Human Resource Generalist
Classified Title: HR Generalist
Salary: $50,200 - $70,000
Department: Institute for Genetic Medicine
This position serves as the functional leader for human resources matters across all clinical, administrative and research areas of the Institute of Genetic Medicine (IGM). The position reports directly to the Administrator for the IGM to ensure smooth and efficient functioning for the department as a unit. This position encompasses the management of IGM faculty/staff/fellow/student human resource issues and payroll.
Specific duties & responsibilities:
Provides human resource leadership and guidance for the staff, faculty, and student population. Assists department leadership in strategic personnel planning and implementation of IGM 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.
Provides a wide range of human resources support, coaching and consulting services to the IGM 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, HR policy interpretation as well as information dissemination.
Acts as primary point of contact for faculty, management, and staff with regards to human resource policies, procedures, and practices for JHU. Handles the majority of such 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.
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. This includes:
- 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 IGM personnel to orient them and welcome them to the IGM. 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.
B. HR Management
- Responsible for answering and counseling IGM 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 IGM 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 BW
- 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 IGM HR team.
C. Employee Relations
- 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;
- Supervises the employee off-boarding process which includes signing of original time record, retrieval of badges, answering questions relating to final paycheck, etc.
- 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 90 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.
- Assists in analysis of financial impact to departmental budgets of new faculty, faculty raises, staff raises, bonuses, etc.
- 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.
- Assist with the analysis of programs, the product of which is incorporated into short and long range financial, operational and strategic planning.
- 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).
- Coordinate training of new hires, and continued training for existing employees, including HIPAA regulations
- 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
Bachelor’s degree in preferably HR, business, finance or other related discipline and at least three years of progressive experience in a professional human resources capacity is required. Additional education may be substituted for years of related experience.
JHU Equivalency Formula: 18 graduate degree credits = 1 year of experience.
Master’s degree and experience in an academic setting desired.
The successful candidate(s) for this position will be subject to a pre-employment background check.
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 HR Business Services Office at email@example.com. For TTY users, call via Maryland Relay or dial 711.
The following additional provisions may apply depending on which campus you will work. Your recruiter will advise accordingly.
During the Influenza ("the flu") season, as a condition of employment, The Johns Hopkins Institutions require all employees who provide ongoing services to patients or work in patient care or clinical care areas to have an annual influenza vaccination or possess an approved medical or religious exception. Failure to meet this requirement may result in termination of employment.
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.
Equal Opportunity Employer
Note: Job Postings are updated daily and remain online until filled.
EEO is the Law
Important legal information