidays.

Compliance

• Provide strategic guidance to ensure IT@JH compliance with organizational policies within JHU and JHM.
• Monitor and implement federal and state HR requirements, conduct investigations, maintain records and represent the organization at hearings.
• Consult with JHU General Counsel, JHHS Legal, JHU Office of Institutional Equity and / or the JHHS Office of Workforce Diversity regarding any compliance questions, concerns and investigations.
• Ensure that department meets training compliance requirements on topics such as HIPAA, data security, sexual harassment and discrimination, cultural competency, workplace safety, active shooter, etc.

giving priority to any training that is required under the Joint Commission.

Talent Acquisition

• Support IT recruiters at both JHU and JHM in communications with hiring managers to ensure timely processing of salary offers, dispositioning, background checks and other steps required in the hiring process.
• Develop talent acquisition strategies and oversee execution to attract internal and external talent in a highly competitive industry.
• Manage the JHU IT Referral Award program to encourage IT@JH staff to refer talented friends and former colleagues for eligible IT positions.

Promote the JHM IT Referral Award program and provide guidance / reminders to ensure compliance with program requirements.

Ensure that hiring managers use legally compliant and effective interviewing practices.

Team Leadership

• Provide guidance for team of five full-time and one casual HR professionals to help strengthen knowledge / skills needed to solve problems, accomplish tasks and perform effectively.
• Guide and support professional development of individuals on the HR team so they can fulfill both current and future job / role responsibilities, define career goals and establish development plans to achieve those goals.
• Share constructive, developmental feedback and advice.
• Invest time and resources into building the capabilities of team members.

Special Knowledge, Skills & Abilities

• Strong knowledge of HR strategy, administration, HR emerging trends, organizational development and employee relations.
• Demonstrated ability to formulate and execute highly effective HR strategy in a highly complex, multi-employer environment.
• Advanced consulting and negotiation skills to counsel the CIO, leaders, and staff on HR matters.
• Demonstrated ability to initiate, develop and implement a wide range of HR programs independently and in collaboration with other HR professionals.
• Demonstrated organizational development and change management skills, highly capable of working with different leadership styles and diverse and / or complex organizational structures.
• Working knowledge of the H-1B Visa process as well as permanent residency process.
• Comprehensive knowledge of federal, state and local human resource regulations.
• Demonstrated ability to exercise sound and independent judgment.
• Strong analytical skills.
• Excellent oral and written communication skills.
• Experience in examining and re-engineering operations and processes, formulating policy and implementing new strategies and procedures.
• Strong HRIS skills. SAP experience preferred.

Minimum Qualifications

• Bachelors Degree in Human Resource Management, Business Administration, or related field.
• At least ten years of progressively responsible HR management experience, with senior leadership and executive consulting experience strongly preferred.
• Additional education may substitute for required experience and additional related experience may substitute for required education, to the extent permitted by the JHU equivalency formula.

Preferred Qualifications

• Masters Degree in a related field strongly preferred.
• SPHR or SHRM-SCP certification strongly preferred.

Total Rewards

The referenced base salary range represents the low and high end of Johns Hopkins Universitys salary range for this position.

Not all candidates will be eligible for the upper end of the salary range. Exact salary will ultimately depend on multiple factors, which may include the successful candidate's geographic location, skills, work experience, market conditions, education / training and other qualifications.

Johns Hopkins offers a total rewards package that supports our employees' health, life, career and retirement. More information can be found here : .

Education and Experience Equivalency

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 Completing Studies

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.

Background Checks

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.

Diversity and Inclusion

The Johns Hopkins University values diversity, equity and inclusion and advances these through our key strategic framework, the .

Equal Opportunity Employer

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

EEO is the Law