HR Manager - Ophthalmology

University of Iowa•Iowa City, IA

11h•Onsite

About The Position

The Human Resource Manager (PGA4; 5A) directs the administrative and operational human resource functions for all divisions within the Department of Ophthalmology & Visual Sciences. This role involves implementing programs for a safe work environment, ensuring compliance with laws, regulations, and policies, and enhancing Ui Health Care Human Resources operations by providing complex advice and direct support to leadership and staff. The manager is responsible for recruiting and maintaining a qualified workforce for all faculty and staff in the Department of Ophthalmology and Visual Sciences (Clinic, Research, IRL, Iowa Lions Eye Bank, Kidsight). This individual acts as a liaison between the department and Health Care Human Resources, making high-level independent decisions regarding Human Resource activities.

Requirements

A Bachelor’s degree in Human Resources Management or Business, and or a combination of education/experience.
Minimum of 5 years recent human resources experience as a generalist or in multiple specialties.
Excellent written and verbal communication skills.
Must be proficient in computer software applications.
Working knowledge of state and federal laws and regulations affecting human resources.
Demonstrated experience and ability with providing excellent and timely customer service.

Nice To Haves

PHR, SPHR or SHRM HR professional certification.
Previous experience directly supervising staff.
Demonstrated ability to successfully plan, coordinate and follow through on multiple projects/work initiatives at one time.
Experience in a unionized environment.
Work experience in a setting with a large number of employees and complexity (union environment).
Knowledge of University of Iowa policies, procedures, and regulations.

Responsibilities

Collaborate with departmental leadership on 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 departmental leadership and Senior HR Director.
Develop and implement programs designed to recruit, retain and engage employees.
Provides guidance and recommendations to department leaders with staffing levels and strategic workforce planning models, and coordinates/communicates workforce planning between departments.
Provide guidance and oversight on HR Transactions and HR metrics.
Develop systems to assure completeness, compliance, and security of personnel records.
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.
Initiate consultations based upon data/trends/issues presented providing expert knowledge designed to improve organizational culture and work life.
Make decisions on HR and workplace issues that affect the ability to recruit and retain qualified employees.
Communicate with leaders on issues affecting employee morale and wellbeing.
Communicates and collaborates with HR Representatives on HR initiatives.
Identify, share and implement HR best practices within assigned departments as well as throughout the organization.
Advice, train, and educate departmental faculty, supervisors and staff on departmental, UI Health Care, CCOM and University HR general operating policies, procedures and hiring processes.
Hire, develop and manage the performance of staff; assure staff are compliant with UI policies and procedures.
Leads and makes recommendations to Senior HR Leader and departmental leaders on all HR matters.
Lead the development and oversee the implementation of all human resources initiatives and functions including talent acquisition, staff development, salary decisions, leave management, performance management, employee relations and rewards and recognition.
Provide mentorship and guidance to departmental HR Representatives.
Lead departmental Human Resources Team.
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.
Holds individuals within department(s) accountable for compliance completion.
Adhere to and ensure department compliance to HIPAA and other confidentiality regulations and laws.
Interpret and ensure compliance with union contracts.
Coordinate and ensure compliance with Immigration regulations for individuals requiring visas or permission to work. Assist with visa renewal procedures or waivers when appropriate. Coordinate all permanent visa documentation as needed.
Collaborates with Senior HR Director and Learning & Organizational Development Manager to recommend, develop and facilitate key training in department(s).
Provide training to departmental supervisors and staff.
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 in collaboration with departmental leadership and supervisor.
Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
Strives to educate and drive consistency in application and interpretation of performance management systems.
Investigate and respond to employee complaints and grievances. Serve as facilitator for supervisor/employee dispute investigations, corrective and/or disciplinary action plan meetings.
Oversee the departmental furlough process.
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 issues to departmental/collegiate/divisional leadership.
Review and be involved in all salary requests outside of standard guidelines and all market adjustment proposals.
Collaborate with department leadership to address recruitment and time-to-hire issues which impact operations.
Provide guidance to search committees regarding all aspects of the search process including advertising, active recruitment, interviewing and selection decisions.
Collaborate with department leadership and supervisors on the Career Development Process for staff.
Participate in higher level recruitments as necessary.
May determine, implement, or update orientation protocol for multiple departments or large, complex departments(s).
Develop and communicate information related to Service Excellence.
Create a team environment of accountability and commitment for reaching goals and desired results.
Demonstrate and communicate a big picture understanding of the organization, its interrelationships, and priorities.
Model service delivery and coach others to deliver excellent service in a variety of settings.
Demonstrated experience working effectively in a welcoming and respectful workplace environment.
Ensure that managers are effectively using existing recognition programs, including spot awards, anniversaries, etc.
Encourage mangers to be creative and spontaneous in recognizing good performance.
Ensure planning, monitoring, and appraisal of employee performance by advising and training managers to coach, correct, and as necessary, discipline employees.
Assure due process and consult with managers to bring resolution to difficult performance and behavior issues.
Other duties as assigned.