885 Vp Of Hr jobs in the United States

This position is part of the Human Resources (HR) regulatory management team formed to lead HR's end to-end regulatory issue lifecycle. This role will be part of the HR Chief Administrative Office and help ensure timely response to regulatory requests and exam responses and help effective oversight of program success and sustainment in addition to effective management of regulatory efforts across the HR community and the Accountability, Culture and Talent (ACT) program.

The ideal candidate will be an excellent people leader with strong initiative, able to deal with write responses for various audiences including Board and senior management. The candidate is also able to manage ambiguity and multi-task, analytical, strong process and detail orientation, high degree of collaboration and influence and enjoys driving results and meeting established deadlines.

Key Responsibilities:

• Lead responses to regulatory requests and exam responses.

• Ensure close coordination and partnership with the Citi CAO Transformation, Regulatory

• Management and other key stakeholders to align deliverables and timelines to external and internal requirements.

• Develop and oversee management cadences within the ACT program group to leverage

• work and spot interdependencies across the team.

• Lead the focus on continuously identifying improvement opportunities in the team operating model, partnering across the organization to implement change. Drive process simplification and continuous improvement.

• Engage with 2nd lines of defense, Internal Audit, HR Risk and Controls and Compliance on the closure of milestones, Corrective Action plans (CAPs) and associated regulatory presentations and deliverables.

• Partner across the HR / ACT program leads on overall program needs and interdependencies across programs.

Qualifications:

• Bachelor's or master's degree in business or related field

• Experience in managing regulatory meetings, requests, and exams

• Strong attention to detail and ability to deliver in a fast-paced environment with tight deadlines

• Demonstrates consistent track record of having worked as a Regulatory Engagement Manager or Project Manager, with accompanying proficiency using iCAPs/Citi's Risk and Control platform, SharePoint,

• Ability to drive execution while keeping focus on the big picture; able to connect the dots across multiple pieces of work

• Strong ability to manage multiple projects and stakeholders concurrently with program management experience

• Able to excel in a dynamic, fluid and continuously changing environment; proven ability to effectively prioritize and execute tasks, independently and collaboratively

Job Family Group:

Regulatory Engagement

Job Family:

Regulatory Liaison & Exam Management

Time Type:

Full time

Primary Location:

Tampa Florida United States

Primary Location Full Time Salary Range:

$103,920.00 - $155,880.00

In addition to salary, Citi's offerings may also include, for eligible employees, discretionary and formulaic incentive and retention awards. Citi offers competitive employee benefits, including: medical, dental & vision coverage; 401(k); life, accident, and disability insurance; and wellness programs. Citi also offers paid time off packages, including planned time off (vacation), unplanned time off (sick leave), and paid holidays. For additional information regarding Citi employee benefits, please visit citibenefits.com. Available offerings may vary by jurisdiction, job level, and date of hire.

Most Relevant Skills

Business Acumen, Credible Challenge, Laws and Regulations, Management Reporting, Policy and Procedure, Program Management, Referral and Escalation, Risk Controls and Monitors, Risk Identification and Assessment, Risk Remediation.

Other Relevant Skills

For complementary skills, please see above and/or contact the recruiter.

Anticipated Posting Close Date:

Jul 18, 2025

Citi is an equal opportunity employer, and qualified candidates will receive consideration without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other characteristic protected by law.

If you are a person with a disability and need a reasonable accommodation to use our search tools and/or apply for a career opportunity review Accessibility at Citi ( .

View Citi's EEO Policy Statement ( and the Know Your Rights ( poster.

Citi is an equal opportunity and affirmative action employer.

Minority/Female/Veteran/Individuals with Disabilities/Sexual Orientation/Gender Identity.

• Health, dental, vision and life insurance plans
• 401(k) Savings plan - with generous company matching contributions (up to 6%)
• Voya Retirement Plan - employer paid cash balance retirement plan (4%)
• Tuition reimbursement up to 5,250/year
• Paid time off - including 20 days paid time off, nine paid company holidays and a flexible Diversity Celebration Day.
• Paid volunteer time - 40 hours per calendar year

• Customer Focused : Passionate drive to delight our customers and offer unique solutions that deliver on their expectations.
• Critical Thinking : Thoughtful process of analyzing data and problem solving data to reach a well-reasoned solution.
• Team Mentality : Partnering effectively to drive our culture and execute on our common goals.
• Business Acumen : Appreciation and understanding of the financial services industry in order to make sound business decisions.
• Learning Agility : Openness to new ways of thinking and acquiring new skills to retain a competitive advantage.

Join to apply for the VP HR- Johns Hopkins National Capital Region role at Sibley Memorial Hospital

Join to apply for the VP HR- Johns Hopkins National Capital Region role at Sibley Memorial Hospital

Requisition #: Location:Sibley Memorial Hospital, Washington, DC 20016 Category:Leadership Schedule:Day Shift Employment Type:Full Time

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.
  
  

• 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.
  
  

• 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.
  
  

• 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 conjun

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 President 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, processes, 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 ensuring adherence to safe work practices.
• Coordinates the 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:

• Bachelor's required in Human Resources or a related field. Masters/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 expertiseincluding 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 communication 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

===

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 overarchin

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 President 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, processes, 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 ensuring adherence to safe work practices.
• Coordinates the 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:

• Bachelor's required in Human Resources or a related field. Masters/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 expertiseincluding 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 communication 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

===

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 overarchin

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, admi