HR Generalist

Job Req ID : 115282

115282

HR Generalist

Reporting to the Director of Human Resources of University Administration, we are seeking a who will serve as the primary point of contact for employees across University Administration.

This position provides human resources support and consultation in a range of areas including performance management, employee relations, employee development, and risk management.

It interprets and applies HR and area policies and procedures while also maintaining alignment of programs and services with the strategic and operational needs of the organization.

Collaborates routinely with divisional and school HR oces to manage ongoing work. Embraces and advances the universitys HR mission of attracting, developing, retaining, and engaging a high-performing workforce in support of excellence in the universitys mission, while promoting diversity, equity, civility, and respect.

Specific Duties & Responsibilities

Employee Relations (50%)

• Serves as a knowledgeable resource to university leaders, managers, and employees in the communication, interpretation, and application of HR programs, policies, and practices.
• Helps create and sustain a positive work environment by promoting and demonstrating employee relations practices that appropriately balance organizational and individual needs.
• Effectively triages organizational opportunities and challenges, understands the range of possible responses, and selects appropriate responses.
• Knows when to escalate things or engage others for help. Works with leaders, managers, and employees to effectively resolve various issues.
• Provides appropriate consultation and coaching to help address issues promptly.
• Works with managers and employees to ensure that more formal steps like progressive counseling and performance improvement plans are used appropriately and effectively.
• Uses working knowledge of employment law and university policy to ensure compliance.
• Provides appropriate guidance to managers and employees.
• Ensures appropriate and accurate documentation.
• Coordinates provisional and annual performance review processes.
• Provides related training and coaching on process.
• Monitors time and attendance for employees through the E210 system.
• Ensures that records accurately capture time used particularly in cases involving some type of leave.

Talent Management (30%)

• Promotes and reinforces the organizations desired culture, core values, and behavioral expectations through modeling, communication, and coaching.
• Participates in processes intended to improve the overall effectiveness of departments and leads key components of engagement activities for UA.
• Leverages assessment tools with employees and managers in on-boarding, coaching, career planning, dispute resolution, and team-building.
• Effectively partners with compensation colleagues and consultants on changes in support of the organizations goals, objectives, and values.
• Consults on salary adjustments and classification changes.
• Recruitment Partners with HR colleagues in administration of the talent acquisition process (sourcing, recruiting, screening, hiring, etc.)

Other HR Programs, Projects & Tasks (20%) Risk Management & Compliance

• Uses knowledge of employment law and university policy to ensure compliance and minimize financial, reputational, and other risk to client area, university, and to the institution.
• Supports projects focused on one or more facets of HR. This may involve improvement of existing programs or processes or creation of new ones.
• Collects and analyzes relevant data and uses metrics to evaluate performance and evaluate contributions to the achievement of both UAs and the universitys goals and objectives.

Minimum Qualifications

• Bachelor's Degree in Human Resources, Business Administration, or other related field.
• Three years of progressive experience in a professional human resources capacity
• 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 and / or professional HR certification highly 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