The JHU Health Sciences Human Resources function supports multiple JHU schools: Medicine, Nursing, and Public Health, employing a combined base of approximately 2,800 faculty and 7,600 staff. The School of Medicine, the largest of these three schools, employs approximately 2,600 faculty and 6,100 staff, and it is also a member of the Academic Division of Johns Hopkins Medicine (JHM).
Performs activities in support of the University's Compensation Programs for staff employees including job classification, pay administration, and market pay benchmarking. Classifies jobs and conducts job analysis on all types of jobs, across all job families and salary ranges. Job families include management, academic, administrative, clinical providers, clinic support, and research/biomedical research staff. Confers with and advises management clients in job redesign and/or establishing career ladders in a limited manner. May conduct special studies of salary and pay administration practices. Performs analyses of data, creates reports, and presents results of findings. Assists in completing large special projects. Receives additional support and guidance for more complex and difficult assignments and issues.
Reports to: Compensation Manager. Supervision Received: Work direction at a level normally expected for a journey-level professional employee; works independently with additional guidance for more complex issues. Primary Duties: Performs job classification and job analysis on all types of jobs and across all job families, which are typically moderate in complexity, scope, and impact to the organization.
Conducts job analysis and recommends appropriate title and salary range based on an understanding of the nature, scope, and complexity of the position and relevant market pay data. Performs comparisons of jobs for internal consistency in the job classification structure. Performs analyses of employee compensation for internal equity and external competitiveness. Provides advice and guidance to management clients regarding job re-design and/or career ladders. Conducts assessments of employee requisition requests and processes the compensation segment of the process. Confers with, and provides advice to, management clients regarding appropriate salary adjustments to address internal equity and/or market competitiveness. Informs management of potential impact of various solutions and recommends appropriate solutions. Conducts standard research requiring an understanding of relevant jobs, labor markets, and competitor organizations/industries. Conducts special studies of salary and pay administration practices of a moderately complex nature. Creates reports and presents results. Responsible for assigned projects of small to moderate complexity, working from conceptualization to implementation. Responsibilities include defining timeline, project tasks and activities. Assists with larger scale projects, i.e., assuming responsibility for sub-functions or smaller modules.
Scope of Responsibilities: Performs duties based on a moderate range of compensation activities that require a working knowledge and understanding of reporting relationships, job evaluation and best practices (to a limited extent). This requires knowledge of policies, procedures, practices and applicable laws and regulations.
Decision-Making: Decisions are based on broad guidelines, precedents, and professional standards and references. Policy interpretation and ability to recommend suitable exceptions to guidelines is regularly required to meet objectives.
Authority: May provide work direction to lower level staff. Communications: Contacts are internal as well as external to the university. Confers with faculty, administrative management, and staff on policies, procedures and practices related to compensation that may extend to other areas of human resources, such as employment. Confers with individuals from other organizations, including higher education institutions and healthcare organizations, to exchange information regarding pay practices and initiatives.
Bachelor's degree in human resources, business administration, psychology, or other related field. Three years of progressively responsible experience in human resources administration, with two years progressively responsible experience in compensation administration required. Additional education may substitute for required experience, to the extent permitted by the JHU equivalency formula.
Additional Competencies: Working knowledge of principles, theories, concepts and practices of compensation program design and administration, including job classification, market pricing, and pay premiums/ variable pay. Demonstrated understanding of quantitative analysis in compensation. Working knowledge of applicable laws and regulations, (e.g., Wage & Hour, ADA, Title VII, E.O.11246, etc.). Demonstrated ability to use personal computer software applications, (i.e., Microsoft Office Suite) to gather, analyze, and present information, and to use report writing software for HRIS applications to retrieve data for reporting and analysis. Strong analytical and organizational skills. Effective oral and written communication skills to communicate with and to influence management clients. This description is a general statement of required major duties and responsibilities performed on a regular and continuous basis. It does not exclude other duties as assigned.
JHU Equivalency Formula: 30 undergraduate degree credits (semester hours) or 18 graduate degree credits may substitute for one year of experience. 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.
Work experience in HR Generalist role, and/or a hospital/clinical environment strongly preferred. Certified Compensation Professional (CCP), or Professional in Human Resources (PHR).
Johns Hopkins University remains committed to its founding principle, that education for all students should be grounded in exploration and discovery. Hopkins students are challenged not just to learn but also to advance learning itself. Critical thinking, problem solving, creativity, and entrepreneurship are all encouraged and nourished in this unique educational environment. After more than 130... years, Johns Hopkins remains a world leader in both teaching and research. Faculty members and their research colleagues at the university's Applied Physics Laboratory have each year since 1979 won Johns Hopkins more federal research and development funding than any other university. The university has nine academic divisions and campuses throughout the Baltimore-Washington area. The Krieger School of Arts and Sciences, the Whiting School of Engineering, the School of Education and the Carey Business School are based at the Homewood campus in northern Baltimore. The schools of Medicine, Public Health, and Nursing share a campus in east Baltimore with The Johns Hopkins Hospital. The Peabody Institute, a leading professional school of music, is located on Mount Vernon Place in downtown Baltimore. The Paul H. Nitze School of Advanced International Studies is located in Washington's Dupont Circle area.