HR Director

University of Iowa Health Care

Partnering with appropriate stakeholders, the Human Resources Director will serve as a strategic business partner and facilitate the effective human resource operations of Internal Medicine within UI Health Care. Provides leadership to Internal Medicine HR staff and collaborates with the Senior HR Leadership and other subject matter experts to interpret and apply human resource policies, labor contracts, laws and practices along with developing creative solutions to business issues/challenges. This position provides human resource consultation and guidance to departmental human resource representatives, unit leadership and employees. The HR Director is expected to have sufficiently evolved HR knowledge and skills to effectively mentor HR team members.

Responsibilities

Strategic Planning & Program Development Implementation:

  • Actively engage as a member of the executive leadership team and participate in establishing and accomplishing strategic goals and initiatives.
  • Proactively seeks to understand designated departmental strategic plan and acts as a resource/partner to meet the human resource needs of the department(s).
  • Provide information, feedback and specific recommendations to Senior HR Leadership.
  • Develop and implement new programs for department(s) as needed.
  • Partner with Senior HR Leadership in developing collegiate/divisional programs and implement programs designed to recruit, retain, and engage employees.
  • Provide guidance and recommendations to department leaders with staffing levels and strategic workforce planning models, and coordinates/communicates workforce planning between departments.
  • Actively engage in budgeting and salary setting process. Ensure funding and staffing aligns with department budgets and strategic direction of department(s). Monitor funds used for recruitments.

HR Delivery, Data Integrity & Analysis:

  • Provide guidance and oversight to HR staff to ensure accountability to HR metrics in a large/complex department.
  • Develop systems to assure completeness, compliance, and security of personnel records.
  • Work with department(s) in developing/monitoring budgets by providing projections and recommendations on salaries and staffing levels.
  • Monitor and provide oversight of HR data and/or metrics for department(s) and provide recommendations for improvement.
  • Utilize Payroll and other HR Information Systems to evaluate hours worked vs. hours paid from an institutional and departmental standpoint.

Consultation and Communication:

  • Initiate consultations based upon data/trends/issues presented providing expert knowledge designed to improve organizational culture and worklife.
  • Make decisions on HR and workplace issues that affect the ability to recruit and retain qualified employees.
  • Create and approve communications for internal department(s) population and external constituents as required.
  • Communicate with leaders on issues affecting employee morale and wellbeing.
  • Communicate and collaborate with HR Representatives on HR initiatives; serve as primary contact for HR Representatives and identify when to involve Senior HR Leadership or Subject Matter Experts on more complex issues.
  • Identify, share and implement HR best practices within assigned departments as well as throughout the organization including sharing HR updates and information to department administrative leadership.

HR Leadership:

  • Hire, develop and manage the performance of staff; assure staff are compliant with UI policies and procedures.
  • Provide coaching and mentoring, identify training opportunities and pursue career development for staff.
  • Provide back-up coverage for HR Representative during times of absences or vacancies. Participate and/or chair searches for HR position vacancies for designated areas.
  • Effectively serves as a change agent/leader and make recommendations to Senior HR Leadership and designated departmental leaders.

Compliance with Policies, Laws, and Regulations:

  • Determine events and programs to support compliance activities.
  • Use in-depth knowledge of multiple areas of compliance and regulation specific to professional or technical requirements to assure compliance in department(s).
  • Provides oversight and guidance on Joint Commission or other HR related audits as directed by Senior HR Leadership.
  • Holds individuals within department(s) accountable for compliance completion.

Training and Development:

  • Collaborates with Senior HR Leadership and Learning & Development Team to recommend, develop and facilitate key training in department(s).
  • In collaboration with Senior HR Leadership and Learning & Development Team, ensures training is provided to all levels of department(s) for UI or UI Health Care initiatives.

Performance Management & Employee/Labor Relations:

  • Develop, implement and support programs that are designed to enhance employee and labor relations.
  • Consult with supervisors and appropriate HR staff to make recommendations on difficult performance issues.
  • Conduct investigations on complex policy or rule violations.
  • Reviews disciplinary action for multiple departments or large, complex department.
  • Strives to educate and drive consistency in application and interpretation of performance management systems.

Compensation:

  • Identify and analyze issues or trends. Take or direct action to resolve.
  • Advise department(s) on initial decisions or recommendations for hiring salaries within guidelines and make recommendations on salary equity issues to departmental/collegiate/divisional leadership.
  • Review and be involved in all salary requests outside of standard guidelines and all market adjustment proposals.

Talent Acquisition/Onboarding:

  • Collaborate with department leadership to address recruitment and time-to-hire issues which impact operations.
  • May review search communications prior to submission to EOD for completeness and accuracy.
  • Participate in higher level recruitments as necessary.
  • May determine, implement or update orientation protocol for multiple departments or large, complex departments(s)
  • Review data identifying barriers to attracting qualified candidates and developing strategies to overcome barriers.

Health Care Delivery and Patient Care:

  • May actively participate in departmental discussions and make appropriate recommendations on delivery of health care from the perspective of consumers, employees, payers, physicians and regulators (i.e. participate in patient satisfaction meetings or take a collaborative role in responding to Patient Complaints).
  • Foster meaningful work that supports a high-performance environment and effective delivery of care.

Required Qualifications:

  • Master's degree in Business Administration or an equivalent combination of education and experience
  • Five to seven years of progressively responsible human resources experience as a generalist or in multiple specialties
  • Excellent written and verbal communication and interpersonal skills, including listening abilities coupled with the ability to express complex information in a clear, concise, and understandable manner
  • Demonstrated commitment to promoting a diverse, equitable and inclusive work environment
  • Demonstrated experience or ability to work in a collaborative, team-centered environment and deliver value-added service in a timely manner
  • Must be proficient in computer software applications

Desired Qualifications:

  • Related professional certification in human resources
  • Demonstrated ability to successfully plan, coordinate and follow through on multiple projects/work initiatives at one time
  • Demonstrated knowledge of or prior experience as an HR Business Partner
  • Demonstrated experience working in a fast-paced, complex, and diverse work environment
  • Demonstrated ability to influence and persuade others in either positive or negative circumstances using tact and professionalism
Job Benefits:

https://hr.uiowa.edu/benefits

 

Job ID: 82006

Posted 29 days ago

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