director of human resources Jobs in Baltimore

director of human resources

manager, people operations Jobs in Baltimore

manager, people operations

human resources manager

Nexus Family Healing

<div>Description:
<p><b>
Nexus-Woodbourne Family Healing is looking for a dynamic Human Resources Manager to join our location in Baltimore, MD!</b></p><p><b>
Nexus-Woodbourne Family Healing</b> is located on a historic site in the heart of Baltimore, Maryland, that has been helping kids in need for over 200 years, originally as an orphanage in the early 1800s. In 2012, Nexus Family Healing affiliated with this location, bringing our innovative trauma-informed practices to the youth of Baltimore. This location includes programs for youth and teens with emotional, behavioral and mental health or sexually problematic behaviors, a diagnostic center, a vocational program, a school and treatment foster care for ages 0-21.</p><p><b>
At Nexus Family Healing, we embrace diversity, promote equity, and foster inclusion. As a national mental health organization, we serve a diverse group of youth and families, and we strive for our workforce to support and represent that diversity.</b></p><p>
 <b>Schedule/Location/Pay:</b></p><ul><li>
Full-time, on-site opportunity in Baltimore</li><li>
Monday through Friday, days</li><li><b>
Salary Range: $85,000-$95,000 annually</b></li></ul><p><b>
Nexus&rsquo; Comprehensive Benefits Include:</b></p><ul><li>
Four weeks paid time off (PTO) in the first year of employment</li><li>
Multiple options for health insurance coverage</li><li>
No-cost life insurance</li><li>
Short/long-term disability insurance</li><li>
401k match</li><li>
NEW &ndash; Talkspace Therapy Benefit for the whole family</li><li>
NEW &ndash; Hinge Health Benefit for the whole family</li><li>
NEW &ndash; Carrot Fertility Benefit</li><li>
Continuous learning and training opportunities</li><li>
Advancement pathways and internal promotion</li><li>
And much more!</li></ul><p><b>
Position Summary</b>: The agency Human Resources (HR) Manager is responsible for overseeing all agency HR functions and operations in conjunction with Nexus home office policy, federal and state laws and generally accepted principles and practices.</p><p></p><p><b><br>
Primary responsibilities:</b></p><p></p><p><b><br>
Human Resources Leadership</b></p><ul><li>
Aligns day to day HR initiatives and activities with the broader strategic Human Resources goals, objectives and priorities of Nexus HR home office while taking strategic direction from the Executive Director.</li><li>
Collaboratively works with agency operations leadership including other HR leaders, Finance and Accounting, Information Technology (IT).</li><li>
Coaches agency leaders in areas of employee feedback and development; ensures agency leaders are equipped with tools and resources to support the agency in attracting, engaging, developing, and retaining talent.</li><li>
Encourages employee engagement, commitment, and contribution; sets clearly defined performance expectations with agency HR employees and provides employees with constructive and positive coaching feedback.</li><li>
Collaborates with the Executive Director and HR Directors to implement HR best practices that foster synergy, standardization, and continuity; works to reduce redundancies and increase productivity and efficiency.</li></ul><p><b>
Agency HR Consultation, Continuity &amp; Best Practices</b></p><ul><li>
Understands agency HR reporting metrics and data; analyzes and interpolates data and determines areas of opportunity/improvement while working action-oriented plans for improved HR operational success.</li><li>
Maintains working knowledge of employment law practices and principles relating to EEO, FLSA, COBRA, FMLA, ADA, HIPAA Privacy, OSHA, diversity, and sexual harassment.</li><li>
Aligns agency HR work and practices to proper legal and regulatory standards including employee personnel records, employee trainings, employment posters, interviewing and onboarding.</li><li>
Supports and advises agency leaders in areas of employee performance, performance improvement, policy violation, corrective action, attendance, compensation, and other personnel related opportunities.</li></ul><p><b>
