Human Resources Leadership Awards

The HR Leadership Awards are part of an ongoing effort to develop, promote and advance HR Leadership at the University of Iowa. The annual awards will recognize Human Resource Leaders across campus who function as strategic business partners, demonstrate key HR leadership competencies, and serve as role models for other HR Professionals. They must be known for providing outstanding service, exemplary leadership, strategic vision and commitment to continuous development that advances the importance of the HR function in creating long-term business value.

Two awards will be given annually, one in each of the following categories:

  1. The Emerging HR Business Partner of the Year
  2. The Distinguished Strategic Business Partner of the Year

The HR Leadership awards are sponsored by The University of Iowa CHRO (Chief Human Resources Officer) and will be presented at the annual HR Conference held each Spring. Each award winner will receive $1000 and a commemorative gift.

The objectives of the awards are to:

  • Recognize an HR staff member who exhibits HR Leadership as defined by the criteria outlined below, and
  • Highlight the importance of HR leadership to the University of Iowa community.

Eligibility

Nominees for either award must be a part of the University of Iowa HR Community within a college/division, department/unit, health care or University HR. They also must be a regular (non- temporary) employee at 50% time or greater, in good standing.

Criteria for the Emerging HR Business Partner Award

The Emerging HR Business Partner will typically be a HR professional in a generalist or specialist role with a minimum of 2 years of HR experience with responsibilities such as, but not limited to, managing projects, programs and initiatives, implementing plans, and supporting the strategy of their organization. The nomination information should provide evidence that the HR professional demonstrates the following competencies:

  • Leadership & Navigation
    • Successfully develops and manages programs, policies, and procedures to support the organizational objectives
    • Translates vision into specific functional or departmental initiatives
  • Business Acumen
    • Skilled in building business cases for HR projects
    • Demonstrates a big picture understanding of the business, its interrelationships, and priorities
    • Knowledge of business process design techniques that encourage a critical, fresh look at key processes and focus on optimizing organizational performance, eliminating waste and increasing effectiveness.
  • Ethical Practice
    • Influences others to behave in an ethical manner
    • Applies policies and procedures designed to ensure compliance with ethical code
  • Relationship Management/Communicating for Effective Relationships
    • Empowers others to establish collaborative, healthy relationships
    • Establishes and maintains credibility and is able to influence individuals inside and outside own group and earns their respect
  • Critical Evaluation
    • Identify patterns in data and raise relevant issue in collaboration with departmental/organizational level leadership
    • Defines, captures and monitors HR metrics

Criteria for the Distinguished Strategic Business Partner Award

The Distinguished Strategic Business Partner will typically be an experienced generalist or specialist with a minimum of five years of HR experience with responsibilities such as, but not limited to, developing and leading implementation plans, analyzing business information, functioning as organizational leader and designer of HR strategy. The nomination information should provide evidence that the HR professional demonstrates the following competencies:

  • Leadership & Navigation
    • Drives alignment and buy-in at all levels in the various units across the organization
    • Champions behaviors that inspire cohesiveness and move the organization to reach a vision
  • Business Acumen
    • Develops HR business strategies to drive key business results
    • Participates in creating organizational strategy; shows how own function contributes to results
    • Demonstrates mastery of business process improvements; has a key role in setting strategy and best practices for business process improvement; focus on accountability and outcomes.
  • Ethical Practice
    • Creates mechanisms that encourage attention to ethical issues in all business activities
    • Withstand political pressures when implementing and enforcing policies and procedures ensuring ethical practice
  • Relationship Management/Communicating for Effective Relationships
    • Coaches others in the value, issues, and methods of collaborative partnerships.
    • Establishes and maintains credibility and is able to influence individuals inside and outside own group and earns their respect.
  • Critical Evaluation
    • Demonstrates knowledge of advance analytical techniques used to interpret data and facilitate effective recommendations
    • Uses HR metrics to measure effectiveness and promote a culture of continuous improvement

Timeline

Deadline for submitting nominations is January 27, 2017. Award winners will be announced at the Campus HR Conference to be held on March 9, 2017 at the Coralville Marriott Hotel and Conference Center. To nominate a deserving HR professional, please complete a Nomination Form (An online workflow form in Employee Self-Service).

HR Leadership Award Nomination

Access the Nomination Form below. (An online workflow form in Employee Self-Service)