The roles and responsibilities of a HR Representative outlined below serve as a general description of the role of the HR representative that allows for flexibility within these broad parameters. A local job description could address specific responsibilities of individuals who have this role in their respective college/division.
Functions as Human Resources (HR) business partner for one or more department(s) under the direction of the Senior Human Resource Leader for their college/division. Effectively implement HR strategy through developing and administering policies, programs and services for recruitment, compensation, compliance, development, support and retention.
- Facilitate a supportive work environment and an engaged workforce consistent with the University mission, core values, and culture;
- Partner with leadership in analyzing, interpreting, and forecasting workforce trends for department(s) and identify and monitor key HR metrics (vacancy and turnover rates, aging demographics, etc.);
- Advise and consult with departmental leaders on operational decisions, facilitate the development of departmental systems or protocols that promote HR strategy (talent, engagement, and health and well-being), and ensure various University of Iowa policies and procedures are followed;
- Serve as departmental resource on human resource policies, and processes;
- interpret and apply HR policies and procedures
- administer departmental protocols and best practices, ensuring that department rules, policies, practices and programs meet legal/regulatory standards and are in compliance with University of Iowa policies; recommend new policies or changes to existing policies
- resource for employees for resolving workplace issues
- evaluate and respond to presenting human resource issues and when appropriate consult with collegiate, division and University Human Resources, or refers the individual to other campus resources
- assess and anticipate HR-related needs
- Operationalize HR programs and services, (e.g. Performance Management, Recruitment and Retention, Reward and Recognition, Compensation, Learning and Development, Employee Health, Well-being and Safety, Employee and Labor Relations, Leave Management, etc.);
- Function as a communication liaison; identify and share departmental issues, concerns, and needs with Senior HR Leadership and University HR leadership. A resource for information for their respective departmental leadership and employees;
- May initiate, review and/or approve HR transactions at the department level;
- Participate in process reviews, policy development teams, and other opportunities for campus involvement with University HR if supported by Senior HR Leader;