Performance Management, Employee Engagement &amp; Employee Relations</b></p><ul><li>
Mitigates agency risk and exposure by proactively working with Regional HR Director, to communicate and resolve employee relations issues including employee investigations, escalations, and employee misconduct.</li><li>
Maintains an open-door policy with employees; responds to employee inquiries, concerns and complaints and connects with respective agency leader as needed while consulting with Home Office HR leaders as needed.</li><li>
Supports agency leaders in determining employee performance ratings; works to facilitate the employee 90 day and annual performance evaluation process ensuring performance ratings are fair and equitable.</li><li>
Understands, follows, and adheres to all Nexus home office and agency specific policies; leads by example and by evaluating situations and making decisions by referencing Nexus policy and procedure.</li></ul><p><b>
Compensation &amp; Benefits</b></p><ul><li>
Collaborates with Home Office HR Directors and Sr. Compensation Manager to ensure Nexus&rsquo; compensation program is applied across the agency and is in compliance with Home Office policy and agency budget.</li><li>
Communicates and directs employee pay adjustments to Nexus home office HR leaders and Sr. Compensation Manager; collaborates with home office HR leaders to determine appropriate pay for transfers and promotions.</li><li>
Oversees the consistent and compliant administration of employee benefits in collaboration with Home Office HR team direction; prepares for and supports the open enrollment process while answering employee questions.</li><li>
Remains apprised of Nexus benefit offerings including medical, dental, education and other benefit offerings; responds to employee benefit questions and directs detailed questions to benefit provider.</li></ul><p><b>
Agency Recruiting, Staffing and Affirmative Action</b></p><ul><li>
Works as a trusted partner with agency leaders to remain current and apprise of agency talent strengths and gaps.</li><li>
Collaborates with agency leaders to grow, develop, and promote high performing employees.</li><li>
Partners with Agency and Nexus Home Office Talent Acquisition teams to post and backfill vacant positions; follows and maintains compliant interviewing and recruiting processes consistent with EEO guidelines.</li></ul>
Requirements:
<p><b>
Required Education and Licensure:</b></p><ul><li>
Bachelor&rsquo;s Degree in Business, Human Resources or a related field.</li><li>
5+ years of Human Resources experience</li><li>
Valid Driver&rsquo;s license required; mut meet state regulating agency and Home Office driving requirements</li></ul><p><b>
Preferred Education and Experience:</b></p><ul><li>
2+ years&rsquo; experience leading and developing HR employees</li><li>
2+ years&rsquo; experience with labor relations</li><li>
Experience supporting employees and leaders in a non-profit environment</li><li>
Union experience strongly preferred!</li></ul><p><b>
At Nexus Family Healing, our voices and actions are focused on recognizing, affirming and respecting people of every race, ethnic background, socio-economic status, sexual orientation, gender expression and faith.</b></p><p><b>
ICARE Values &amp; Behavioral Competencies:</b></p><ul><li>
Innovation: Leading the way and implementing creative, cutting-edge ideas and approaches.</li><li>
Compassion: Listening, honoring differences, and showing respect, kindness, empathy care, and concern.</li><li>
Agility: Exhibiting flexibility and adapting quickly.</li><li>
Responsiveness: Being quick, positive, and accurate.</li><li>
Excellence: Demonstrating quality results that surpass ordinary standards.</li></ul><p><b>
APPLY TODAY TO BE CONTACTED BY OUR RECRUITING TEAM!</b> When you work at Nexus, you have the opportunity to change lives &mdash; including your own!</p><p><i>
Key Words: &quot;Human Resources&quot;, &quot;Manager of Human Resources&quot;, &quot;Non-Profit&quot;, &quot;Children's Mental Health&quot;, &quot;#caring career&quot;, &quot;Human Resources Manager&quot;, &quot;Sr Human Resources Generalist&quot;, &quot;HR&quot;, &quot;HR Manager&quot;, &quot;#LI-Onsite&quot;</i></p></div>

