VP HR- Johns Hopkins National Capital Region

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About The National Capital Region

The National Capital Region (NCR) encompasses: Washington, DC; Montgomery and Prince George's Counties in Maryland; Arlington, Fairfax, Loudoun, and Prince William Counties in Virginia; and the incorporated cities of Alexandria, Falls Church, Fairfax, and Manassas in Virginia. It includes a population of approximately 6 million people and includes both growing and aging patient populations.

The NCR system of care is anchored by inpatient care at Suburban Hospital and Sibley Memorial Hospital, which provide increasingly complex care while continuing to actively manage the transition of care delivery from an inpatient setting to ambulatory, home-based and other post-acute settings. Strategic objectives for the region include elevating safety and clinical quality, expanding access to services, and integrating structures, processes, and functions across and within the region. The overarching goal is to synergize community care excellence with the exceptional subspecialty medicine and discovery of Johns Hopkins Medicine.

Sibley Memorial Hospital

Sibley Memorial Hospital, in northwest Washington, D.C., has a distinguished history of serving the community since its founding in 1890, as a not-for-profit, full-service, community hospital. Joining Johns Hopkins Medicine in 2010, Sibley offers medical, surgical, intensive care, obstetric, oncology, orthopedic and skilled nursing inpatient services, and a 24-hour emergency department. Sibley's campus is also home to Grand Oaks, an assisted living residence; a medical building with physician offices; and ambulatory surgery and imaging centers.

In September of 2016, Sibley opened a new $242 Million patient tower including all private beds and the Johns Hopkins Kimmel Cancer Center at Sibley on the tower's first level. The new Center dramatically expands cancer center services available at Sibley. The Center serves to meld the clinical expertise and clinical research that is The Kimmel Cancer Center with the compassion, service and community-oriented approach that patients have received for decades from talented Sibley clinicians and team members. In October 2019, a 72,000 square-foot proton therapy center opened. It is the first multi-room proton beam therapy center in the area, performs with more advanced technology than others in the region and is one of only 40 such centers in the country.

Suburban Hospital

Suburban Hospital is a community-based, not-for-profit hospital serving Montgomery County and the surrounding area since 1943. The hospital was originally built to meet the needs of a growing population and expected clinical service demands from World War II. In 1950, the hospital was bought by the community from the federal government. In 2009, Suburban Hospital became a member of Johns Hopkins Medicine. As a 240-bed hospital on a 10-acre core campus, the institution includes medical/surgical adult beds, intensive care beds, a pediatric emergency department, inpatient psychiatric beds, and a very active adult emergency department. In 2019, Suburban opened a new four-story, clinical tower, nearly doubling the size of the hospital. In addition, a state-of-the-art surgical suite with co-location of Cath Labs were constructed and opened with the new clinical tower.

Clinically, the hospital is strategically positioned to provide complex surgeries and procedures in a community setting. To this end, Suburban serves the community with an open heart surgery program which is part of Johns Hopkins Cardiothoracic Surgery. Suburban is also the designated trauma center for Montgomery County (Level II). The hospital is a primary stroke center that can perform thrombectomies and it is a STEMI center with its interventional cardiovascular program.

POSITION SUMMARY

The Vice President, Human Resources is responsible for planning, directing, managing and guiding the overall programs for Human Resources at National Capital Region (NCR). This key executive will enhance the culture and values of the workforce by developing mechanisms to meet team member needs and facilitate an environment of continuous learning and development. 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 future. In 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 National Capital Region (NCR) Vice President, Human Resources has a dual reporting relationship to the President of NCR 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, and DEI). 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. Ensures that a clear plan is established each year to achieve all goals, and holds fellow leaders accountable for their execution.
• Participates as part of both hospitals' executive management teams, 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.
• Actively supports the growth of a culture of safety where team members are empowered to speak up and share concerns as well as provide input to improve processes and outcomes.
• Provides leadership and guidance to hospital executives to foster an inclusive culture and environment.
• Communicates and educates hospital Boards of Trustees with regard to human resources topics, measures, and performance.
• Collaboratively leads innovative efforts to invest in workforce development and serves as requested on hospital and regional committees advancing such initiatives.
• Ensures timely preparation of budgets and submits to the Presidents 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, and DEI) on implementation of programs to ensure alignment and consistency with JHHS HR policies, process and practices.
• Provides oversight of the HR staff who reside in the local entities and provides 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.
• 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 NCR 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 complaints. In 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.

MINIMUM EDUCATION AND EXPERIENCE REQUIRED:

• Bachelors required in Human Resources or related field. Master's/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 expertise-including HRIS and employment law.

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, 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 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: Minimum 0.00/hour - Maximum 0.00/hour. Compensation 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 Hopkins Health System and its affiliates are drug-free workplace employers.