HR Generalist

The University of Iowa Health Care department of Radiation Oncology is looking for a Human Resources Generalist. As a Health Care business partner, this position serves as liaison between the department and the UI Health Care Human Resources Office to provide primary HR consultation and guidance to departmental leadership, supervisors and employees on all HR functions while making high-level independent decisions related to HR activities. Key areas of responsibility include HR transactions, maintenance of employee information, consultation, compliance, compensation and employment, reward and recognition, performance and leave management, recruitment and retention, and communication and strategic planning and analysis.

This position is eligible for a combination of on-campus and remote work. Remote work must be performed at a location within the state of Iowa and comply with the remote work program and related policies.

Additional Duties

• Serve as liaison to UIHC and CCOM departmental administrators and human resources staff on issues of joint concern between the Department of Radiation Oncology and associated departments.
• Advocate on behalf of UIHC and CCOM to achieve departmental compliance with institutional initiatives such as HR Restructure, Performance Evaluation, Immunization Response, annual COI response, EOD compliance, etc. Educate staff on departmental and institutional missions. Assist with promoting, advocating, and communicating changes within the department.
• Lead departmental Cultural Diversity efforts to develop and implement new initiatives to reach diverse population of patients, candidates, and students to provide information about services, resources, and career or educational opportunities. Provide annual departmental report of diversity activities to DEO.
• Advise management staff on the Department of Radiation Oncology, UIHC and UI employment and personnel policies and procedures, analyze trends, advise on recruitment and retention strategies, assure appropriate communication of issues and information.
• Consult with supervisors and HR staff and make recommendations on difficult performance issues. Conduct investigations. Coach and develop manager/supervisor skills to address performance issues. Advise and assist on staff disciplinary issues; oversee investigative process; oversee progressive discipline process; oversee termination of staff; assure appropriate documentation is processed in a timely and accurate manner.
• Plan agenda and presentations for quarterly All-Staff meeting as a significant means for departmental communication; incorporate communication of institutional or departmental initiatives or staff education as well as staff recognition.
• Serve on departmental Managers' Workgroup and Clinical Team Operations committee to advise on issues relative to HR management.
• Serve as search administrator and manage recruiting activities for all recruitments. Make recommendations. Identify recruitment strategies and opportunities; determine classification level and identify potential salary issues; create position description, requisitions, and documentation; review resumes; coordinate and oversee interview process; advise search committees on policies and procedures; determine salary offers; perform reference checks. Create offer letters and extend offers.
• Provide training on performance evaluation tools and process; provide information to supervisors and staff members in a timely manner; monitor progress of annual evaluation cycle to assure compliance with departmental and institutional deadlines; follow up on performance issues and training requests.
• Assure staff classification accurately reflects key areas of responsibility; assure appropriate salary levels; identify areas of concern, advise administrators and supervisors as appropriate; perform salary surveys by running salary queries; recommend adjustments; manage reclassification/position review process; create and submit appropriate documentation and requests. Possess knowledge of compensation practices for specialized positions within the department.
• Determine on-boarding and off-boarding processes and coordinate schedules based on individual position needs; identify and coordinate mentors; coordinate attendance at institutional training/informational sessions; establish and assure access to systems; conduct new staff onboarding to provide information on institutional policies, procedures, and expectations. Closely monitor new staff onboarding and orientation to assure compliance with position, licensure, and institutional requirements. Manage exit process and assist staff through transition to assure accurate benefits administration, etc.
• Create and promote recognition activities within the department at all levels of staff. Plan and coordinate all recognition activities.
• Collaborate with departmental administration to develop programs to promote retention such as support of staff educational and career development, recognition plans, trainings/retreats, and avenues for feedback.
• Prepare, submit, and approve as necessary, all transactions and associated documentation to administer HR functions. Advise departmental administration on appropriate methods and processes.
• Provide access to internal systems and coordinate communications with departmental IT and HCIS on other operational needs.
• Facilitate credentialing and re-credentialing process and packets for new provider (physicians, physicists, ARNP's) applications; ensure completion of billing packet and any credentialing application packets for external clinical sites.
• Monitor and collect licensure/certification renewals for all providers and direct patient care staff and update Compliance & Qualifications (CQ) system as needed.
• Leave Management. Identify potential FMLA, ADA, Workers' Comp, attendance issues; meet with supervisors and staff members to discuss and interpret policy and procedure, including necessary documentation and follow up; review leave requests; assure compliance with federal, state and University regulations; serve as a resource to supervisors and staff. Review quarterly absence reports and provide to supervisors and identify areas of concern to address.
• Assure clocking and calendar requests are processed timely and accurately; educate staff on policies and procedures; provide guidance to staff, supervisors, and administrators. Maintain an understanding of payroll components within multiple systems.
• Immigration. Provide guidance and support to faculty and staff on immigration related issues; provide resources and prepare applications and extensive supporting documentation; assure compliance with Federal Agencies; monitor documentation and position status to assure ongoing compliance with University policies and Federal mandates.
• Analyze and interpret data and reports related to human resources operations. Advise and assist management with issues related to salary budgets, staffing levels and other budgetary matters related to personnel.
• Serve on departmental and institutional workgroups to provide guidance on development of new programs, tools, etc.
• Monitor institutional compliances and assure accordance with Joint Commission, health care compliance, licensure, bylaws, credentialing requirements. Prepare weekly compliance reports for review by division managers as needed. Manage changes in departmental compliance requirements by working with Health Care HR to initiate programming changes.
• Assure all departmental programs are in accordance with UI policies and regulations.

Education Requirements

• A Bachelor's Degree in Human Resources Management, Business Administration or related field, or an equivalent combination of education and experience.

Experience Required

• Minimum 3-5 years human resource experience, including experience in recruitment/onboarding, performance management, labor management, and classification and compensation.
• Knowledge of current human resource principles, practices and processes and current federal and state laws, statutes, regulations, and policies pertaining to human resources.
• Demonstrated ability to foster a positive work culture.
• Demonstrated commitment to providing a welcoming environment and ability to work effectively and collaboratively within a multi- disciplinary team.
• 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).

Desired Qualifications

• PHR, SPHR or SHRM HR professional education and/or certification.
• Knowledge of University of Iowa policies, procedures, and regulations.
• Experience working in an academic medical setting or hospital.
• 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.

Application Process:

In order to be considered, applicants must upload a resume and cover letter (under submission relevant materials) that clearly address how they meet the listed required and desired qualifications of this position.

Job openings are posted for a minimum of 14 calendar days.

Successful candidates will be required to self-disclose any conviction history and will be subject to a criminal background check and credential/education verification.

With additional questions, please reach out to Bailey Tinkler at bailey-tinkler@uiowa.edu

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