Sorry, this job is no longer accepting applications. See below for more jobs that match what you’re looking for!

HR Business Partner

Expired Job

Johns Hopkins Medicine Baltimore , MD 21203

Posted 2 weeks ago

HR Business Partner

Requisition #: 176537

Location: Johns Hopkins Hospital/Johns Hopkins Health System, Baltimore, MD

Category: Non-Clinical Professional

Work Shift: Day Shift

Work Week: Full Time (40 hours)

Weekend Work Required: No

Date Posted: Nov. 28, 2018

Johns Hopkins Health System employs more than 20,000 people annually. Upon joining Johns Hopkins Health System, you become part of a diverse organization dedicated to its patients, their families, and the community we serve, as well as to our employees.

Career opportunities are available in academic and community hospital settings, home care services, physician practices, international affiliate locations and in the health insurance industry. If you share in our vision, mission and values and also have exceptional customer service and technical skills, we invite you to join those who are leaders and innovators in the healthcare field.

Position Summary

In pursuit of the mission of JHM and in exemplifying the core values in all actions will execute The Johns Hopkins people initiatives, providing great internal customer support, and driving HR functional excellence and process improvement. The Human Resources Business Partner will be responsible for establishing and maintaining effective relationships in support of JHM Operations while ensuring the efficient and effective delivery of key Human Resources projects and objectives. The primary purpose of this role is to partner with the business unit leadership team in delivering against the business and people growth objectives, proactively focuses on retaining a high performing engaged workforce in support of the JHH patient family culture.



Bachelor of Science required. Master's degree in Human Resources, Business Administration, or other related field preferred.


Requires advanced knowledge of Federal, State, and local laws and regulations, current and future trends, issues and challenges in human resource management, HR and payroll processes and Joint Commission HR standards, including career services, compensation, benefits, employee labor relations, equal employment opportunity and affirmative action, training and development, record keeping and compliance.

Comprehensive understanding of the dynamics of the academic, research and clinical activities in an academic medical institution helpful. Creative and resourceful to handle complex concerns.


Excellent interpersonal, written/verbal communication, conflict resolution and leadership skills to interact with all levels within the organization. Ability to effectively communicate organizational and departmental policies and other information to all level employees.

Requires a high level of analytical ability. Proficient Microsoft Office Software skills (Excel, Outlook, Word, Access, and PowerPoint). Adept at identifying and formulating proposals and/or plans of action to clients. Skilled at responding as resource and expert for Human Resources policy, procedures, trends, and best practices. Demonstrated skills in customer service within a diverse workforce and patient population.

Required Licensure Certification:

PHR/SPHR Certification or equivalent preferred. Completion of JHH/JHHSC and JHU leadership development program to be accomplished within first year of employment or as soon thereafter as possible, dependent on class space availability.

Work Experience:

Eight years progressively responsible human resources management experience to include employee relations experience, preferably in a University or Hospital setting.

Experience of advising multiple levels of management on a range of people matters (e.g. employee engagement, retention, employee & labor relations, performance management, leave of absence, recruitment, etc.) Experience using a recognized HRIS System is strongly preferred.


Works as a liaison between Central Human Resources and The Hospital to implement and communicate innovative recruitment, compensation, benefits, wellness, diversity and inclusion practices, OD&T programs/services that recruit, develop and retain the best talent.

Authority/Decision Making Level:

Autonomy to make broad based critical decisions affecting employment outcomes and organizational financial resources, balancing multiple risks/liabilities to the organization, (i.e. hearing officer for union employee grievances, reduction in force and workforce planning, Fitness For Duty, Risk Assessments.) Organizes and prioritizes work to meet changing needs. Gathers, correlates, and interprets data to recommend strategic plans and/or solutions for human resources problems.

Makes independent judgments and recommendations on human resources issues on a consistent basis. Negotiates settlement and separation agreements to minimize costs and liability to the Hospital and Health System.

Information Management:

Must be able to gather, analyze and interpret data, policies, procedures, HR reports, and apply data, policies, regulations and the collective bargaining agreement to the applicable facts.

