HR Director - Health Care Human Resources
The HR Director will lead HR operations and serve as a primary point of contact for operational leaders in multiple departments, providing consultative support on workforce issues and employee engagement initiatives. This role will encompass strategic partnership with departmental and clinical leadership, ensuring alignment of HR strategies with operational objectives. This includes advising on human resource management, policies, procedures, and other core areas of HR to facilitate a positive work environment.
Strategic Planning
- Actively engage as a member of the leadership team to establish and achieve strategic goals and initiatives.
- Understand campus strategic plans and provide HR support to meet the department(s)’ human resource needs, particularly focusing on collaboration with clinical and operational leaders.
- Provide feedback and recommendations to Senior HR leadership.
- Develop and implement new programs and initiatives as required for department(s), with a focus on medical center-specific needs.
- Collaborate with operational stakeholders and clinical leadership to ensure effective onboarding plans and productivity milestones for new staff.
- Facilitate development and implementation of onboarding and orientation tools.
- Offer guidance on staffing levels and strategic workforce planning models, in alignment with medical center goals.
- Engage in budgeting and salary setting processes to ensure alignment with department budgets and strategic direction.
- Act as a change leader, driving organizational transformation initiatives and recommending strategies to HR leadership.
- Review and analyze existing policies and practices, benchmarking against best practices, with a focus on the medical center environment.
- Communicate HR updates, policies, projects, programs, and development efforts with strategic direction to relevant stakeholders, addressing inquiries and questions from both administrative and clinical staff.
- Lead workgroups to develop and review policies, facilitating training sessions with administrative and clinical team members.
- Provide consultation to resolve HR-related issues and concerns impacting the work environment within the medical center context.
- Develop strong relationships with key clinical and operational leaders to support HR initiatives.
- Mentor leadership competency development and provide coaching on succession planning aligned with organizational values.
- Develop staffing and engagement strategies for multiple departments, collaborating closely with medical center clinical and operational leaders.
- Partner with HR Leadership within Health Care, including Talent Acquisition, to align HR services, resources and strategies with the strategic goals and objectives of the department(s).
- Review investigations and provide recommendations for outcomes, supporting management through corrective action implementation.
- Hire, develop, and manage performance of HR and administrative staff supporting assigned departments, considering the unique demands of a medical center setting.
- Coordinate with HR Leadership within Health Care for supervisor training and development solutions.
- Organize staff appreciation events and participate in HR Representatives recruitment and mentoring.
- Coordinate HR operations for multiple departments within the medical center.
- Collaborate with operational and HR leadership to meet operational and business needs, ensuring adherence to best practices and policies.
- Ensure alignment of HR administration and operations with departmental strategic goals and initiatives within the medical center context.
- Supervise HR professionals and administrative team members.
- Participate in Health Care HR initiatives and committees, advocating for the needs and perspectives of the medical center.
- Collaborate with the Executive Leadership Team to align staffing strategies with medical center goals.
- Participate in HR committees and provide input on the development of tools and resources.
- Contribute to the development of training for HR staff across the Health Care enterprise.
Compliance with Policies, Laws & Regulations
- Utilize in-depth knowledge of compliance and regulations to ensure departmental compliance within the medical center.
- Develop and implement policies and procedures to meet operational goals.
- Hold individuals accountable for compliance completion, ensuring adherence to both general HR policies and those specific to operations.
Pay Level: 6A
Professional and Scientific Pay Structures | University Human Resources - The University of Iowa
Required Qualifications:
- A Master’s degree in Human Resources Management or Business Administration or related field, or an equivalent combination of education and experience.
- Minimum of 5 to 7 years progressive human resources experience leading and managing a full range of human resources responsibilities and functions.
- Previous experience directly supervising staff.
- 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.
- Demonstrated ability to manage multiple and sometimes competing priorities.
- Demonstrated ability to influence employees/leaders at all levels to drive outcomes.
- Proven team player with excellent interpersonal communication and organizational skills.
- Demonstrated proficiency with Microsoft Office and computer software applications.
- Knowledge of state and federal regulations affecting human resources.
Desired Qualifications:
- PHR, SPHR or SHRM HR professional education and/or certification.
- Prior experience as an HR Business Partner, preferably within a medical center or similar healthcare environment.
Position and Application Details:
In order to be considered for an interview, applicants must upload the following documents and mark them as required to the submission:
- Resume
- Cover Letter
Job openings are posted for a minimum of 14 calendar days. This job may be removed from posting and filled any time after the minimum posting period has ended.
Successful candidates will be required to self-disclose any conviction history and will be subject to a criminal background check. This position is not eligible for University sponsorship for employment authorization.
Please contact brandi-carr@uiowa.edu with any questions.
Equal opportunity/affirmative action employer
The University of Iowa is an equal opportunity/affirmative action employer. All qualified applicants are encouraged to apply and will receive consideration for employment free from discrimination on the basis of race, creed, color, religion, national origin, age, sex, pregnancy (including childbirth and related conditions), disability, genetic information, status as a U.S. veteran, service in the U.S. military, sexual orientation, gender identity, or associational preferences.
Persons with disabilities who need assistance or accommodations with the application or interview process may contact University Human Resources/Faculty and Staff Disability Services, (319) 335-2660 or fsds@uiowa.edu. For jobs in UI Health care, please contact UI Health care Leave & Disability Administration at 319-356-7543.
