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The Talent Acquisition department hires qualified candidates to fill positions which contribute to the overall strategic success of Howard University. Hiring staff "for fit" makes significant contributions to Howard University's overall mission.

At Howard University, we prioritize well-being and professional growth.

Here is what we offer:

• Health & Wellness: Comprehensive medical, dental, and vision insurance, plus mental health support
• Work-Life Balance: PTO, paid holidays, flexible work arrangements
• Financial Wellness: Competitive salary, 403(b) with company match
• Professional Development: Ongoing training, tuition reimbursement, and career advancement paths
• Additional Perks: Wellness programs, commuter benefits, and a vibrant company culture

Join Howard University and thrive with us!

https://hr.howard.edu/benefits-wellness

We are seeking an Associate Director of Human Resources for the Faculty Practice Plan (FPP) and the College of Medicine (CoM). The Associate Director, Human Resources - FPP & CoM, serves as the dedicated strategic human resources partner for the Faculty Practice Plan and College of Medicine for Howard University. Reporting to the Associate Vice President for Human Resources and embedded within FPP operations, the position works closely with physician leaders, department chairs, administrators, and executive leadership to align talent and workforce strategies with the clinical, academic, and operational priorities of the organization.

The Associate Director is the primary operational Human Resources partner to FPP and CoM leadership, providing strategic consultation and day-to-day support across workforce planning, employee relations, compensation, and workforce compliance. The position exercises independent judgment in routine and day-to-day workforce matters and collaborates with central Human Resources subject-matter experts to deliver coordinated, responsive, and consistent HR services.

The role maintains a dotted-line reporting relationship to the Chief Executive Officer of the Faculty Practice Plan. Broader policy matters, enterprise-wide decisions, and complex or high-risk issues are addressed in consultation with the Associate Vice President for Human Resources and, as appropriate, the Vice President and Chief Human Resources Officer.

Principal Duties and Responsibilities:

Strategic Workforce Planning

• Partner with FPP and CoM leadership and central human resources to collaborate and implement workforce strategies that support organizational growth, operational effectiveness, clinical excellence, and academic priorities.
• Conduct workforce forecasting and talent assessments to identify current and future staffing needs, critical roles, and organizational capability gaps.
• Facilitate succession planning for physician leaders, department chairs, practice administrators, and other key operational positions.
• Analyze workforce metrics, vacancy data, turnover trends, and organizational performance indicators to inform workforce decisions.
• Provide market intelligence on healthcare labor conditions, compensation practices, recruitment trends, and retention risks.
• Advise leadership on the workforce implications of growth initiatives, organizational redesign, new services, and operational changes.

Talent Acquisition and Onboarding

• Serve as the primary Human Resources liaison for FPP and CoM leaders regarding recruitment, selection, onboarding, and retention.
• Partner with department chairs, physician leaders, and administrators to develop recruitment strategies for physicians, advanced practice providers, clinical support staff, administrators, and other priority roles.
• Collaborate with central Talent Acquisition resources to strengthen recruitment outcomes, reduce time to fill, and improve the candidate and hiring-manager experience.
• Coordinate with credentialing and payer enrollment teams to support timely provider onboarding and operational readiness.
• Partner with FPP executive leadership on key staff, physician, and leadership recruitments.
• Promote an effective onboarding experience that accelerates integration, engagement, productivity, and retention.

Employee Relations and Leadership Consultation

• Provide day-to-day advice and consultation regarding performance management, corrective action, workplace concerns, policy interpretation, and other employee relations matters.
• Coach department chairs, physician leaders, and practice managers on conflict resolution, difficult conversations, performance expectations, and effective people-management practices.
• Support the timely resolution of workplace issues through consultation, mediation, and practical problem-solving.
• Promote consistent and equitable application of University policies, standards, and employment practices across FPP and CoM operations.
• Partner with the Associate Vice President for Human Resources, Employee Relations, and University Counsel, as appropriate, on complex, sensitive, precedent-setting, or high-risk matters.
• Identify recurring workforce issues and recommend targeted interventions, training, or process improvements.

Compensation and Workforce Programs

• Collaborate with FPP leadership, Finance, and central Human Resources on physician and staff compensation matters.
• Contribute to the design, review, implementation, and ongoing assessment of physician compensation plans and related workforce programs.
• Partner with FPP Finance and central Compensation resources to support pay decisions that are market-informed, internally equitable, and aligned with role scope and organizational priorities.
• Coordinate market benchmarking and compensation analysis to support recruitment, retention, and workforce planning.
• Support the evaluation and implementation of incentive and performance-based compensation programs.

