Project Leader Visa Sponsorship Jobs in Washington DC

INTRODUCTION:

The Senior Project Officer will provide dedicated project management, coordination, and operational support for HR activities across assigned USG-funded multi-country projects working across multiple regions, countries, and technical areas. Based in Jhpiego’s Washington, DC office, this role will help ensure that HR start-up, close-out, transition, staff onboarding and offboarding, vendor coordination, compliance, reporting, and change management activities are planned, tracked, and delivered effectively in alignment with project priorities, Jhpiego standards, donor requirements, and applicable employment practices.

The Senior Project Officer serves as a coordination and implementation partner for Global Human Resources and project leadership. The position is responsible for organizing work streams, maintaining project plans and trackers, coordinating across country offices and Regional HR Business Partners, supporting HR-related project start-ups and close-outs, and ensuring timely follow-through on HR deliverables. The role requires strong project management discipline, excellent communication skills, attention to detail, and the ability to work.

SPECIFIC DUTIES & RESPONSIBILITIES:

• Project Planning and Coordination: Develop and maintain HR project plans, timelines, trackers, action logs, and deliverable schedules for project HR workstreams, including start-up, close-out, staffing transitions, and HR operational activities across country offices.
• HR Start-Up, Close-Out, and Transition Support: Coordinate HR activities related to country office start-ups, project close-outs, staff transitions, workforce planning scenarios, contract changes, separations, onboarding, and movement of staff between employment models or implementing partners.
• Cross-Functional Collaboration: Serve as a liaison between Global HR, Regional HR Business Partners, country HR teams, project leadership, Finance, Operations, Talent Acquisition, Compensation, Legal, and other stakeholders to support coordinated and timely execution of HR activities.
• Vendor and Employment Model Coordination: Support coordination with external vendors and service providers, including Employers of Record, payroll providers, recruitment vendors, benefits providers, and consultants, ensuring activities are tracked, documentation is complete, and issues are escalated appropriately.
• Monitoring, Reporting, and Documentation: Track progress against HR workplans and deliverables; prepare regular updates, dashboards, briefing notes, and status reports for project and HR leadership; maintain accurate records, trackers, decision logs, and documentation repositories.
• Risk, Compliance, and Issue Tracking: Identify HR-related risks, dependencies, gaps, and bottlenecks; maintain risk and issue logs; support follow-up on compliance actions; and escalate matters requiring leadership, legal, donor, finance, or HR partner input.
• Change Management and Communications: Support communications, stakeholder engagement, and change management activities related to HR transitions, policy implementation, staffing changes, and new or revised HR processes, ensuring messages are clear, timely, and aligned with organizational standards and project needs.
• Recruitment and Onboarding Coordination: Partner with Talent Acquisition, hiring managers, and country HR teams to track anticipated and upcoming recruitment needs, and facilitate job description development, approvals, onboarding readiness, hiring milestones, and any other HR processes for project-related roles.
• HR Systems and Data Support: Support accurate HR data collection, reporting, and follow-up in coordination with HR systems and country teams, including information related to staffing, onboarding, separations, performance management, and HR compliance deliverables.
• Process Improvement: Document lessons learned, identify opportunities to streamline HR project processes, recommend improvements to tools and workflows, and support development of standard operating procedures, templates, and guidance materials.
• Internal Knowledge Management Systems: Support internal communications and knowledge management processes by maintaining functional staff lists and supporting development and use of internal mailing lists; support staff to register for relevant Communities of Practice, etc. and support sharing of updates and orientation resources to project staff.

WORK ENVIRONMENT, REPORTING, AND TRAVEL:

Location: Washington, DC office, with flexibility consistent with Jhpiego and project work arrangements.

Organizational Unit: Global Human Resources, supporting project HR activities.

• Reporting Structure: Reports to the International HR Operations Director or designated HR leadership, with dotted line / close coordination with project leadership, Regional HR Business Partners, and country HR teams.
• Travel: Occasional domestic or international travel may be required to support project start-up, close-out, transition activities, HR reviews, meetings, or stakeholder engagement.
• Physical Demands: Typical office environment requiring regular computer use, virtual meeting participation, document review, and coordination across multiple time zones.