Human Resources Manager

Coppin State University

<div><p><b>Job Posting:
</b></p>JR101207 Talent Acquisition Manager (Open)
<p><b>Department:
</b></p>Human Resources , PM
<p><b>Position Type:
</b></p>Regular
<p><b>Open Date:
</b></p>09-04-2025
<p><b>Close Date:
</b></p>09-25-2025
<p></p>$85,000 Annually
<p></p><p><b>Job Description:
</b></p>The Talent Acquisition Manager is the primary contact for recruitment/employment, new hire onboarding, and other primary business needs of Human Resources. The Manager counsels hiring managers on the recruitment and selection process and works closely with search committee chairs and hiring committees. This position is also responsible for all onboarding activities to include organizing and scheduling new hire orientation. This position reports to the Assistant Director of Human Resources and assists on Human Resources special projects as needed such as employee awards and appreciation programs.
<p></p><p><b>Responsibilities:
</b></p><ul><li><p>Drives the recruitment process for all University new hires to include regular and contractual positions.
</p></li><li><p>Conducts full life cycle recruitment to include kick-off meetings with hiring managers, review of job descriptions, postings, screening applications, and conducting all background checks.
</p></li><li><p>Conducts recruitment kickoff meetings to review the duties and expectations for job vacancies in order to timely complete a successful search.
</p></li><li><p>Works closely with hiring managers and search committee chairs/committees for best practices in driving the recruitment and selection process.
</p></li><li><p>Leverages advanced recruiting techniques and designs recruitment strategies for all hard-to-fill positions.
</p></li><li><p>Reviews job descriptions for all new positions and ensures job analysis clearly identifies the primary competencies for the role.
</p></li><li><p>Develop and distribute the weekly new hire report.
</p></li><li><p>Provides and analyses recruitment metrics to drive decisions related to the recruitment process.
</p></li><li><p>Maintains and actively updates the recruitment log and recommends smarter work processes for reduction on time-to-fill.
</p></li><li><p>Participates and remains highly engaged in the implementation of the Workday upgrade.
</p></li><li><p>Maintains advanced knowledge of Workday and continually recommends updates for the Applicant Tracking System ( ATS ).
</p></li><li><p>Attends job fairs and other recruitment activities as needed.
</p></li><li><p>Conducts benchmark and other technical reports to support program efforts for the Office of Human Resources.
</p></li><li><p>Assists with the development of standard operating procedures for all recruitment activities.
</p></li><li><p>Works closely with the Assistant Director of Human Resources on all human resources projects, programs, and initiatives.
</p></li><li><p>Supervises talent specialist.
</p></li><li><p>Other duties as assigned to support the Office of Human Resources.
</p></li></ul><p></p><p><b>Minimum Qualifications:
</b></p><p><b>EDUCATION
</b></p><ul><li><p>Bachelor&rsquo;s degree in Human Resources Management, Industrial/Organizational Psychology, Psychology, Business Administration, Higher Education Administration, or a closely related field is required.
</p></li></ul><p></p><p><b>EXPERIENCE
</b></p><ul><li><p>Three to five years of experience in human resources required.
</p></li><li><p>Three to five years of prior recruitment experience required.
</p></li></ul><p></p><p><b>KNOWLEDGE, SKILLS, AND ABILITIES:
</b></p><ul><li><p>Ability to provide exceptional clientele services in a high volume and fast-paced higher education work environment.
</p></li><li><p>Ability to effectively and confidently communicate with all levels of university employees.
</p></li><li><p>Ability to evaluate, interpret and document standard operating procedures for business processes.
</p></li><li><p>Strong knowledge of applicable state and federal employment laws.
</p></li><li><p>Strong organizational skills and ability to multi-task with competing timeframes.
</p></li><li><p>Strong analytical skills to conduct analysis and develop recommendations for best practices.
</p></li><li><p>Knowledge of best practices in recruitment and retention strategies.
</p></li><li><p>Ability to discern and maintain confidentiality in all relative human resources matters.
</p></li><li><p>Excellent written and oral communication skills.
</p></li></ul><p></p><p><b>Preferred Qualifications:
</b></p><ul><li><p>Experience in a higher education environment highly preferred, but not required.
</p></li><li><p>SHRM -CP, SHRM - SCP , AIRS Professional Recruiter Certification preferred, but not required.
</p></li></ul><p></p><p><b>Additional Job Information:
</b></p><p><b>Benefits Summary:
</b></p><p>Coppin State University offers a competitive benefits package to include health insurance options (medical, dental, vision), life and disability insurance, retirement plan contributions, as well as paid leave and federal holidays for all regular employees. Please see the link below to view the benefits that Coppin State University has to offer.
</p><p></p><p>https://www.coppin.edu/benefits
</p><p></p><p>Coppin State University is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, creed, color, ethnicity, national origin, ancestry, religion, gender, sexual orientation, gender identity, genetic information, marital status, pregnancy, age, disability status or veteran status. View the EEOC Know Your Rights poster for more information regarding your rights under the law.
<br>
<br>
If you experience difficulties utilizing the online application system or you require reasonable accommodations during any part of the pre-employment process, please contact Human Resources at AskHR@coppin.edu. Please note that only inquiries regarding a request for reasonable accommodation or system issues will be responded to when contacting this e-mail account. Reasonable accommodation will be considered on a case-by-case basis.</p></div>