Must be able to develop training and instructional materials as needed.

Must be able to support the development of the HR website through development of materials that focus management and staff on management practice, policies and performance. improvement. Ensures confidentiality when conducting internal investigations and interviewing witnesses.

Day Shift, Full Time 40 hours 8:00 am 5:00 pm

Exempt, Pay Grade: NN

Work Location: East Baltimore Campus: Osler 7

Working Conditions:

Works in normal office environment with few physical discomforts due to dust, dirt, noise, etc.

Work frequently produces a high level of mental/visual fatigue due to managing conflict, attention to detail and adherence to deadlines.

Work requires the ability to stand for long periods of time when providing training and working with groups. Work requires travel to Hopkins off site locations.

Johns Hopkins is a smoke-free campus.

See if you are a match!

See how well your resume matches up to this job - upload your resume now.

Find your dream job anywhere
with the LiveCareer app.
Download the
LiveCareer app and find
your dream job anywhere

Boost your job search productivity with our
free Chrome Extension!

lc_apply_tool GET EXTENSION

Similar Jobs

Want to see jobs matched to your resume? Upload One Now! Remove
HR Business Partner

Catholic Relief Services

Posted 1 month ago

VIEW JOBS 11/14/2018 12:00:00 AM 2019-02-12T00:00 Regular About CRS Catholic Relief Services is the official international humanitarian agency of the Catholic community in the United States. CRS works to save, protect, and transform lives in need in more than 100 countries, without regard to race, religion or nationality. CRS' relief and development work is accomplished through programs of emergency response, HIV, health, agriculture, education, microfinance and peacebuilding. The HR Business Partner (HRBP) provides expert HR support and acts as a single point of contact for employees and managers of assigned business unit. The position focuses on building relationships and partnering with employees and management to meet agency objectives and serve the mission. The HRBP acts as a consultant to management on human resource-related issues. The role assesses and anticipates HR-related needs by identifying gaps, diagnosing root causes and proposing means to develop integrated solutions. The position works closely with the HR department and business management. Job Responsibilities: Employee Relations * Counsel, make recommendations, and support all facets of employee relations to ensure effective staff management to include disciplinary action, conflict resolution, performance issues, dismissals, position eliminations, and for-cause dismissals. * Investigate significant employee relations' cases; drafts responses to EEOC and other third-party charges. * Review and edit disciplinary and corrective action letters as well as performance improvement plans, offering assistance and guidance to management * Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required. * Design and implement solutions that that get to the root cause of any issue, no matter how complex. * Providing general Organizational Development support to managers, proactively highlighting areas or issues that would seem strange or problematic to an outside observer (e.g. a supervisor with 12 direct reports) Policy Interpretation and Enforcement * Provide HR policy guidance and interpretation * Work collaboratively with management to ensure consistent application of policy, practices and initiatives to provide HR solutions that positively impact the agency. * Monitor and update relevant employee relations' policies and employment practices, ensuring compliance with all federal and state regulations and laws. * Working with HR Operations to assess questions around consulting vs. employment issues * Reviewing, tracking, and approving Alternative Work Arrangements requests. Employee Onboarding * Providing "Day One" Orientations to all new US and International staff * Providing "Day Five" Orientations to all new US and International Staff * Performing I-9 verifications for new US employees * Working with other parts of HR (Recruiting, Employee Engagement) and other Divisions (i.e. IT) to ensure efficient and smooth onboarding logistics. Employee Terminations * Managing employee terminations and leading the process of employee involuntary terminations by working closely with managers to determine appropriate mechanisms and communication and ensuring terminations follow CRS policy as well as external legal regulations (e.g. notification periods, etc.) * Scheduling and conducting exit interviews, capturing relevant information and insight * Respond to unemployment insurance requests and represent agency at hearings. * Drafting severance agreements in line with CRS protocols, delivering them to affected employees, and following up to ensure they are executed * Coordinating with Global Knowledge Information Management and Finance to communicate and collect back outstanding financial advances and/or equipment from departing employee * Classifying separations into