MINIMUM QUALIFICATIONS:

• Master's degree in related field.
• Four years related experience.
• Additional education may substitute for required experience and additional related experience may substitute for required education beyond a high school diploma/graduation equivalent, to the extent permitted by the JHU equivalency formula.

Classified Title: Program Officer II

Job Posting Title (Working Title): Sr. Project Officer, HR

Role/Level/Range: ACRP/04/ME

Starting Salary Range: $74,867 - $92,924 Commensurate with Experience

Employee group: Full Time

Schedule: Monday - Friday 8:30 am - 5:00 pm

FLSA Status: Exempt

Location: Jhpiego

Department name: 60000108-Global Human Resources GHR

Personnel area: Academic and Business Centers

TOTAL REWARDS:

The referenced base salary range represents the low and high end of Johns Hopkins University’s salary range for this position. Not all candidates will be eligible for the upper end of the salary range. Exact salary will ultimately depend on multiple factors, which may include the successful candidate's geographic location, skills, work experience, market conditions, education/training and other qualifications. Johns Hopkins offers a total rewards package that supports our employees' health, life, career and retirement. More information can be found here: https://hr.jhu.edu/benefits-worklife/.

EDUCATION AND EXPERIENCE EQUIVALENCY:

Please refer to the job description above to see which forms of equivalency are permitted for this position. If permitted, equivalencies will follow these guidelines: JHU Equivalency Formula: 30 undergraduate degree credits (semester hours) or 18 graduate degree credits may substitute for one year of experience. Additional related experience may substitute for required education on the same basis. For jobs where equivalency is permitted, up to two years of non-related college course work may be applied towards the total minimum education/experience required for the respective job.

APPLICANTS COMPLETING STUDIES:

Applicants who do not meet the posted requirements but are completing their final academic semester/quarter will be considered eligible for employment and may be asked to provide additional information confirming their academic completion date.

BACKGROUND CHECKS:

The successful candidate(s) for this position will be subject to a pre-employment background check. Johns Hopkins is committed to hiring individuals with a justice-involved background, consistent with applicable policies and current practice. A prior criminal history does not automatically preclude candidates from employment at Johns Hopkins University. In accordance with applicable law, the university will review, on an individual basis, the date of a candidate's conviction, the nature of the conviction and how the conviction relates to an essential job-related qualification or function.

DIVERSITY AND INCLUSION:

The Johns Hopkins University values diversity, equity and inclusion and advances these through our key strategic framework, the JHU Roadmap on Diversity and Inclusion.

EQUAL OPPORTUNITY EMPLOYER:

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

EEO is the Law:

https://www.eeoc.gov/sites/default/files/2023-06/22-088_EEOC_KnowYourRights6.12ScreenRdr.pdf

ACCOMMODATION INFORMATION:

If you are interested in applying for employment with The Johns Hopkins University and require special assistance or accommodation during any part of the pre-employment process, please contact the Talent Acquisition Office at jhurecruitment@jhu.edu. For TTY users, call via Maryland Relay or dial 711. For more information about workplace accommodations or accessibility at Johns Hopkins University, please visit: https://accessibility.jhu.edu/.

VACCINE REQUIREMENTS:

Johns Hopkins University requires all faculty, staff, and students to receive the seasonal flu vaccine. Exceptions to the flu vaccine requirements may be provided to individuals for religious beliefs or medical reasons. Requests for an exception must be submitted to the JHU vaccination registry.

The following additional provisions may apply, depending upon campus. Your recruiter will advise accordingly.

The pre-employment physical for positions in clinical areas, laboratories, working with research subjects, or involving community contact requires documentation of immune status against Rubella (German measles), Rubeola (Measles), Mumps, Varicella (chickenpox), Hepatitis B and documentation of having received the Tdap (Tetanus, diphtheria, pertussis) vaccination. This may include documentation of having two (2) MMR vaccines; two (2) Varicella vaccines; or antibody status to these diseases from laboratory testing. Blood tests for immunities to these diseases are ordinarily included in the pre-employment physical exam except for those employees who provide results of blood tests or immunization documentation from their own health care providers. Any vaccinations required for these diseases will be given at no cost in our Occupational Health office.