Talent Acquisition Manager

Evermore Cannabis Company

<p><b>Job Summary</b><br/>Develops appropriate Human Resources strategies in support of the goals and objectives. Consults on complex employee relations matters, drives employee engagement, provides planning, information and advice on Human Resources topics (e.g., compensation, benefits, recruitment, Human Resources policies and procedures, etc.). This role supports ~150+ employees at multiple locations.</p><p><b>Duties</b></p><p>The essential functions include, but are not limited to the following:</p><p>&middot; Work with C-Suite to develop and implement creative and strategic recruitment programs and tools; enhance Evermore visibility and reputation in key recruiting channels to position Evermore as an employer of choice among target candidates.</p><p>&middot; Recommends, develops, and implements human resources related programs to drive organizational capabilities to meet the goals and objectives.</p><p>&middot; Provide full lifecycle recruiting for all job levels and temporary employee requests across multiple business units. Including internal job posting processes, employee referral programs, job descriptions, position management, applicant tracking process and systems, reporting, and analysis.</p><p>&middot; Partner with hiring managers to develop recruiting strategy for open positions and future staffing needs; train/coach managers on interviewing techniques and legal issues regarding the hiring process.</p><p>&middot; Manage new hire orientation and onboarding processes to ensure successful onboarding of new employees.</p><p>&middot; Collaborate with the business units to determine specific action plans to support the business lines needs in areas of training and development, performance management and other company wide initiatives.</p><p>&middot; Be a point of contact who provides guidance, interpretation, and expertise to management and employees in resolving complex Human Resources issues. While ensuring policies and procedures are complied with across all business units.</p><p>&middot; Collaborate with the Executive team on the development and implementation of employee retention programs and strategies.</p><p>&middot; Analyze exit interview and other data and provide recommendations to the business unit leaders and the HR team.</p><p>&middot; Consults with leaders to develop and align human resources strategy.</p><p>&middot; Assist with recommendations for operational and strategic review/revision of current employee programs (e.g. benefits and wellness).</p><p>&middot; Manage assigned HR-related annual compliance projects (e.g. retirement audit, annual notices and 5500s)</p><p>&middot; Manage and build relationships with internal clients, professional organizations and key external partners and vendors.</p><p>&middot; Maintains established policies and procedures, objectives, quality assessment, and safety standards.</p><p>&middot; Maintains departmental reports and records and collects statistical data for administrative and regulatory purposes.</p><p>&middot; Ensures compliance with all regulatory and legal requirements related to Human Resources activities.</p><p>&middot; Manages the Human Resources services of the organization in an effective manner by reducing risk and preventing litigation or costly employee relations claims.</p><p>&middot; Provides direct supervision, peer development, coaching and guidance to the Human Resources team.</p><p><b>Qualifications</b></p><p>These are the qualifications that are necessary for someone to be considered for the position.</p><p>Qualifications include:</p><p>&middot; Bachelor&rsquo;s degree Required.</p><p>&middot; Master&rsquo;s degree Preferred.</p><p>&middot; 6+ years progressive Human Resources experience in a large and complex Retail, Manufacturing, and or Health Care.</p><p>&middot; SHRM or PHR designation</p><p>&middot; Working knowledge and application of relevant laws and regulations (EEO/AA, FLSA, FMLA, ADA, ERISA, Title VII, COBRA, etc.)</p><p>&middot; Experience providing all functions of Human Resources as a strategic business partner to a fast-paced and changing organization.</p><p>&middot; Proven success in recruiting market sensitive and other difficult-to-fill or unique positions</p><p>&middot; An expert level of knowledge in all full lifecycle components including but not limited to: sourcing, qualifying, networking, interviewing and assessing, job analysis, wage and salary trends, offer negotiation and relationship management</p><p>&middot; Ability to effectively manage relationships across all levels of the organization.</p><p>&middot; Excellent project management, organizational and time management skills</p><p>&middot; Strong initiative and solid judgment ability/skills</p><p>&middot; Ability to handle sensitive and confidential information appropriately.</p><p>&middot; High degree of experience with use and management of applicant tracking technology</p><p>&middot; Advanced Microsoft Office skills, including Word, Excel, Outlook</p><p>&middot; Excellent verbal and written communication skills</p><p>&middot; Strong presentation/facilitation skills</p><p>&middot; Strong work ethic and team orientation and ability to integrate with HR team.</p><p>&middot; Strong analytical and problem-solving skills</p><p><b>Benefits: </b></p><ul><li>Medical, Dental, and Vision insurance</li><li>Flexible Spending Accounts &ndash; FSA &amp; DCA</li><li>Life Insurance</li><li>Short-Term &amp; Long-Term Disability</li><li>Accident &amp; Critical Illness</li><li>Paid Time Off</li><li>Parental Leave</li><li>Employee Assistance Program</li><li>Employee Discount</li><li>Opportunities for Advancement</li></ul><p>*Salary is commensurate with experience*</p><p>Job Type: Full-time</p><p>Pay: $110,000.00 - $120,000.00 per year</p><p>Work Location: Hybrid remote in Baltimore, MD 21211</p>

