•  Advise Dean/Vice President/Departmental Leaders on strategic and operational decisions; serve as partner for human resources strategies and functions, such as:

  • Talent Acquisition and Onboarding
  • Access, Opportunity, and Diversity
  • Engagement
  • Health and Well-being
  • Policy Compliance
  • Risk Management
  • Total Rewards

• Advise, guide, review, approve, and oversee HR Policies, practices, resources, and transactions at the college/division level.

• Analyze, interpret, and forecast college/division workforce data trends, taking into consideration budget parameters. Develop strategies to address and report on areas of need and concern, such as:

  • Vacancy Rates
  • Turnover
  • Compensation
  • Demographics 

• Participate as a member of the Senior HR Leadership Council, advise University Human Resources on HR strategy that supports organizational success. Mentor, develop, and supervise others in Human Resources;
• Serve as an active communication liaison between University Human Resources and members of the college/division/department(s). Typically the first point of contact (non-transactional or routine issues) for University HR;

• Provide strategic leadership for HR programs and services, such as:

  • Performance Management
  • Recruitment and Retention
  • Compensation
  • Organizational effectiveness
  • Employee Health, Well-being, and Safety
  • Employee Labor and Relations
  • Leave Management

• Interpret and promote fair application of human resource policies and procedures for the college/division and work collaboratively to problem solve with campus stakeholders (UHR, General Counsel, etc.) to achieve positive outcomes for the HR enterprise.  Ensure college/division and department policies, practices, and programs, meet legal/regulatory standards and are in conformance with University of Iowa policies. Leads informal complaint investigation;
• Provide leadership related to access, opportunity, and diversity, organizational culture and values that attract, retain, and motivate quality people, managing change that promotes development, civility, and work/life balance.
• Serves as a strategic and agile partner to leadership with regards to communication and management of the HR function, and alignment of vision, mission, and goals with HR strategy, policy and procedure. 

(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)

Supervise and mentor staff within college/division and across the organization. Some responsibilities include:

• Setting performance goals in collaboration with departmental leaders
• Decisions regarding salary advancement/promotion
• Conducting annual performance appraisals
• Final Hiring