Location: School of Medicine – East Baltimore Campus
Administer human resources and financial activities of the Department of Orthopedic Surgery. Report directly to the Administrator of Orthopedic Surgery to ensure smooth and efficient functioning for the division as a unit. Encompass the management of Orthopedic Surgery's faculty/staff human resource issues and payroll, as well as, overall fiscal responsibilities of staying within budget for salary expenses. Manage 1-2 direct reports. Responsible for a wide range of human resources support and consulting services to the faculty, staff, supervisors and administration covering recruitment and employment; risk management; diversity awareness needs assessment; identification of professional development opportunities for staff; compensation administration and analysis; benefits administration; employee relations, action, layoffs, termination); training and education; information management; benefits interpretation, education, and application; personnel records management, HR policy interpretation as well as information dissemination. Is the first and primary point of contact for faculty, management, and staff with regards to human resources policies, procedures, and practices for the university. Responsible with management team for joint oversight of Employee Engagement champion group and program implementation.
Responsible for coordinating the employment process by working with faculty, staff, administration and appropriate University and Health System offices to ensure efficient and smooth process in accordance with all applicable university policies and procedures. This includes some oversight and delegation of duties with regard to Advanced Practitioner credentialing. Provide guidance and make recommendations on appropriate starting salaries and promotional salaries for faculty and staff to ensure maintaining balance of equity. Advise administration on matters concerning penetration of pay grades and equity of employee groups. Apprise SOM HR and seek advice when necessary. Make internal job comparisons for equity purposes. Provide consultation to the manager and employees on tax information, sick time, vacation time, holidays, leave of absence, family medical leave, payroll, tuition reimbursement, flexible fringe benefits, deductions, etc. Serve as the liaison to the School of Medicine's and Health System's employment recruiters and compensation analysts as it related to personnel requisitions for the division. Develop job description for new positions. Interview applicants. Monitor time and attendance forms for staff via e210 system.
Participates as member of the management team and assist with strategic planning and implementation for the division. Serve on various committees and task forces. Actively participates in discussion, brings in both personal and organizational unit-specific perspectives on issues. Recommend new policies and modifications to current human resources policies, procedures and programs. Responsible for answering and counseling faculty and staff on interpretation of HR policy and procedures related to recruiting, employment positions, FMLA, STD, timekeeping (e210), SAP, and BW. Responsible for coordinating initial divisional efforts related to staff that require Family Medical Leave (FMLA). Will work with divisional administration, supervisors, and SOM HR representatives on submission of paperwork related to this area. Participate with divisional leadership in developing divisional policies and procedures that comply with those of JHU.
Ensure that human resources activities and services are carried out consistent with and supportive of established university-wide and SOM human resources vision, mission, and plans. Assist 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. Contact department human resources office for all HR issues and school-wide project and initiatives.
Employee Relations: Advise management on firing and disciplinary decisions with guidance from SOM employee relations staff. Gather sensitive information for grievances, disciplinary actions and other personnel matters. Collaborate with SOM HR employee relations staff with compiling vital information and composing disciplinary letters to include consultation with General Counsel as needed. Responsible for exit interviews for those employees terminating or transferring; signing of original time record, retrieval of badges, answering questions relating to final paycheck, etc. Manage Appeal Process proactively at Department level.
Payroll/Compensation: Responsible for reviewing divisionally generated faculty human resource/payroll documentation (including offer letters, promotional letters, termination letters, salary reduction letters, Part B salary discussions and payroll forms) for compliance as related to the division's approved fiscal year budget. Prepare and process payroll transactions for staff members needed to implement payroll/personnel transactions for the division. Responsible for the weekly and semi-monthly payroll timeliness and accuracy for all personnel. Responsible for pickup and distribution of weekly and semi-monthly payroll. Responsible for coordinating merit review process. Use SOM guidelines to determine merit increases; communicate changes to staff. Also responsible for the distribution of 90 day reviews from HR to supervisor. Maintain existing records and create new records of personnel for departmental senior and support staff of the University. (Includes the issuance of payroll forms in both paper and electronic systems; special, reductions, and overtime forms using electronic systems; personnel information changes forms for faculty, fellows, senior staff, and support staff using electronic systems.) Responsible for initiating special check requests and payroll expenditure transfers. Initiate payroll forms for new hires, annual increases, transfers, terminations and budget support changes for faculty and staff. Process overtime and reduction of salary forms. 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.
Financial: Analyze financial impact to divisional budgets of new faculty, faculty raises, staff raises, bonuses, etc. Participate in the development of the Divisional fiscal year annual operating budget for submission to the Dean's office. Assist with the financial reporting systems with regard to faculty salaries for the division. This report will provide existing salaries, equity analysis, and AAMC salary information to use for salary recommendations. Ensure that all faculty salaries are following budget accountability as planned for in the fiscal year budget. Plan and conduct studies to improve the operational and financial effectiveness of the division. Recommend budget adjustments and other cost improvement measures. Analyze and interpret complex data and extract and define relevant information. Develop reports for forecasting, trending and results analysis. Verify documents for completeness and compliance with government and private agencies. Serve as one of the Division's finance and administrative staff who act as a liaison with university and hospital areas such as the SOM Business Office, Dean's Office, Controller's Office, Payroll, Tax Office, etc. Prepare various paper and electronic forms such as journal vouchers, check deposits, purchase orders, special payroll, check requests, and telephone service requests. Prepare electronic budgets and budget changes. Track and project personnel budgets. Prepare ad hoc reports for manager as related to divisional budgets and salaries. Perform an analysis of programs, the product of which is incorporated into short and long range financial, operational and strategic planning. Participate in the maintenance of the Divisional Control Salary and Default accounts.
Training: Responsible for training new divisional 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. Coordinate and make recommendations to the division about various training and HR programs that are available to assist the division with retention, staff development, performance management, and employee relations. Work with Assistant Administrator and supervisors to identify areas where training programs may be beneficial.
Perform other duties as required.
Minimum qualifications (mandatory):
Bachelor's degree in Human Resources, Business Administration, or other related field.
3 years of progressive experience in a professional human resources capacity.
Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, and personnel information systems; knowledge of human resource laws; knowledge of employment law, payroll tax issues and compensation and knowledge of business and management principles involved in strategic planning, resource allocation and coordination of people and resources.
Knowledge of accounting and budgeting theory and practices required, including experience with payroll systems and ability to apply administrative HR procedures and practice.
Ability to make independent judgments and to act on decisions on a daily basis. Ability to work for long periods of time without directions. Ability to prioritize own work as needed. Ability to work with flexibility on several tasks simultaneously and to meet various concurrent deadlines.
Very strong organizational skills, analytical and problem solving abilities and attention to detail. May oversee or coordinate the work of others. Ability to maintain confidentiality. Strong interpersonal and communication skills, both oral and written. Ability to effectively interact with all levels of University and Hospital employees as well as outside contractors.
JHU Equivalency Formula:
18 graduate degree credits may substitute for one year of experience. Additional related experience may substitute for required education on the same basis. 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.
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