The Johns Hopkins University
Exec Director HR - Total Rewards (Human Resources)
The Johns Hopkins University, Baltimore, Maryland, United States, 21206
Overview
The following information aims to provide potential candidates with a better understanding of the requirements for this role. Johns Hopkins University seeks an Executive Director HR - Total Rewards to provide strategic leadership for the University’s compensation and benefits programs. This role is responsible for aligning these programs with the University’s mission and goals while enhancing the overall employee experience.
The successful candidate will be a hands-on leader who thrives in highly decentralized environments with competing priorities and complex stakeholder needs. This role serves as a key collaborator and people leader, fostering excellence, transparency, and innovation across Human Resources.
This is an on-site leadership role requiring presence in the office 3-4 days per week or more, as business needs dictate.
Specific Duties & Responsibilities Note: emphasis removed to comply with formatting rules; content retained from the original
Compensation Strategy & Career Architecture Integration: Lead the design, governance, and communication of competitive and equitable compensation programs that drive candidate attraction, staff retention, internal mobility, and fiscal responsibility. Oversee the annual merit increase review process (planning, analysis, budgeting, and execution) to ensure alignment with compensation strategy and organizational objectives. Serve as executive leader for the institution’s Career Architecture (myCareer), ensuring long-term sustainability and integration with talent management programs. Provide strategic guidance on compensation structure, job classification, and pay decisions. Oversee executive compensation planning and materials preparation for Compensation Committee review. Proactively manage review and approvals for family members of Disqualified Persons. Operate in Workday to optimize salary and bonus planning processes.
Compensation Strategy & Career Architecture Integration (duplicate item consolidated): Provide strategic leadership and ensure alignment of compensation structure and pay decisions with organizational objectives.
Benefits & Work Life: Oversee strategy and execution for annual benefits renewals across staff, students, and learners; coordinate budget development, vendor management, and multi-audience communications. Design and administer inclusive, accessible benefits programs that serve diverse employees and learners. Ensure programs are compliant, cost-effective, and responsive to evolving workforce needs. Collaborate with internal and external partners to enhance health, retirement, wellness, work-life, and voluntary benefits. Lead a high-performing, cross-functional team across compensation and benefits and foster accountability, inclusion, and continuous improvement.
Strategic Alignment & Partnership: Align Total Rewards strategies with institutional values and financial realities. Build collaborative relationships with other HR leaders and staff; monitor KPIs to assess program effectiveness and progress toward strategic goals. Collaborate across HR and with university and health system stakeholders to evolve programs and ensure cultural fit.
Minimum Qualifications
Bachelor’s Degree in Human Resources, Business, Analytics, or a related field.
Minimum of 15 years of progressive experience leading compensation and benefits teams, ideally within large, decentralized institutions or academic/healthcare environments.
Additional education may substitute for required experience, and additional related experience may substitute for required education beyond a high school diploma/graduation equivalent, to the extent permitted by the JHU equivalency formula.
Preferred Qualifications
Master’s Degree or HR certification (e.g., CCP, CEBS, SHRM-SCP).
Well-versed in executive compensation design and administration including cash and deferred incentives.
Deep experience in market benchmarking, compensation compliance, benefits regulations, and data governance best practices.
Exceptional leadership, coaching, and communication skills for managing large teams through times of change.
Experience with Workday HCM; Advanced Compensation modules strongly preferred.
Please be aware that our employment offer is contingent upon the successful completion of our pre-employment process, including criminal background, education, employment, and reference checks. This will require you and your references to answer questions regarding substantiated findings of serious misconduct.
The expected base pay salary range for this position is $225,000 - $300,000.
Total Rewards
The referenced base salary range represents the low and high end of Johns Hopkins University’s salary range for this position. Not all candidates will be eligible for the upper end of the salary range. Exact salary will depend on multiple factors. Johns Hopkins offers a total rewards package that supports health, life, career and retirement. More information can be found here: https://hr.jhu.edu/benefits-worklife/.
Education and Experience Equivalency
Please refer to the job description above to see which forms of equivalency are permitted for this position. If permitted, equivalencies will follow these guidelines: JHU Equivalency Formula: 30 undergraduate degree credits (semester hours) or 18 graduate degree credits may substitute for one year of experience. Additional related experience may substitute for required education on the same basis.
Applicants Completing Studies
Applicants who do not meet the posted requirements but are completing their final academic semester/quarter will be considered eligible for employment and may be asked to provide additional information confirming their academic completion date.
Background Checks
The successful candidate will be subject to a pre-employment background check. Johns Hopkins is committed to hiring individuals with a justice-involved background. A prior criminal history does not automatically preclude candidates from employment. The university will review, on an individual basis, the date of a candidate's conviction and its relevance to the role.
Diversity and Inclusion
The Johns Hopkins University values diversity, equity and inclusion and advances these through the JHU Roadmap on Diversity and Inclusion.
Equal Opportunity Employer
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
Accommodation Information
If you require special assistance or accommodation during any part of the pre-employment process, please contact the Talent Acquisition Office at jhurecruitment@jhu.edu. For more information about workplace accommodations, visit https://accessibility.jhu.edu/.
Vaccine Requirements
Johns Hopkins University strongly encourages, but no longer requires, at least one dose of the COVID-19 vaccine. The COVID-19 vaccine does not apply to positions located in Florida. We still require all faculty, staff, and students to receive the seasonal flu vaccine. Exceptions may be provided for religious beliefs or medical reasons. SOM requires full vaccination status for its positions.
The following additional provisions may apply, depending upon campus. Your recruiter will advise accordingly.
The pre-employment physical for clinical areas may require documentation of immune status against Rubella, Measles, Mumps, Varicella, Hepatitis B, and Tdap vaccination as applicable. Vaccinations provided at no cost in our Occupational Health office.
