HR Manager - Heart & Vascular Center

UIOWA•Iowa City, IA

5d•Hybrid

About The Position

Partnering with appropriate stakeholders, the HR Manager will serve as a strategic business partner and facilitate the effective human resources operations for the UI Heart and Vascular Center (HVC) within UI Health Care. As the human resources manager, this position will collaborate 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 departmental human resource representatives, unit leadership and employees. The HR Manager is expected to have sufficiently evolved HR knowledge and skills to effectively mentor HR team members. This role is primarily onsite but allows for one remote day per week, with the option to flex to two remote days when appropriate. Hybrid work must be performed at a location within the state of Iowa and will require a work arrangement form to be completed upon the start of your employment. Per policy, work arrangements will be reviewed annually, and must comply with the remote work program and related policies and employee travel policy when working at a remote location. Proactively seeks to understand strategic plans and acts as a resource/partner to meet the human resource needs of the Heart and Vascular Center. 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 all functional areas of human resources including employee relations, labor relations, compensation, recruiting and organizational development. 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 HVC 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. Develop recruitment strategies; oversee hiring processes/practices including applicant evaluation/selection and employment law/legal issues. Collaborate with HVC leadership to address recruitment and time-to-hire issues which impact operations. 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, new hire salary recommendations, etc. Develop, recommend, and oversee Rewards and Recognition Program in accordance with UI Health Care and University policies/procedures. Promote education of related policies/procedures as outlined by UI Health Care and University guidelines. Perform other duties as assigned.

Requirements

Bachelor's degree in human resources management or business administration or related field, or an equivalent combination of education and experience.
Minimum of five years' human resources experience as a generalist or in multiple specialties.
Knowledge of current human resource principles, practices, and processes.
Knowledge of current federal and state laws, statutes, regulations, and policies pertaining to human resources.
Demonstrated ability to foster a positive work culture.
Excellent interpersonal and relationship-building skills.
Ability to communicate effectively (verbally and written) at all levels of the organization.
Proficiency in computer software applications and office support tools (e.g., MS Office, email, presentation software, and spreadsheets).

Nice To Haves

PHR, SPHR or SHRM HR professional education and/or certification.
Master's degree in business administration (MBA) or related field.
Previous experience supervising, developing, and motivating staff in a team environment.
Experience in a unionized environment (Academic medical center or hospital preferred).
Experience conducting investigations and recommending corrective/disciplinary actions.
Ability to work in a collaborative, team-centered work environment and provide support to internal HR and external customers in a timely manner.

Responsibilities

Serve as a strategic business partner and facilitate effective human resources operations for the UI Heart and Vascular Center (HVC).
Collaborate with supervisors and HR professionals to interpret and apply HR policies, labor contracts, laws, and practices.
Develop creative solutions to business issues and challenges.
Provide HR consultation and guidance to departmental HR representatives, unit leadership, and employees.
Mentor HR team members.
Understand strategic plans and act as a resource/partner to meet HR needs.
Build strong business relationships and advise leadership on key business drivers and best practices.
Provide strategic and administrative direction for employee relations, labor relations, compensation, recruiting, and organizational development.
Advise and direct on HR policies, laws, regulations, and procedure interpretation.
Direct supervisors and leaders on performance management tools and corrective/disciplinary action plans.
Determine necessary next steps and outcomes for performance issues.
Provide direction on a broad range of HR topics requiring judgment in analyzing HR and operational relationships.
Coach and consult with supervisors and HR staff on difficult performance issues and develop manager/supervisor skills.
Ensure legal compliance by monitoring and implementing federal and state HR requirements, conducting investigations, maintaining records, and representing the organization at hearings.
Develop and implement 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.
Serve as liaison between the department and Health Care Human Resources regarding benefits and leave programs (workers' compensation, disability leave, FMLA, ADA accommodations, etc.).
Advise unit leaders on best practices and respond to inquiries regarding policies/procedures.
Partner with stakeholders to implement programs for recruitment, retention, and engagement.
Develop recruitment strategies and oversee hiring processes, including applicant evaluation/selection and employment law/legal issues.
Collaborate with HVC leadership to address recruitment and time-to-hire issues.
Review, edit, and approve HR workflow transactions and provide guidance on HR transactions and metrics.
Obtain, interpret, and present metrics and analysis to business leaders to influence decisions.
Identify trends, formulate, and execute action plans to address issues through training, turnover/retention strategies, career development, etc.
Advise and provide recommendations on classification placements/reviews and new hire salary recommendations.
Develop, recommend, and oversee the Rewards and Recognition Program.
Promote education of related policies/procedures.
Perform other duties as assigned.