HR Generalist - Perioperative Services

University of Iowa•Iowa City, IA

36d

About The Position

Partnering with appropriate stakeholders, the HR Generalist will serve as a strategic business partner and facilitate the effective human resources operations within the Department of Nursing Perioperative Services, including the Main Operating Room, Ambulatory Surgery Center and Stead Family Children's Hospital ORs. This position collaborates with supervisor and other HR professionals 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 unit leadership and employees. The HR Generalist is expected to have sufficiently evolved HR knowledge and skills to effectively mentor HR team members. Proactively seeks to understand strategic plans and acts as a resource/partner to meet the human resource needs of the department. Build strong business relationships with departments and leverage knowledge of key business drivers to advise leadership and ensure best practices. Provides strategic and administrative direction for functional areas of human resources including employee relations, labor relations, compensation and organizational development. Partners with centralized HR services within the department, including Nursing Recruitment for talent recruitment and orientation, and Nursing Payroll for timely and effective compensation. Develop recruitment strategies; oversee hiring processes/practices including applicant evaluation/selection and employment law/legal issues. Collaborate with department leadership to address recruitment and time-to-hire issues which impact operations. Advise and direct on HR policies, laws and regulations as well as procedure interpretation. Provide direction to supervisors and leaders on the use of performance management tools and corrective and disciplinary action plans (including but not limited to the preparation, administration and follow-up of implemented documentation). Determine necessary next steps and outcome for performance issues. Provides direction to leadership and staff regarding broad range of human resource topics which require the application of judgment in the analysis of human resource and operational relationships. Coaches and consults with supervisors and appropriate HR staff to make recommendations on difficult performance issues and develops manager/supervisor skills to address performance issues. Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings. Develops and implements strategies to improve employee engagement. Hire, develop and manage the performance of staff. Provide mentorship and guidance to department HR professionals and back-up coverage during times of absences or vacancies. Serves as liaison between department and Health Care Human Resources regarding benefits and leave programs as related to: workers compensation, disability leave, leave of absence requests, FMLA, ADA accommodation requests and other leaves (both medical and non-medical). Advise unit leaders on best practices and respond to inquiries regarding policies/procedures. Partner with key stakeholders to implement programs designed to recruit, retain and engage employees. Initiates, reviews, edits and approves HR workflow transactions; provide guidance and oversight to department HR staff on HR transactions and metrics. Proactively obtains, interprets and presents metrics and analysis (performance, attrition, hiring, vacancy, employee engagement, and other data) to business leaders to influence decisions. Identifies trends within designated group, formulates and executes action plans to address issues through proactive training, turnover and retention strategies, career development and other methods. Advises and provides recommendations to department on classification placements/reviews, equity reviews, etc. Collaborates with HR Business Partners within the department and organization to support consistent application of HR policies, procedures and practices. Partner with leadership on rewards and recognition programs and strategies in accordance with UI Health Care and University policies/procedures. Perform other duties as assigned.

Requirements

Bachelor's degree in Human Resources Management or Business Administration or related filed, 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.
Demonstrated experience and ability with providing excellent and timely customer service.
Excellent interpersonal and relationship building skills with the ability to communicate effectively (verbally and written) at all levels of the organization.
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 or related field.
PHR, SPHR or SHRM HR professional education and/or certification.
Experience working in an academic medical setting or hospital.
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.
Work experience in a setting with a large number of employees and complexity (union environment).

Responsibilities

Proactively seeks to understand strategic plans and acts as a resource/partner to meet the human resource needs of the department.
Build strong business relationships with departments and leverage knowledge of key business drivers to advise leadership and ensure best practices.
Provides strategic and administrative direction for functional areas of human resources including employee relations, labor relations, compensation and organizational development.
Partners with centralized HR services within the department, including Nursing Recruitment for talent recruitment and orientation, and Nursing Payroll for timely and effective compensation.
Develop recruitment strategies; oversee hiring processes/practices including applicant evaluation/selection and employment law/legal issues.
Collaborate with department leadership to address recruitment and time-to-hire issues which impact operations.
Advise and direct on HR policies, laws and regulations as well as procedure interpretation.
Provide direction to supervisors and leaders on the use of performance management tools and corrective and disciplinary action plans (including but not limited to the preparation, administration and follow-up of implemented documentation). Determine necessary next steps and outcome for performance issues.
Provides direction to leadership and staff regarding broad range of human resource topics which require the application of judgment in the analysis of human resource and operational relationships.
Coaches and consults with supervisors and appropriate HR staff to make recommendations on difficult performance issues and develops manager/supervisor skills to address performance issues.
Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings.
Develops and implements strategies to improve employee engagement.
Hire, develop and manage the performance of staff. Provide mentorship and guidance to department HR professionals and back-up coverage during times of absences or vacancies.
Serves as liaison between department and Health Care Human Resources regarding benefits and leave programs as related to: workers compensation, disability leave, leave of absence requests, FMLA, ADA accommodation requests and other leaves (both medical and non-medical). Advise unit leaders on best practices and respond to inquiries regarding policies/procedures.
Partner with key stakeholders to implement programs designed to recruit, retain and engage employees.
Initiates, reviews, edits and approves HR workflow transactions; provide guidance and oversight to department HR staff on HR transactions and metrics.
Proactively obtains, interprets and presents metrics and analysis (performance, attrition, hiring, vacancy, employee engagement, and other data) to business leaders to influence decisions. Identifies trends within designated group, formulates and executes action plans to address issues through proactive training, turnover and retention strategies, career development and other methods.
Advises and provides recommendations to department on classification placements/reviews, equity reviews, etc.
Collaborates with HR Business Partners within the department and organization to support consistent application of HR policies, procedures and practices.
Partner with leadership on rewards and recognition programs and strategies in accordance with UI Health Care and University policies/procedures.
Perform other duties as assigned.