HR Manager Ophthalmology

The Human Resource Manager (PGA4; 5A) directs the administrative and operational human resource functions for all divisions within the Department of Ophthalmology & Visual Sciences.Implement programs designed to provide a safe work environment. Assures compliance with applicable laws regulations and polices.Enhances the operations of Ui Health Care Human Resources by providing complex advice and direct support to the leadership and staff.They will be responsible for recruiting and maintaining a qualified workforce while welcoming all faculty and staff in the Department of Ophthalmology and Visual Sciences (Clinic Research IRL Iowa Lions Eye Bank Kidsight). This individual will serve as a liaison between the department and Health Care Human Resources and make high-level independent decisions regarding Human Resource activities.

Strategic Planning and Program Development Implementation

• 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.

HR Delivery Data Integrity & Analysis

• 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.

Consultation & Communication

• 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.

HR Leadership

• 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

Compliance with Policies Laws and Regulations

• 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.

Training and Development

• 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.

Performance Management & Employee/Labor Relations

• 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 as facilitator for supervisor/employee dispute investigations corrective and/or disciplinary action plan meetings.

• Oversee the departmental furlough process.

Compensation

• 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.

Talent Acquisition/Onboarding

• 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).

Service Excellence

• 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.

Reward and Recognition

• 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.

Pay Level: 5A

Professional and Scientific Pay Structures University Human Resources - The University of Iowa