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Job Details

Executive Director HR-Johns Hopkins, Sibley Memorial Hospital

Requisition #: 307303
Location: Sibley Memorial Hospital, Washington, DC 20001
Category: Leadership
Work Week: Full Time (40 hours)
Weekend Work Required: No
Date Posted: Nov. 18, 2020

Sibley Memorial Hospital, located in northwest Washington, D.C., is a 318 licensed beds community hospital member of Johns Hopkins Medicine (JHM) since 2010. Sibley offers surgical, obstetric, psychiatric, oncologic and skilled nursing inpatient services. Its campus is also home to Grand Oaks, an assisted living residence, and the Sibley Renaissance, which houses the Center for Rehabilitative Medicine, Sibley Senior Services, specialty centers, a skilled nursing care unit and a residential Alzheimer’s unit. The Medical Building provides outpatient services including the Sibley Ambulatory Surgery Center, imaging and Sibley Primary Care. Sibley Memorial Hospital includes 200 all-private rooms, a state-of-the-art Emergency Department, a nationally recognized orthopaedics program, expanded women’s and infants’ services to house Washington’s D.C.’s busiest maternity program and the Johns Hopkins Kimmel Cancer Center. The Kimmel Cancer Center brings local access to world-renowned oncology experts, clinical trials, cancer treatment and patient and caregiver support to the greater Washington area. The Center is also home to the Johns Hopkins National Proton Therapy Center and our pediatric radiation oncology program in collaboration with the Children’s National Hospital, the only program of its kind in D.C.

Position Summary:
Executive Director HR for Sibley Memorial Hospital is responsible for planning, directing, managing and guiding the overall functions and programs for the Human Resources Division and Occupational Health at Sibley Memorial Hospital. Executive Director HR is a member of the Executive Leadership Team with strategic oversight to embed Human Resource skills into the core competencies of roles across the organization.
A facilitator, principally through empowering technologies (both digital and procedural) that emphasize employee self-service and manager independence; a designer, helping implement high performance people strategies in partnership with line staff and an educator, serving as a catalyst for learning and communication. Develop mechanisms that positively affect the needs of a diversified workforce. Ensure HR practices and programs are within federal and state regulations.
Executive Director HR collaborates with Central HR in creating, implementing and evaluating innovative recruitment, compensation, benefits and OD&T programs/services that recruit, develop and retain the best talent.

Reporting relationships
Reports directly to SVP and Chief Human Resources Officer for the Johns Hopkins Medicine, and works in collaboration and in advisory role for the President of the hospital.

Essential/Primary Functions:

  1. Participates as part of the Hospital’s executive management team in formulating overall strategies, goals, and objectives of the institution and develops plans to promote these goals. Functions as an expert consultant to management on a wide variety of human resources issues.
  2. Develops, directs, and implements through subordinate personnel and managers, human resources programs in talent acquisition, employment, employee/labor relations, compensation, benefits, training and development, career development, human resources information systems, EEO/Affirmative Action and employee health.
  3. Provides leadership and guidance for diversity and inclusion initiatives at the Hospital to foster a more inclusive culture and environment.
  4. Executive Director will provide guidance and supervision to human resources staff in the execution of policies and procedures, approves major changes to internal human resources departmental protocols and processes.
  5. Ensures timely preparation of budgets and submits to President of Howard County for approval. Monitors expenditures within approved budgets. Develops and obtains funding for new programs as appropriate.
  6. Recommends new systems/programs/changes to the President based on institutional needs and current trends in human resources. Ensures that human resource policies support the goals of the Hospital.
  7. Reviews work of assigned personnel and make decisions concerning new program, major changes, or problem areas. Evaluates performance, recommends salary increases, promotions, employment, counsels and disciplines as appropriate.
  8. Executive Director will make presentations to administrative staff concerning such issues as new programs, policies and benefit changes.
  9. Maintains professional affiliations as appropriate and participates in activities to keep abreast of developments in hospital administration and human resources.
  10. Works collaboratively with HR central office on shared service functions and ensures alignment and consistency with JHHS HR policies, processes, and practices.
  11. Oversees consistent application of personnel policies/procedures and collective bargaining unit agreements. Creates an effective partnership with the Union. Leads the Negotiation team and ensures the appropriate membership.
  12. Responsible for leading talent management initiatives to include retention programs, referral bonuses, relocation programs and curriculum planning.
  13. Makes speeches and represents the hospital and Human Resources related to functions for ceremonial, lobbying and public relations purposes at the hospital.
  14. Develop and manage department budget to include salaries and all expenses.
  15. Responsible for setting and achieving department performance objectives. Organizes and prioritizes work to meet changing priorities. Develops and drafts HR policies. Gathers, correlates, and interprets data to resolve or recommends strategic plans and/or solutions for human resources problems.
  16. Develops solutions to complex problems, often involving multiple interrelated issues and/or disciplines. Maintains a proactive approach to solving problems translating them into practical solutions before they become critical. Develop innovative and creative solutions.

Education & Experience

  1. Master's degree in Business Administration, Human Resources Management, Labor Relations or related field.
  2. 10 plus years of progressively responsible human resource experience encompassing at least two functional areas to include five years of senior management-level experience in any of human resources areas, or other related profession.
  3. Experience in a hospital environment is required
  4. Demonstrated experience managing and developing staff.
  5. Senior Professional in Human Resources (SPHR) certification preferred.


  1. 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.
  2. Extensive knowledge of performance management programs and total rewards systems.
  3. Extensive knowledge of computer applications related to the analysis of HR data including spreadsheets, databases and word processing.
  4. Extensive knowledge of Human Resources practices including Employment, EEO/AA, Labor Relations, Benefits and Safety and their relationship to business strategy.
  5. Thorough knowledge of theories, principles, and practices, of program areas related to administrative services for a large, multi-level organization.
  6. Thorough knowledge of administrative principles and methods, including goal setting, program and budget development and implementation
  7. Capital and operating budgets.
  8. Current HR best practices in streamlining policies and procedures
  9. Social, political, and environmental issues influencing Healthcare.
  10. Modern management theory


  1. Excellent oral and written communication skills and outstanding interpersonal skills to effectively manage the employee within assigned departments and to persuade and negotiate with peer-level department heads and/or with external agencies/facilities on issues.
  2. Working knowledge of financial and strategic planning techniques essential.
  3. Work requires the analytical skills necessary to plan for, design or enhance highly complex Hospital-wide systems and programs, resolve problems requiring a comprehensive and state-of-the-art awareness of the technology, modern tools, and literature in a professional, technical or scientific field, or develop financial and operating plans for a large department/division.

Johns Hopkins Health System and its affiliates are drug-free workplace employers.

Johns Hopkins Health System and its affiliates are an Equal Opportunity / Affirmative Action employers. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity and expression, age, national origin, mental or physical disability, genetic information, veteran status, or any other status protected by federal, state, or local law.


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