HR Representatives - Roles and Responsibilities

*Updated 9/16/15

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.    

Responsibilities include:

  • 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; facilitating 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;
    • is  a 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;

Key Competencies: HR Expertise, Influencing, Change Management, Communicating for Effective Relationships, Business Acumen