Director of Human Resources

Johns Hopkins Health System

<div><p><b>POSITION SUMMARY</b></p>
<p>
The Vice President, Human Resources is responsible for planning, directing, managing and guiding the overall programs for Human Resources at the Johns Hopkins Hospital. This key executive will enhance the culture and values of the workforce by developing mechanisms to positively affect the needs of the workforce. 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&amp;T programs/services that recruit, develop, and retain the best talent.</p>
<p><b>
REPORTING RELATIONSHIPS</b></p>
<p>
The JHH Vice President, Human Resources has a dual reporting relationship to the President of JHH and to the Senior Vice President, Human Resources of JHM/JHHSC. Collaborates with: Central HR SMEs (Compensation &amp; Benefits, HR Technology, HR Operations, Talent Acquisition, Workforce Planning, DEI, and Labor Relations). Supervisory responsibility for HR staff at the local entity.</p>
<p><b>
ESSENTIAL DUTIES AND RESPONSIBILITIES</b></p>
<p><b>
Leadership</b></p>
<ul>
<li>Responsible for leading initiatives and executing on tactics to achieve annual goals aligned with the strategic focus area of Organizational Culture &amp; Workforce Development. Ensure that a clear plan is established each year to achieve all goals, and holds fellow leaders accountable for their execution.</li>
<li>Participates as part of the hospital&rsquo;s executive management team, 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.</li>
<li>Provides leadership and guidance at the hospital leadership to foster an inclusive culture and environment.</li>
<li>Ensures timely preparation of budgets and submits to President and CHRO for approval. Monitors expenditures within approved budgets.</li>
<li>As appropriate, participates in activities to keep abreast of developments in hospital administration and human resources.</li>
<li>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.</li>
<li>Collaborates with the Central HR SMEs (Compensation &amp; Benefits, HR Technology, HR Operations, Talent Acquisition, Workforce Planning, DEI, and Labor Relations) on implementation of programs to ensure alignment and consistency with JHHS HR policies, process and practices.</li>
<li>Oversight of the HR staff who reside in the local entity and provide HR guidance to local employees.</li>
</ul><ul><li>Works closely with all HR functional areas at JH Medicine.</li>
<li>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.</li>
<li>Provides advice to administration, department managers and supervisors on labor relations matters. Delivers oral and written presentations at meetings and training programs to educate managers on legal requirements. Investigates through interviews and document searches any complaints of employment/labor law/policy violations.</li>
<li>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.</li>
</ul>
<p><b>Communications</b></p>
<ul>
<li>Collaborates with HR colleagues and employee communications on all communications to employees and managers.</li>
<li>Communicates openly and often both inside and outside, including making speeches and representing JHH and at human resource-related functions for ceremonial and public relations purposes.</li>
</ul>
<p><b>Functional Responsibilities</b></p>
<ul>
<li>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.</li>
<li>Sets budget guidelines to assist Human Resources in preparing well-planned, cost-efficient budgets.</li>
<li>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.</li>
<li>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.</li>
</ul>
<p><b>Coach-Counsel-Advise-Assist</b></p>
<ul>
<li>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.</li>
<li>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.</li>
<li>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.</li>
<li>Advises and counsels executive leadership, administrative staff, managers, and/or employees on complex human resource issues.</li>
<li>Mediates employee/management complaints or disputes.</li>
<li>Directs and/or conducts research and provides reports needed for decision-making.</li>
<li>Provides data analysis and interpretation.</li>
<li>Organizes, coordinates, and directs special project development and implementation.</li>
<li>Perform other duties as assigned by the JHM Senior VP CHRO or the President.</li>
</ul>
<p><b>Labor Relations</b></p>
<ul>
<li>Collaborates with external and internal labor attorneys to negotiate collective bargaining agreement.</li>
<li>Ensures staff contingency plans are in place in the event of a strike.</li>
<li>Oversees consistent application of collective bargaining agreement to include the grievance process.</li>
<li>Ensures Labor Management Committee is a functional group where non-bargaining issues are resolved.</li>
</ul>
<p><b>MINIMUM EDUCATION AND EXPERIENCE REQUIRED:</b></p>
<ul>
<li>Bachelors required in Human Resources or related field. Master&rsquo;s/MBA preferred.</li>
<li>A minimum of ten (10) years of progressive leadership, preferably in matrixed healthcare or academic systems, with direct collaboration with centers of excellence.</li>
<li>Demonstrated experience managing and developing staff.</li>
<li>Strategic mindset, data-driven decision-making, executive presence, persuasive influencer, strong business acumen, and deep HR technical expertise&mdash;including HRIS, employment law, labor relations.</li>
</ul>
<p><b>Knowledge:
</b></p><ul><li>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.</li>
<li>Extensive knowledge of performance management programs and total rewards systems.</li>
<li>Extensive knowledge of computer applications related to the analysis of HR data, including spreadsheets, databases, and word processing.</li>
<li>Extensive knowledge of Human Resources practices, including Employment, EEO/AA, Labor Relations, Benefits and Safety, and their relationship to business strategy.</li>
<li>Thorough knowledge of theories, principles, and practices of program areas related to administrative services for a large, multi-level organization.</li>
<li>Thorough knowledge of administrative principles and methods, including goal setting, program and budget development, and implementation.</li>
<li>Current HR best practices in streamlining policies and procedures.</li>
</ul>
<p><b>SKILLS AND ABILITIES REQUIRED</b></p>
<ul>
<li>Collaborative Leadership abilities and Organizational Development</li>
<li>Experience as a Senior HR Leader</li>
<li>Excellent written and oral communications skills, including public speaking</li>
<li>Mediation, negotiation and facilitation skills</li>
<li>Knowledge of employment/labor laws</li>
<li>Research, statistical and analytical related business skills</li>
<li>Demonstrate leadership professionalism under diverse and stressful situations</li>
<li>Facilitate through Influence with the various entities</li>
<li>Skilled with Coaching, Counseling and Advising</li>
</ul>
<p>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.</p>
<p>
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.</p>
<p>
JHM prioritizes the health and well-being of every employee. Come be healthy at Hopkins!
</p><p>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.</p>
<p>
Johns Hopkins Health System and its affiliates are drug-free workplace employers.</p></div>