#J-18808-Ljbffr
The following information aims to provide potential candidates with a better understanding of the requirements for this role. Johns Hopkins University seeks an Executive Director HR - Total Rewards to provide strategic leadership for the University’s compensation and benefits programs. This role is responsible for aligning these programs with the University’s mission and goals while enhancing the overall employee experience.
The successful candidate will be a hands-on leader who thrives in highly decentralized environments with competing priorities and complex stakeholder needs. This role serves as a key collaborator and people leader, fostering excellence, transparency, and innovation across Human Resources.
This is an on-site leadership role requiring presence in the office 3-4 days per week or more, as business needs dictate.
Specific Duties & Responsibilities Note: emphasis removed to comply with formatting rules; content retained from the original
Compensation Strategy & Career Architecture Integration: Lead the design, governance, and communication of competitive and equitable compensation programs that drive candidate attraction, staff retention, internal mobility, and fiscal responsibility. Oversee the annual merit increase review process (planning, analysis, budgeting, and execution) to ensure alignment with compensation strategy and organizational objectives. Serve as executive leader for the institution’s Career Architecture (myCareer), ensuring long-term sustainability and integration with talent management programs. Provide strategic guidance on compensation structure, job classification, and pay decisions. Oversee executive compensation planning and materials preparation for Compensation Committee review. Proactively manage review and approvals for family members of Disqualified Persons. Operate in Workday to optimize salary and bonus planning processes.
Compensation Strategy & Career Architecture Integration (duplicate item consolidated): Provide strategic leadership and ensure alignment of compensation structure and pay decisions with organizational objectives.
Benefits & Work Life: Oversee strategy and execution for annual benefits renewals across staff, students, and learners; coordinate budget development, vendor management, and multi-audience communications. Design and administer inclusive, accessible benefits programs that serve diverse employees and learners. Ensure programs are compliant, cost-effective, and responsive to evolving workforce needs. Collaborate with internal and external partners to enhance health, retirement, wellness, work-life, and voluntary benefits. Lead a high-performing, cross-functional team across compensation and benefits and foster accountability, inclusion, and continuous improvement.
Strategic Alignment & Partnership: Align Total Rewards strategies with institutional values and financial realities. Build collaborative relationships with other HR leaders and staff; monitor KPIs to assess program effectiveness and progress toward strategic goals. Collaborate across HR and with university and health system stakeholders to evolve programs and ensure cultural fit.
Minimum Qualifications
Bachelor’s Degree in Human Resources, Business, Analytics, or a related field.
Minimum of 15 years of progressive experience leading compensation and benefits teams, ideally within large, decentralized institutions or academic/healthcare environments.
Additional education may substitute for required experience, and additional related experience may substitute for required education beyond a high school diploma/graduation equivalent, to the extent permitted by the JHU equivalency formula.
Preferred Qualifications
Master’s Degree or HR certification (e.g., CCP, CEBS, SHRM-SCP).
Well-versed in executive compensation design and administration including cash and deferred incentives.
Deep experience in market benchmarking, compensation compliance, benefits regulations, and data governance best practices.
Exceptional leadership, coaching, and communication skills for managing large teams through times of change.
Experience with Workday HCM; Advanced Compensation modules strongly preferred.
Please be aware that our employment offer is contingent upon the successful completion of our pre-employment process, including criminal background, education, employment, and reference checks. This will require you and your references to answer questions regarding substantiated findings of serious misconduct.
The expected base pay salary range for this position is $225,000 - $300,000.
Total Rewards
The referenced base salary range represents the low and high end of Johns Hopkins University’s salary range for this position. Not all candidates will be eligible for the upper end of the salary range. Exact salary will depend on multiple factors. Johns Hopkins offers a total rewards package that supports health, life, career and retirement. More information can be found here: https://hr.jhu.edu/benefits-worklife/.
Education and Experience Equivalency
Please refer to the job description above to see which forms of equivalency are permitted for this position. If permitted, equivalencies will follow these guidelines: JHU Equivalency Formula: 30 undergraduate degree credits (semester hours) or 18 graduate degree credits may substitute for one year of experience. Additional related experience may substitute for required education on the same basis.
Applicants Completing Studies
Applicants who do not meet the posted requirements but are completing their final academic semester/quarter will be considered eligible for employment and may be asked to provide additional information confirming their academic completion date.
Background Checks
The successful candidate will be subject to a pre-employment background check. Johns Hopkins is committed to hiring individuals with a justice-involved background. A prior criminal history does not automatically preclude candidates from employment. The university will review, on an individual basis, the date of a candidate's conviction and its relevance to the role.
Diversity and Inclusion
The Johns Hopkins University values diversity, equity and inclusion and advances these through the JHU Roadmap on Diversity and Inclusion.
Equal Opportunity Employer
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
Accommodation Information
If you require special assistance or accommodation during any part of the pre-employment process, please contact the Talent Acquisition Office at jhurecruitment@jhu.edu. For more information about workplace accommodations, visit https://accessibility.jhu.edu/.
Vaccine Requirements
Johns Hopkins University strongly encourages, but no longer requires, at least one dose of the COVID-19 vaccine. The COVID-19 vaccine does not apply to positions located in Florida. We still require all faculty, staff, and students to receive the seasonal flu vaccine. Exceptions may be provided for religious beliefs or medical reasons. SOM requires full vaccination status for its positions.
The following additional provisions may apply, depending upon campus. Your recruiter will advise accordingly.
The pre-employment physical for clinical areas may require documentation of immune status against Rubella, Measles, Mumps, Varicella, Hepatitis B, and Tdap vaccination as applicable. Vaccinations provided at no cost in our Occupational Health office.
#J-18808-Ljbffr