VP HR- Johns Hopkins Hospital

POSITION SUMMARY

The Vice President Human Resources is responsible for planning directing managing and guiding the overall programs for Human Resources at the Johns Hopkins Hospital. This key executive will enhance the culture and values of the workforce by developing mechanisms to positively affect the needs of the workforce. The Vice President will ensure Human Resources practices and programs are within federal and state regulations. He/she works senior management team to plan strategically for the addition this person will collaborate with Central Human Resources in creating implementing and evaluating recruitment compensation benefits wellness practices and OD&T programs/services that recruit develop and retain the best talent.

REPORTING RELATIONSHIPS

The JHH Vice President Human Resources has a dual reporting relationship to the President of JHH and to the Senior Vice President Human Resources of JHM/JHHSC. Collaborates with: Central HR SMEs (Compensation & Benefits HR Technology HR Operations Talent Acquisition Workforce Planning DEI and Labor Relations). Supervisory responsibility for HR staff at the local entity.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Leadership

• Responsible for leading initiatives and executing on tactics to achieve annual goals aligned with the strategic focus area of Organizational Culture & Workforce Development. Ensure that a clear plan is established each year to achieve all goals and holds fellow leaders accountable for their execution.
• Participates as part of the hospitals executive management team in formulating overall strategies goals and objectives of the institution and develops policies and plans to promote these goals. Functions as an expert consultant to management on a wide variety of human resources issues.
• Provides leadership and guidance at the hospital leadership to foster an inclusive culture and environment.
• Ensures timely preparation of budgets and submits to President and CHRO for approval. Monitors expenditures within approved budgets.
• As appropriate participates in activities to keep abreast of developments in hospital administration and human resources.
• Interacts and collaborates with staff from other Johns Hopkins Medicine functional units in an effort to plan develop and provide services on an enterprise-wide basis.
• Collaborates with the Central HR SMEs (Compensation & Benefits HR Technology HR Operations Talent Acquisition Workforce Planning DEI and Labor Relations) on implementation of programs to ensure alignment and consistency with JHHS HR policies process and practices.
• Oversight of the HR staff who reside in the local entity and provide HR guidance to local employees.

• Works closely with all HR functional areas at JH Medicine.
• Anticipates and responds to the changing needs of a diversified workforce and network affiliates by planning creating implementing and evaluating programs in collaboration with HR central to recruit develop and retain quality employees.
• Provides advice to administration department managers and supervisors on labor relations matters. Delivers oral and written presentations at meetings and training programs to educate managers on legal requirements. Investigates through interviews and document searches any complaints of employment/labor law/policy violations.
• Adapts and helps the organization adapt to new challenges embrace change keep all staff informed of all changes and its impact on the organization. Assists in the development of plans to assist employees in managing change.

Communications

• Collaborates with HR colleagues and employee communications on all communications to employees and managers.
• Communicates openly and often both inside and outside including making speeches and representing JHH and at human resource-related functions for ceremonial and public relations purposes.

Functional Responsibilities

• Collects data and coordinates and collaborates with central Talent Acquisition on long-term and short-term plans for the entity staffing levels and staffing mix.
• Sets budget guidelines to assist Human Resources in preparing well-planned cost-efficient budgets.
• Interviews selects orients trains and evaluates the staff of the local Human Resources team and takes corrective action as needed. Administers the operations and allocation of resources within Human Resources to support the priorities mission vision and values.
• Leads the strategy and execution of leadership enhancement initiatives and programming. Partners with senior leaders to identify leadership gaps and deliver targeted development solutions that drive cultural transformation and workforce excellence.

Coach-Counsel-Advise-Assist

• Assists in the identification and correction of environmental conditions and work practices that could result in injuries/claims. Responsible for enduring adherence to safe work practices.
• Coordinates investigation of any conjunction with HR central/employee relations and legal dept and interprets and ensures compliance with related federal and local laws and regulations.
• Contributes to long and short-term planning and problem solving by chairing or participating on committees task forces and cross-functional teams composed of staff administration Central Services Board members medical staff community representatives and external stakeholders including professional or government agents as required.
• Advises and counsels executive leadership administrative staff managers and/or employees on complex human resource issues.
• Mediates employee/management complaints or disputes.
• Directs and/or conducts research and provides reports needed for decision-making.
• Provides data analysis and interpretation.
• Organizes coordinates and directs special project development and implementation.
• Perform other duties as assigned by the JHM Senior VP CHRO or the President.

Labor Relations

• Collaborates with external and internal labor attorneys to negotiate collective bargaining agreement.
• Ensures staff contingency plans are in place in the event of a strike.
• Oversees consistent application of collective bargaining agreement to include the grievance process.
• Ensures Labor Management Committee is a functional group where non-bargaining issues are resolved.

MINIMUM EDUCATION AND EXPERIENCE REQUIRED:

• Bachelors required in Human Resources or related field. Masters/MBA preferred.
• A minimum of ten (10) years of progressive leadership preferably in matrixed healthcare or academic systems with direct collaboration with centers of excellence.
• Demonstrated experience managing and developing staff.
• Strategic mindset data-driven decision-making executive presence persuasive influencer strong business acumen and deep HR technical expertiseincluding HRIS employment law labor relations.

Knowledge:

• Excellent presentation skills and knowledge and compliance of employment laws such as Civil Rights Act Equal Pay Act Fair Labor Standards Act ERISA COBRA ADA OSHA FMLA CFRA and other state and federal laws covering discrimination and equal opportunity employment and personnel administration theories and practices.
• Extensive knowledge of performance management programs and total rewards systems.
• Extensive knowledge of computer applications related to the analysis of HR data including spreadsheets databases and word processing.
• Extensive knowledge of Human Resources practices including Employment EEO/AA Labor Relations Benefits and Safety and their relationship to business strategy.
• Thorough knowledge of theories principles and practices of program areas related to administrative services for a large multi-level organization.
• Thorough knowledge of administrative principles and methods including goal setting program and budget development and implementation.
• Current HR best practices in streamlining policies and procedures.

SKILLS AND ABILITIES REQUIRED

• Collaborative Leadership abilities and Organizational Development
• Experience as a Senior HR Leader
• Excellent written and oral communications skills including public speaking
• Mediation negotiation and facilitation skills
• Knowledge of employment/labor laws
• Research statistical and analytical related business skills
• Demonstrate leadership professionalism under diverse and stressful situations
• Facilitate through Influence with the various entities
• Skilled with Coaching Counseling and Advising

Salary Range: Minimum0.00/hour - Maximum 0.00/ will be commensurate with equity and experience for roles of similar scope and responsibility.

In cases where the range is displayed as a $0 amount salary discussions will occur during candidate screening calls before any subsequent compensation discussion is held between the candidate and any hiring authority.

JHM prioritizes the health and well-being of every employee. Come be healthy at Hopkins!

Diversity and Inclusion are Johns Hopkins Medicine Core Values. We are committed to creating a welcoming and inclusive environment where we embrace and celebrate our differences where all employees feel valued contribute to our mission of serving the community and engage in equitable healthcare delivery and workforce practices.

Johns HopkinsHealth Systemand its affiliatesare an Equal Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race color religion sex sexual orientation gender identity and expression age national origin mental or physical disability genetic information veteran status or any other status protected by federal state or local law.

Johns Hopkins Health System and its affiliates are drug-free workplace employers.