VP HR- Johns Hopkins Hospital

City of Baltimore

<div><div>THIS IS A NON-CIVIL SERVICE POSITION</div><div></div><div>
Salary Range:</div><div><i>
$74,803.00 - $119,684.00 Annually</i></div><div></div><div><i>
Starting Pay:</i></div><div><i>
$74,803.00 Annually</i></div><div></div><div>
Get to Know Us</div><div></div><div>
Welcome to the City of Baltimore! Experience the reward of a fulfilling career and enjoy the added element of excitement in a vibrant, diverse atmosphere. The City of Baltimore offers limitless opportunities to help drive social impact, both on the job and in the community, while serving its citizens. Join us in making Baltimore a great place to live and work. In the City of Baltimore, we hire great people and provide them with the skills and opportunities to grow toward their career aspirations. If you are looking for a career change or interested in learning more, explore our opportunities and benefits programs. We are excited to have you as a part of the City of Baltimore Team! The city offers medical, prescription drug, dental, vision, optional life, AD&amp;D, and FSA plans. This office also supplies wellness programs, support groups, and workshops. You can learn about our benefits here: <div>https://humanresources.baltimorecity.gov/hr-divisions/benefits</div></div><div></div><div>
Job Summary:</div><div></div><div><i>
The Journey Home</i>, Baltimore City&rsquo;s plan to make homelessness rare and brief, focuses on four major goal areas that address the root causes of homelessness: affordable housing, comprehensive health care, sufficient incomes, and preventive and emergency services. The plan is overseen by the Continuum of Care (CoC), which is a coalition of service providers, funders, advocates, government agencies, and community stakeholders working together to make homelessness rare and brief.</div><div></div><div>
The Mayor's Office of Homeless Services (MOHS) is the designated lead agency for the CoC and works to implement federal, state, and local policy and best practices in addition to administering and monitoring homeless services grants. MOHS administers over $94 million annually for programs that include street outreach, emergency shelter, transitional housing, rapid rehousing, permanent supportive housing, Housing Opportunities for Persons with AIDS (HOPWA), meal programs, and eviction prevention. Each year, through a network of partner providers, the homeless services program delivers housing and supportive services to over 25,000 individuals and families. More information can be found at: <div>https://homeless.baltimorecity.gov/</div></div><div></div><div>
Baltimore City Mayor&rsquo;s Office of Homeless Services is seeking a dynamic professional to join our Program Team. This position develops and monitors programs and enforces program requirements and reports to the Program Compliance Supervisor.</div><div></div><div>
Essential Functions:</div><ul><li>
Review, interpret, and recommend new or amended departmental policies, practices, and procedures.</li><li>
Prepare and contribute to the completion of required periodic and monitoring reporting.</li><li>
Serve as Point of Contact for the Compliance Department in the absence of the Program Compliance Manager.</li><li>
Assist with the review of the work of Program Compliance Officers as assigned by the Program Compliance Manager.</li><li>
Perform, assist, and lead processing of expenditure reports.</li><li>
Assist the Program Compliance Manager with facilitation and coordination of departmental trainings.</li><li>
Assist with responding to constituent concerns to include agency guided resolutions.</li><li>
Provide training and technical assistance to internal and external partners to ensure compliance with laws and program contractual obligations.</li><li>
Assist the Program Compliance Supervisor in leading and conducting program monitoring visits.</li><li>
Assist as lead in investigation of units and subrecipients in violation of Housing Quality Standards and Housing Habitability Standards.</li></ul><div></div><div>
Minimum Qualifications:</div><div></div><div>
Education: A bachelor&rsquo;s degree from an accredited college or university.</div><div></div><div>
AND</div><div></div><div>
Experience: Have three years of experience in program evaluation, coordination, planning or supervision.</div><div></div><div>
OR</div><div></div><div>
Equivalency Notes: Have an equivalent combination of education and experience.</div><div></div><div>
A master&rsquo;s degree in the Human Services field, Business Administration, Public Administration, Management or related field from an accredited college or university plus 3 -5 years of management experience in program compliance/contract administration is preferred.</div><div></div><div>
Knowledge, Skills, &amp; Abilities:</div><ul><li>
Knowledge of administrative practices and methods, including but not limited to homeless program administration, planning, and budgeting.</li><li>
Knowledge of the Emergency Solutions Grant (ESG), Continuum of Care (CoC), and Homelessness Solutions Program (HSP) programs.</li><li>
Knowledge of Housing Quality Standards and Habitability Standards.</li><li>
Ability to evaluate data, compare data to existing standards and draw conclusions.</li><li>
Ability to evaluate, apply and interpret rules, regulations, and procedures.</li><li>
Ability to communicate effectively, both orally and in writing; ability to present recommendations clearly and concisely.</li></ul><div></div><div>
Additional Information</div><div></div><div>
Background Check</div><div></div><div>
Eligible candidates under final consideration for appointment to positions identified as positions of trust will be required to complete authorization for a Criminal Background Check and/or Fingerprint must be successfully completed.</div><div></div><div>
Probation</div><div></div><div>
All persons, including current City employees, selected for this position must complete a mandatory six-month probation.</div><div></div><div>
Financial Disclosure</div><div><i>
This position is required to complete a Financial Disclosure pursuant to Sections 7-7, 7-8, and 7-9 of the City Ethics Law.</i> <i>T</i>he initial financial disclosure must be submitted within 30 days of hire.</div><div></div><div>
Baltimore City Government is an Equal Employment Opportunity Employer, and we are committed to a workplace that values diversity, equity, and inclusion. The City of Baltimore prohibits discrimination on the basis of race, color, religion, age, sex, ancestry, creed, national origin, disability status, genetics, marital status, military service, sexual orientation, gender identity/expression or any other characteristic protected by federal, state or local laws. Applicants requiring accommodations during the hiring process should contact the Department of Human Resources directly. Do not attach your request for accommodation to the application.</div><div></div><div>
BALTIMORE CITY IS AN EQUAL OPPORTUNITY EMPLOYER</div></div>

