Updated January 2021
Senior HR Leaders function as a strategic partner for a college/division leading the human resources (HR) function in a hub and spoke service delivery model; actively serving as leader, consultant, resource and authority on HR policies, practices, resources, and transactions. Accountable to both the collegiate Dean or Vice President and the Chief Human Resources Officer and Associate Vice President. Leads in the development of and use of HR strategy at both University and college/division level; communicates and implements University HR practices and goals within the college/division; supports a culture and workplace consistent with the University mission, vision, and core values.
- Advisor to Dean/Vice President/Departmental Leaders on strategic and operational decisions; serve as partner for human resources strategies and functions (e.g., talent acquisition and onboarding, diversity, equity, and inclusion, engagement, and leadership, health and well-being, policy compliance, risk management, total rewards, etc.).
- Strategic and agile partner to leaders on communication and management of HR function and alignment of vision, mission, and goals with HR strategy, policy and procedure (such as the annual salary process, etc.)
- Leader in advancing diversity, equity and inclusion, organizational culture and values that attract, retain and motivate talented and diverse people and produce quality outcomes, change management and leadership that promotes development, and engagement.
- Engage as a member of the Senior HR Leadership Council, advise University Human Resources on HR strategy that supports organizational success; Provide leadership through participation on various campus councils or committees.
- Serve as an active liaison between University Human Resources and members of the college/division/department(s); is typically the first point of contact (non-transactional or routine issues) for University HR.
- Analyze, interpret, and forecast college/division workforce data trends to inform data driven decisions. Consider budget parameters including various funding sources, reported areas of need and concern (e.g., vacancy rates, turnover, compensation, demographics, etc.), and landscape; develop strategies to address.
- Interpret and promote equitable application of human resource policies and procedures for the college/division and work collaboratively with campus stakeholders to problem solve (UHR, EOD, General Counsel, Office of the Provost, ELR etc.) to achieve positive outcomes for the UI. Ensure college/division and department policies, practices and programs meet legal/regulatory standards and are in conformance with University of Iowa policies; lead informal complaint investigations.
- Provide strategic leadership for HR programs and services, (e.g., Compensation Strategies, Employee Health, Wellbeing and Safety, Employee and Labor Relations, Leave Management, Organizational Effectiveness, Performance Management, Recruitment and Retention, etc.). Partner with UHR units who support campus wide services (Benefits, FSDS, Immigration Services, Payroll, Talent Acquisition, UWO, ELR.)
- Advise, guide, review, approve and oversee HR policies, practices, resources, and transactions at the college/division level.
(In Colleges): Provide ongoing advice and guidance on Faculty HR policies and processes which may include: Faculty Recruitment and Appointments, Faculty Reviews, Promotion and Tenure, Post Tenure Effort Allocation, Special Compensation, Conflicts of Interest (eCOI), Academic and Professional Record (APR), etc.
- Supervise and mentor HR staff within college/division and across the organization. Responsibilities include setting performance goals in collaboration with departmental leaders, decisions regarding salary advancement/promotion, conducting annual performance appraisal, and final hiring, etc.
Key Competencies: HR Expertise, Business Acumen, Critical Evaluation, Influencing, Change Management, Communicating for Effective Relationships, and Diversity Equity and Inclusion