Compliance and Regulatory Support

• Help ensure workforce practices align with applicable employment laws, University policies, healthcare regulations, accreditation standards, and payer requirements.
• Coordinate with credentialing teams to support provider licensure, certification, and mandatory training compliance.
• Support monitoring and verification of professional licensure requirements for nurses and other clinical support staff operating in the District of Columbia.
• Advise leaders on the workforce implications of regulatory, accreditation, and payer requirements or changes.
• Identify workforce-related compliance risks and coordinate corrective or preventive action with appropriate central and operational partners.
• Support audits, reporting requirements, and regulatory reviews, as needed.

Organizational Development and Leadership Effectiveness

• Assess organizational development needs and collaborate with OEL unit to implement initiatives that strengthen leadership capability, accountability, team effectiveness, and organizational performance.
• Coordinate leadership training for physician leaders, department chairs, and practice managers, including performance management, conflict resolution, coaching, and employee engagement.
• Support change management initiatives associated with FPP operational transformation, organizational growth, and evolving clinical or academic priorities.
• Lead or coordinate employee engagement and culture initiatives, including employee surveys, focus groups, action planning, town halls, and leadership forums.
• Partner with leaders to improve communication, organizational alignment, employee experience, and retention.
• Leverage central Human Resources and organizational development resources to implement solutions tailored to FPP and CoM needs.

Decision Making Authority

The Associate Director shall have delegated authority, consistent with Howard University policies to:

• Review and approve staff position requisitions within approved budgets
• Review position descriptions and organizational structure changes for FPP for recommendation to the AVP for Human Resources and the FPP CEO.
• Initiate and coordinate employee relations investigations. Share recommendations with AVP for Human Resources along with FPP executive leadership.
• Participate in final candidate selection decisions for key operational leadership positions.

HR Analytics, Service Delivery, and Collaboration

• Develop, monitor, and communicate workforce metrics and key performance indicators related to staffing, recruitment, turnover, retention, engagement, and organizational effectiveness.
• Prepare analyses, reports, and recommendations that support executive decision-making and workforce planning.
• Use workforce data to identify emerging risks, service gaps, and opportunities for continuous improvement.
• Coordinate with central Human Resources team members and subject-matter experts across Talent Acquisition, Compensation, Employee Relations, Learning and Organizational Development, Benefits, HR Operations, and other functions to deliver integrated solutions.
• Exercise day-to-day decision-making authority within established policies and escalate broader policy, enterprise-wide, or high-risk matters through the AVP, HR.
• May manage, coach, and develop professional or administrative staff assigned to support the FPP and CoM portfolio.

Minimum Qualifications

Education:

• Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or a related field required.
• Master's degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or a related discipline preferred.

Experience:

• Ten (10) years of progressively responsible human resources experience, including strategic HR consultation, employee relations, workforce planning, talent management, organizational development, or related work.
• Demonstrated experience advising senior leaders on complex workforce, organizational, and employee relations matters.
• Experience working across HR functions and collaborating with centralized subject-matter experts to deliver integrated solutions.
• Experience supporting a healthcare organization, academic medical center, physician practice, faculty practice plan, or higher education environment preferred. Prior supervisory or team-lead experience preferred.

Professional Certification

SHRM-SCP, SPHR, or a comparable professional certification preferred.

Knowledge, Skills, and Abilities

• Strategic workforce planning, talent management, and succession planning.
• Employee relations, performance management, conflict resolution, and leadership consultation.
• Organizational development, change management, employee engagement, and culture-building.
• Recruitment and retention strategy in complex or competitive labor markets.
• Compensation analysis, workforce analytics, and data-informed decision-making.
• Knowledge of healthcare workforce practices, professional licensure considerations, and relevant regulatory requirements.
• Ability to build trusted partnerships with physicians, academic leaders, administrators, executives, and HR colleagues.
• Ability to influence without direct authority and coordinate work across multiple functions and stakeholders.
• Strong judgment, discretion, analytical ability, and written and verbal communication skills.
• Ability to manage sensitive matters, competing priorities, and complex organizational dynamics with professionalism and confidentiality.

Compliance Salary Range Disclosure