Program Compliance Officer II (NCS) - Mayor's Office of Homeless Services

MileOne Autogroup

<div><h2 class="jobSectionHeader"><b>Job Description</b></h2><p><b>
Why MileOne Marketing?</b></p><p>
MileOne Marketing is a team of 25+ professionals dedicated to developing innovative marketing solutions for one of the largest automotive dealership groups in the country. Our team is made up of marketing experts and strategists, supported by a highly talented and energetic in-house creative team. We work together to advance business objectives through a balanced combination of data analysis, creativity, and technology. Our culture is rooted in collaboration and growth, and we encourage learning and strategic thinking &ndash; all with a bit of fun mixed in. So, if you are looking for a spirited and highly innovative environment, we can&rsquo;t wait to meet you!</p><p></p><p><b>
Job Summary</b><br>
The Corporate Communications Manager is a strategic connector across Marketing, Human Resources, and Philanthropy&mdash;ensuring MileOne&rsquo;s voice is clear, consistent, and impactful. This role develops and delivers communication strategies that strengthen our culture, elevate our brand, and highlight our commitment to employees, customers, and communities. Working closely with executive leadership, the manager drives engagement through timely, compelling, and aligned internal and external communications.</p><p></p><p><b>
Key Responsibilities</b></p><ul><li><b>
Lead Integrated Communications</b> &ndash; Design and execute internal and external communication strategies that support company priorities, culture, and corporate social responsibility.</li><li><b>
Content Strategy &amp; Execution</b> &ndash; Oversee creative direction and develop content for email, newsletters, intranet, Workday, social channels, and video&mdash;ensuring a consistent and engaging voice.</li><li><b>
Employee Engagement</b> &ndash; Partner with HR and leadership to enhance the employee experience for 3,800+ team members through clear communication of company initiatives, culture, and opportunities.</li><li><b>
Corporate &amp; Community Storytelling</b> &ndash; Promote MileOne&rsquo;s philanthropic initiatives, employer brand, and competitive positioning across markets we serve.</li><li><b>
Measurement &amp; Insights</b> &ndash; Track, analyze, and report communication effectiveness; share insights to optimize strategy and increase engagement.</li><li><b>
Executive Support</b> &ndash; Provide communication counsel and draft messaging for leadership announcements, events, and key company initiatives.</li></ul><p></p><p><b>
Competencies &amp; Skills</b></p><ul><li>
Exceptional writing and editing across formats (email, speeches, web, social).</li><li>
Strategic thinker able to translate business goals into clear communication plans.</li><li>
Confident partner to senior leadership with strong influencing skills.</li><li>
Highly organized, with ability to manage multiple priorities and deadlines.</li><li>
Creative storyteller who can elevate MileOne&rsquo;s culture and philanthropic impact.</li><li>
Strong analytical skills to measure outcomes and continuously improve results.</li></ul><p></p><p><b>
Qualifications</b></p><ul><li>
Bachelor&rsquo;s degree in Communications, Marketing, Public Relations, Journalism or related field preferred.</li><li>
5+ years of experience in corporate communications, public relations or related roles. communications strategies within a large organization.</li><li>
Exceptional writing, editing, proofing and storytelling skills.</li><li>
Strong interpersonal skills with the ability to build relationships across departments.</li><li>
Proven ability to manage multiple projects and meet deadlines.</li><li>
Familiarity with social media and digital communication platforms.</li></ul><p><br>
Our MileOne Employee Advantage:<br>
MileOne believes that taking care of our employees is the most important step in creating a positive workplace and a successful company. MileOne offers a number of exclusive benefits and programs that are designed to help our employees and their families succeed both at home and in the workplace.<br>
MileOne Employee Advantage includes health and financial benefits, and training and mentoring. We also offer an Employee Purchase Program, the MileOne Support Fund: by Employees, for Employees, the NextMile Scholarship Program, an Employee Assistance Program and more.<br>
<br>
MileOne is an equal opportunity employer and we maintain a drug free work environment.<br>
<br>
By applying for this job, you agree to receive email communication, as well as telephone and/or SMS text communications using an autodialer or otherwise, at the number you have provided. Message and data rates may apply; text STOP to opt out after receiving text communications.</p><p></p>
Parent Base<p></p><p>
Salary Range</p>
$60,000 - $90,000<p><b><i><br>
</i></b></p>MileOne Corporate Office<p></p>
Post Internally and Externally<p></p><p><b>
Zip Code</b></p>
21204</div>