relevant categories (e.g. "regrettable loss") and determining and recording whether an employee can be re-hired or not * Manage repatriation process for international staff, out-processing for domestic staff and payroll termination transactions. Ethics and Investigations * Monitoring EthicsPoint and organizing appropriate action / response in a timely manner * Proactively leading investigations related, allegations of harassment, discrimination, and /or hostile work environment, and child and vulnerable adult protection incidents reported though the whistleblower site coordinating closely with Legal as appropriate Data and Transactions * Communicating employee lifecycle events (change in status, promotion, lateral move, termination, etc.) in a timely manner to the people or systems that need to be informed * Providing timely metrics, and related analysis, to guide decision making, propose solutions and help business managers better understand HR trends, issues, and gaps Employee Engagement and Retention * Monitor staff morale and retention through stay and exit interviews noting trends and developments * Liaising with Talent Development to implement action plans following the Staff Survey * Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. * Be a role model of CRS values championing a culture of engagement, communication and collaboration to promote the employee experience. Strategic HR Consulting * Serve as a strategic partner to business leaders, establishing HR business objectives that align with the overall agency plans and strategic objectives. * Helping managers and staff understand and navigate initiatives coming out of HR; partnering with HR managers of Recruiting, Compensation, Benefits, Learning, and Talent to help ensure that programs are well-timed, well-packaged, and well-understood. * Bring HR insights to business issues to help shape solutions * Build effective relationships across the agency * Be a partner and trusted adviser to Senior Leadership teams * Conducts and participates in regular meeting with respective business units Basic Qualifications: * Bachelor's degree with a concentration in HR Management or Development. Master's degree and/or PHR or SPHR strongly preferred. * Five to seven years' experience in HR, with at least two as an HR Business Partner * Legal and regulatory knowledge of employee relations and employment law. Proven experience and demonstrated understanding of employment and human resources related laws, regulations, policies, principles, concepts and practices, including but not limited to Title VII, ADA and FMLA. * Knowledge of principles and practices of human resources management. Knowledge, Skills & Abilities: * Strong decision-making, problem-solving, and analytical skills * Ability to assess multi-faceted issues, anticipate potential problems, and apply high level of skill and judgment around complex and ambiguous issues. * Effective written/verbal communication skills, active-listening, counseling, interviewing, investigating and report writing. * Well-developed people skills, high level of emotional intelligence; excellent interpersonal skills, and ability to develop strong trusting relationships with employees at all levels. * Ability to maintain high levels of integrity and confidentiality regarding agency and employee matters. * Able to work independently and collaboratively at both an operational and strategic level * The ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR within the company Preferred Qualifications: * Proficient use of MS Office. HRIS experience or other database experience a plus. * French, Spanish, Portuguese or Arabic a plus. * Understanding of U.S. Government contracting and pertinent regulations. * Exposure to global human resources management desired. Supervisory Responsibilities: None Key Working Relationships: Internal: HR managers, staff, senior management, supervisors External: HR Professionals, legal counsel, local/state government offices, vendors and consultants Agency-wide Competencies (for all CRS Staff): These are rooted in the mission, values, and guiding principles of CRS and used by each staff member to fulfill his or her responsibilities and achieve the desired results. * Integrity * Accountability & Stewardship * Builds relationships * Develops talent * Continuous improvement and innovation * Strategic mindset What we offer CRS offers a comprehensive benefits package including medical, dental, life insurance, vision, generous retirement savings plan and the opportunity to work in a collaborative, mission-driven culture that is committed to improving the lives of the poor throughout the world. * Our Catholic identity is at the heart of our mission and operations. Catholic Relief Services carries out the commitment of the Bishops of the United States to assist the poor and vulnerable overseas. We welcome as a part of our staff people of all faiths and secular traditions who share our values and our commitment to serving those in need. CRS' processes and policies reflect our com Catholic Relief Services Baltimore MD

HR Business Partner

Expired Job

Johns Hopkins Medicine