HR Generalist - Internal Medicine

University of Iowa•Iowa City, IA

15h

About The Position

The HR Generalist serves as a business partner to facilitate the effective Human Resource operations of the Department of Internal Medicine for UI Health Care. Collaborates with HR team members and HR Director to interpret and apply HR policies, laws, and practices. Provides consultation and guidance to division leadership, faculty, and staff. Develops creative solutions to business challenges. Administers day to day human resource activities for faculty and staff related to talent acquisition, onboarding, performance management, and compensation and classification. Talent Management & Engagement: May serve as search administrator, draft supporting documentation, and provide guidance to hiring manager on best practices for recruitment, screening, and onboarding. Performs salary surveys; analyzes salary requests and provides new hire salary recommendations. Conducts reference checks and credential verification. Advises department on initial decisions or recommendations for hiring salaries within guidelines and make recommendations on salary considerations. Consults with leader on reference feedback, salary, start date, and employment offer details. Extends offer of employment and enters appointment. Coordinates new faculty and staff first day activities and conducting orientation/training including review of institutional and departmental policies and procedures. This includes schedule coordination with respective division; initiates badge request; completes I9 verification and E-Verify process; and ensures completion of onboarding checklist for staff. Assists with faculty appointments, reappointments, recruitment processes, initiatives, and aspects of onboarding as noted above. Provides periodic review and update of position descriptions. Works with University Comp & Class to complete essential and marginal job function. May participate in external searches, provide guidance and/or serves on external search committees. Advising/ Communication: Collaborate with HR Director to provide direction to leadership, faculty, and staff regarding a broad range of human resource topics which require the application of judgement and the analysis of human resource and operational relationships. Ensures compliance with state and federal requirements related to human resources. Consults with supervisors and appropriate HR leadership on staff disciplinary issues; coaches and develops supervisor skills to address performance issues. Conducts investigations; recommends disciplinary action to HR Director; ensures appropriate documentation is processed in a timely and accurate manner. Interpret and provide solutions regarding human resource issues; research, analyze, and make recommendations on HR practices, procedures, and programs. Develop and initiate communication on human resource-related materials. May provide training and resources to faculty and staff. May provide mentorship to new HR or student staff. HR Program Administration & Operations: Assist HR Director with developing, implementing, and administering new programs. Analyze the effectiveness of programs/processes and make recommendations for improvement. Respond to questions from employees, supervisors, and others that require interpretation. Reviews/edits/approves transactions; serves as the first point of referral on more complex HR operations/processes to staff. Responsible for maintaining and administering applicable HR systems such as ELMS, ERMA, and Employee Service. Run standardized and ad-hoc HR reports as needed. Analyzes and interprets data and reports related to human resources operations. Provide analysis, interpretation, and trends to HR Director. Maintain appropriate files in accordance with UI retention policy including utilization of the e-Personnel files. Compliance with Policies, Laws & Regulations: Interpret and provide guidance on policies, procedures, regulations, and laws. May recommend new policies or revisions to existing policies. Monitors and ensures compliances are met. Strategic Planning: May interpret data and provide a summary of information for the development of the department strategic plan. Supports the implementation of strategic initiatives by providing services and/or assisting with the development of new services/programs. May suggest, create, and be involved with key HR changes in the department. May participate/serve on institutional committees and workgroups.

Requirements

A Bachelor's degree in Human Resources Management or Business Administration or related field, or an equivalent combination of education and experience.
Minimum of 3 years progressive human resources experience leading and managing a full range of human resources responsibilities and functions.
Knowledge of current human resource principles, practices and processes and current federal and state laws, statues, regulations, and policies pertaining to human resources.
Excellent written, verbal, and interpersonal communication skills.
Demonstrated ability to work autonomously, maintain confidentiality, prioritize tasks, and meet deadlines while possessing a strong attention to detail.
Proficiency in Microsoft computer software applications.

Nice To Haves

Proven experience working with a large number of employees and complex environments.
Prior experience in a hospital and/or academic medical setting.
Demonstrated ability to successfully plan, coordinate, and follow through on multiple projects/work initiatives at one time.
Experience conducting investigations and recommending corrective/disciplinary actions.
Professional certification in human resources (e.g. PHR, SPHR, SHRM-CP and/or SHRM-SCP)
A master’s degree in human resources management or business administration is desired.

Responsibilities

Serve as a business partner to facilitate the effective Human Resource operations
Collaborate with HR team members and HR Director to interpret and apply HR policies, laws, and practices
Provide consultation and guidance to division leadership, faculty, and staff
Develop creative solutions to business challenges
Administer day to day human resource activities for faculty and staff related to talent acquisition, onboarding, performance management, and compensation and classification
Serve as search administrator, draft supporting documentation, and provide guidance to hiring manager on best practices for recruitment, screening, and onboarding
Perform salary surveys; analyzes salary requests and provides new hire salary recommendations
Conduct reference checks and credential verification
Advise department on initial decisions or recommendations for hiring salaries within guidelines and make recommendations on salary considerations
Consult with leader on reference feedback, salary, start date, and employment offer details
Extend offer of employment and enters appointment
Coordinate new faculty and staff first day activities and conducting orientation/training including review of institutional and departmental policies and procedures
Assist with faculty appointments, reappointments, recruitment processes, initiatives, and aspects of onboarding
Provide periodic review and update of position descriptions
Participate in external searches, provide guidance and/or serves on external search committees
Collaborate with HR Director to provide direction to leadership, faculty, and staff regarding a broad range of human resource topics
Consult with supervisors and appropriate HR leadership on staff disciplinary issues; coaches and develops supervisor skills to address performance issues
Conduct investigations; recommends disciplinary action to HR Director
Interpret and provide solutions regarding human resource issues; research, analyze, and make recommendations on HR practices, procedures, and programs
Develop and initiate communication on human resource-related materials
Provide training and resources to faculty and staff
Provide mentorship to new HR or student staff
Assist HR Director with developing, implementing, and administering new programs
Analyze the effectiveness of programs/processes and make recommendations for improvement
Respond to questions from employees, supervisors, and others that require interpretation
Review/edit/approve transactions; serves as the first point of referral on more complex HR operations/processes to staff
Maintain and administer applicable HR systems such as ELMS, ERMA, and Employee Service
Run standardized and ad-hoc HR reports as needed. Analyzes and interprets data and reports related to human resources operations
Maintain appropriate files in accordance with UI retention policy including utilization of the e-Personnel files
Interpret and provide guidance on policies, procedures, regulations, and laws
Recommend new policies or revisions to existing policies
Monitor and ensures compliances are met
Interpret data and provide a summary of information for the development of the department strategic plan
Support the implementation of strategic initiatives by providing services and/or assisting with the development of new services/programs
Suggest, create, and be involved with key HR changes in the department
Participate/serve on institutional committees and workgroups