Corporate Communications Manager

Pandora Jewelry

<div><div>As the largest jewellery brand in the world, we a give a voice to millions of people&rsquo;s loves every day. Our beautiful products empower people all around the world to express themselves. We are proud to be part of their stories and the most important moments in their lives.</div><br>
<div></div>
<div>
Where original thinking is welcomed, and can turn into positive impact in a heartbeat, we can dream big, dare to act, and deliver with care and passion. At Pandora where you can each craft far more than just an incredible career.</div><br>
<p></p>
<p><b>
About the Team:</b></p>
<p>
The People Experience Manager will be responsible for supporting all stages of the employee lifecycle and will be an integral part in creating great workplace experience for Pandora employees.</p>
<p>
Your role is to oversee the People Experience team and enhance employee integration along with improving the overall experience within the company. You will be responsible for assessing the needs, defining, and delivering initiatives for our employees whilst creating a positive and engaging work environment that fosters employee satisfaction, productivity, performance, development, and retention.</p>
<p>
You will collaborate closely with cross-functional teams and Centers Of Excellence to understand the needs and expectations of our employees and through cross-functional feedback, you will be part of developing and implementing initiatives that contribute to a positive people experience in partnership with the Employee Experience Director.</p><br>
<p>
</p><p><b>Your Role as a People Experience Manager:</b></p>
<ul>
<li>Manage a small team of People Experience Specialists across New York and Baltimore
</li><li>Design and implement strategies to improve employee experience and engagement</li>
<li>Measure employee satisfaction regularly and identify areas for improvement</li>
<li>Handle employee concerns and complaints in a sensitive and confidential manner</li>
<li>Communicate effectively with employees to keep them informed of changes and updates</li>
<li>Provide support for career development and training opportunities for employees</li>
<li>Collaborate with leadership to establish a positive and inclusive workplace culture</li>
<li>Analyze and present data on the effectiveness of employee experience programs and strategies</li>
<li>Be responsible for maintenance and updating of our ticketing system Zendesk &ndash; making future enhancements where needed based on data and feedback</li>
<li>Serve as the primary point of contact for employee inquiries regarding Systems, benefits, policies, programs, and any other general inquiries</li>
<li>Responsible for coaching and guiding employees with their employment queries, rereviewing and triaging these queries and elevating them (if required) to the relevant subject matter experts.</li>
<li>Responsible for ensuring all &ldquo;Employee Data&rdquo; has been entered correctly into the HRIS upon recruitment and onboarding and then will be responsible for maintaining and updating this data as changes occur for employees. By maintaining 100% accuracy with data, this will ensure employees will receive communication, payments etc in a consistent, timely and accurate manor</li>
<li>Support the entire employee lifecycle changes in our HRIS (SAP - Success Factors)</li>
<li>Assist with the implementation and management of all HR policies and procedures across the organization</li>
<li>Drive HR process improvement and make recommendations to enhance employee people experience and satisfaction. Utilize company resources and collected data to identify areas for improvement.</li>
<li>Provide technical support, training and resources to achieve objectives and resolve employee questions and queries.</li>
<li>Serves as part of the overall People Team for marketing People Experience solutions to the HR Community.</li>
<li>Provides insights and feedback to the Director, People Experience on opportunities for process improvement and automaton</li>
<li>In partnership with the Center of Excellence support with building and executing content, training, self service guides, videos and tools for our employee self service portal</li>
<li>Monitor and manage ticket queries via Zen Desk and support on issue resolution within required SLA&rsquo;s</li>
<li>Leverage technology to drive better HR and business outcomes through effective adoption and utilization of our systems.</li>
<li>Ensure I9 compliance for all employees including conducting I9&rsquo;s for manager + levels across retail</li>
<li>Support the Employee Experience Director and Centre&rsquo;s of Excellence on various projects to improve the people experience agenda</li>
<li>Build relationships with authenticity to collaborate and support employees and leaders</li>
<li>Be proactive and solution driven with the ability to identify and proactively solve employee queries</li>
<li>Other duties as assigned</li></ul><br>
<p></p>
<p><b>
Craft your career with us if you have:</b></p>
<ul>
<li>Studies in Business Management, Human Resources, or Communications or a combination of experience and education is preferred but not required.</li>
<li>8+ years in a customer based role
</li><li>4+ years in managing a customer service based team
</li><li>Demonstrated experience with various technology platforms: Success Factors (or similar), Ultipro, Sharepoint, Zen Desk</li>
<li>Ability to understand and optimize data to drive process efficiencies and areas of opportunity.
</li><li>Broad knowledge and understanding of US employment laws and benefits</li>
<li>Capable of multitasking and prioritizing tasks and projects</li>
<li>Customer service mindset</li>
<li>Organized and detail oriented</li>
<li>Self-driven, independent and able to work effectively with a global, remote team</li>
<li>Excellent interpersonal and written communication skills with a positive attitude</li>
<li>Professional level experience with Office 365.</li>
<li>Proven ability to build relationships, influence, and lead various cross-functional teams to gain alignment and deliver results</li>
<li>Solution driven with the ability to identify root cause issues and potential resolution</li>
<li>Strong written and verbal communication skills to articulate clearly with various departments and build meaningful relationships with employees at all levels.</li>
<li>Possesses strong interpersonal skills, including the ability to interact effectively with diverse personalities and individuals of all levels inside and outside the organization.</li>
<li>Strong understanding of employee engagement principles and strategies.</li>
<li>Self-organized, with the ability to multitask and manage high workloads where required</li>
<li>Results oriented and metrics-driven to ensure the development initiatives are successful.</li></ul><br>
<p></p>
<p><b>
Maryland Salary: </b>$125,000 - $135,000 commensurate on experience<b>
</b></p><p><b>About Pandora:</b></p>
<p>
Pandora is the world's largest jewelry brand, specializing in the design, crafting and marketing of accessible luxury jewelry made from high-quality materials. Each piece is created to inspire self-expression, allowing people to share their stories and passions through meaningful jewelry. Pandora jewelry is sold in more than 100 countries through 6,800 points of sale, including more than 2,700 concept stores.</p>
<p>
Headquartered in Copenhagen, Denmark, Pandora employs 37,000 people worldwide and crafts its jewelry using only recycled silver and gold. Pandora is committed to leadership in sustainability and has set out to halve greenhouse gas emissions across its value chain by 2030. Pandora is listed on the Nasdaq Copenhagen stock exchange and generated revenue of DKK 31.7 billion (EUR 4.2 billion) in 2024.</p>
<p>
Pandora&rsquo;s recruitment procedures are designed to be transparent and clear for all candidates. This helps us ensure that applicants are provided with a fair and equal opportunity to demonstrate their competencies and skills by removing blocking factors, possible biases, and risks of discrimination. We encourage everyone applying to our vacancies to refrain from adding identity-related elements such as a photo, marital status, and age.</p><br>
<p></p>
<p><b>
About Pandora NAM:</b></p>
<p>
The Pandora North America team in the USA &amp; Canada consists of more than 115 employees working at our offices in New York &amp; Baltimore, more than 80 in our Logistics Center in Columbia, Maryland, an additional 100 in field positions, and more than 3,900 in our owned and operated stores.</p>
<p>
Today, the USA is Pandora&rsquo;s single largest market. The Pandora North American region as a whole encompasses over 1,400 points of sale, including over 420 concept stores, with more than 300 being owned and operated by Pandora.</p></div><p></p>

Manager, People Operations

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