HR Generalist - Office of the Chief Medical Officer

University of Iowa•Iowa City, IA

16h•Onsite

About The Position

The University of Iowa Health Care is seeking an HR Generalist to serve as a strategic business partner and facilitate the effective operations of a department by providing human resource consultation and guidance to unit leadership and employees. The HR Generalist contributes to the success of the Office of Chief Medical Officer by managing and providing oversight to the human resource functions for staff and student positions. Coordinates recruitment activities, HR Workflow transactions, monitors compliances, consults on salary recommendations, staff development and training, reclassifications, furloughs, disciplinary action, and terminations. This individual acts as a liaison between the Office of Chief Medical Officer and Health Care Human Resources and makes high-level independent decisions regarding human resource activities requiring a high degree of discretion and independent judgment.

Requirements

A Bachelor’s Degree in Human Resources Management or Business Administration or an equivalent combination of education and experience
Minimum of three years of related progressive human resources experience.
Excellent interpersonal and relationship building skills with the ability to communicate effectively (verbally and written) at all levels of the organization.
Demonstrated knowledge of current human resource principles, practices and processes and current federal and state laws, statues, regulations, and policies pertaining to human resources.
Professional job-related experience fostering or promoting a welcoming and respectful work/academic environment where people of all backgrounds and perspectives feel welcomed and appreciated; or demonstrated the ability to do so.
Must possess strong organizational and analytical skills and attention to detail.
Proficiency in computer software applications and office support tools available (e.g., MS Office, email, presentation software and spreadsheets).

Nice To Haves

Master’s degree in Business Administration (MBA) or related field
PHR, SPHR or SHRM HR professional education and/or certification
Knowledge of health care and university policies and procedures
Knowledge of state and federal regulations affecting Human Resources
Work experience in a setting with a large number of employees and complexity (union environment) is highly desirable

Responsibilities

Function as human resources representative and consultant; seek guidance from supervisor as needed.
Serve as a resource and advisor to administrators, supervisors and staff and liaison to internal and external organizations and departments relative to human resources issues and activities.
Advise management staff on recruitment and retention strategies; assure appropriate communication of issues and information.
Advise and assist management with issues related to salaries, current staffing levels, future needs, reductions in staff and other matters related to personnel.
Advise and assist administrators and supervisors on employee labor relations issues; coach and develop supervisor skills to address performance issues. Oversee investigative process, progressive discipline process and termination of staff; assure appropriate documentation is processed in a timely and accurate manner.
Analyze and interpret data and reports related to human resources operations. Prepare specialized reports requiring a thorough knowledge of institutional and departmental policies, procedures and programs.
Manage performance review process; assure compliance with deadlines; monitor goals; follow up on performance issues and training requests. Provide staff and supervisor training on performance evaluation portal.
Provide periodic review and update of position descriptions and essential and marginal job function analysis forms to assure accurate reflection and documentation of job responsibilities as well as physical and cognitive requirements for all positions.
Assure staff classifications accurately reflect tasks and level of responsibility; assure appropriate salary levels; identify areas of concern, provide recommendations to administrators and supervisors as appropriate; perform salary surveys; analyze salary requests and recommend salary adjustments; manage reclassification process; create and submit appropriate documentation.
Serve as resource to supervisors and staff regarding career development opportunities, award programs, and internship programs.
May manage recruitment process for professional and scientific, SEIU, merit and student staff. Identify recruitment strategies and opportunities; create position descriptions and essential and marginal job function analysis forms; recommend classification level; create and submit required documentation; review resumes; coordinate and participate in interview process; develop interview questions/rating grids; recommend salary offers; perform reference checks.
May prepare and submit required appointment documentation; assure UI Health Care compliance with background and credential checks and required certifications/licenses. Prepare orientation schedules; identify mentors; schedule institutional and position specific training/benefit sessions; determine and assure access to systems; meet with new staff to provide HR orientation and review institutional and departmental policies and procedures.
May develop and implement professional development programs, including development of in-house training opportunities. Conduct needs assessment and data analysis to determine training priorities. May arrange for content and speakers; and coordinate and evaluate events.
Provide oversight of ELMS (enterprise labor management system); review payroll reports; educate staff on policies and procedures; answer questions and provide guidance to staff, supervisors and administrators.
Prepare and submit termination documentation in a timely manner; manage exit interview and off-boarding process; assure timely termination of system accesses; assure University property is collected prior to termination; update databases and other systems as appropriate.
Contribute to and implement departmental policies and procedures, assuring compliance with CCOM, UI Health Care and UI policies and procedures; provide ongoing review of policies and update/revise as necessary.
Maintain knowledge of current and new training and certification requirements; collaborate with leadership to assure compliances are accurately identified in human resource systems and documentation is current and readily available for inspection.
Advise and assist management with issues related to salaries, current staffing levels, future needs, reductions in staff and other matters related to personnel.
Facilitate compliance with FMLA, ADA and Workers Compensation; meet with supervisors and staff members to discuss policy and procedure, including necessary paperwork, required documentation and follow up; assure compliance with federal, state and University regulations; serve as a resource to supervisors and staff for related questions and concerns.
Maintain electronic personnel records for employees; assure compliance with CCOM, UI Health Care and UI policies and procedures.
Provide guidance and direction to human resource team members on workflow transactions. Review, edit and approve transactions.
Review, resolve and respond to requests for information, complaints and grievances from faculty, staff, students, other organizations, and the public.
Advise management on departmental, UI Health Care and UI employment and personnel policies and procedures.
Manage mandatory compliance processes. Monitor completion and assure compliances are accurately identified in University/hospital systems and HRIS information is updated.
Monitor key metrics related to human resources; analyze data to identify trends and recommend solutions that align with organizational and departmental business objectives.
Assist in the development and administration of HR programs and initiatives.
Suggest, create and be involved with key HR changes in the departments supported.
Serve on institutional committees and workgroups, as assigned.