HR Generalist - Internal Medicine

interprets and applies HR policies, laws, regulations, and best practices while providing consultation and guidance to leadership and employees.

Talent Acquisition, Recruitment & Onboarding

Staff Recruitment

• Provide guidance to hiring managers regarding recruitment, selection, and onboarding best practices.
• Oversee, coordinate, and monitor staff recruitments from requisition through hire.
• Review and make recommendations regarding job descriptions, job postings, interview documentation, selection justifications, and recruitment workflows to ensure compliance with University policies and procedures.
• Ensure reference checks are completed, evaluate references, consult with hiring leaders.
• Ensure credential verification is complete.
• Analyze salary requests, perform salary surveys, and provide compensation recommendations consistent with departmental and University guidelines.
• Consult with hiring managers regarding candidate selection, salary offers, start dates, and employment terms.
• Extend employment offers.
• Coordinating recruitment efforts for postdoctoral scholars and fellows, as well as offer letters and appointment requirements for Graduate Research Assistants.
• Communicate staff recruitment and onboarding updates to divisional administrators and department leadership and ensure key deadlines and requirements are met.
• In partnership with HR Manager, work with hiring managers to understand immediate and future hiring needs.
• Provide periodic review and updates of position descriptions and partner with Compensation and Classification on job documentation and organizational needs.

Faculty Recruitment

• Assists with the recruitment process for faculty, review and make recommendations to job postings, interview ratings and selection summary justifications; review related forms in workflow to ensure compliance with University policies and procedures.
• Understand and apply University policies and procedures related to recruitment waivers; provide advice and recommendations to departmental leadership for faculty recruitment waivers; ensure requisite forms are completed and a business justification is present for submission and approval.
• Serves as first department-level reviewer of faculty offer letters for accuracy and compliance. This includes standard offer letter language, faculty track information, and/or additional offer letter language that may need further review. Escalates questions appropriately.
• Evaluate faculty candidate's ability to acquire necessary licensure within the State of Iowa. Collect information and data, as needed, and prepare related letters of support or other justification.
• Identify potential immigration needs of candidates and work with department Senior HR Specialist to assure appropriate requirements for employment are met within the desired time frame.
• Partner with HR Coordinator to ensure faculty appointments, reappointments, onboarding activities, credentialing, and licensure requirements are facilitated in collaboration with division, department, the Clinical Staff Office, CCOM Faculty Affairs staff, and other institutional partners.
• Maintain faculty recruitment, onboarding, credentialing, licensure, and compliance tracking systems and records.
• Communicate faculty recruitment and onboarding updates to divisional administrators and department leadership and ensure key deadlines and requirements are met.

Faculty and Staff Onboarding

• Coordinate onboarding activities including orientation, I-9 verification/E-Verify completion, badge access requests, parking, employee self-service overview (CQ, direct deposit, tax forms, pay check history), ELMS, performance reviews, key benefit enrollment deadlines, policy review, onboarding checklists, and any other essential first-day/week activities.

Employee Relations, Advising & Communication

• Collaborate with the HR Director to provide consultation and guidance regarding employee relations, policy interpretation, performance management, and workforce issues.
• Coach supervisors and managers in addressing employee performance concerns and workplace issues.
• Conduct workplace investigations and recommend appropriate corrective actions.
• Research, analyze, and recommend solutions to human resource issues and operational challenges.
• Develop and deliver HR communications, training, and resource materials.
• Respond to employee, supervisor, faculty, and administrator inquiries requiring interpretation of policies, procedures, and regulations.
• Oversees FMLA/ADA requests, facilitates appropriate resources and communication, and ensures accuracy with administrative processes.
• Communicate recruitment, onboarding, and compliance updates to divisional administrators and department leadership.
• Mentor HR staff, division administrative staff, and student employees.

HR Operations & Employee Information Management

• Coordinate and initiate HR transactions including appointments, changes in status and terminations.
• Review, edit, and approve HR transactions while serving as a resource for complex HR processes.
• Maintain confidential personnel records and required employment documentation in accordance with University retention requirements.
• Administer and maintain HR systems and databases including Employee Self-Service, ERMA, ELMS, and related systems.
• Generate and analyze standard and ad hoc reports to support operational and strategic decision making.
• Audit HR records and reports to ensure accuracy, completeness, and compliance.
• Maintain recruitment, onboarding, credentialing, compensation, and compliance records and trackers.

Compliance with Policies, Laws & Regulations

• Interpret and guide University policies, collective policies, and applicable federal and state employment laws and regulations.
• Follow general policies and procedures in accordance with University of Iowa College of Medicine and the Department of Internal Medicine.
• Monitor compliance with employment, credentialing, licensure, training, and onboarding requirements.
• Identify compliance risks and recommend corrective actions.
• Generate reports and communicate compliance deficiencies or required actions to leadership.
• Assist with policy development, revision, and implementation as appropriate.

HR Programs, Strategic Planning & Organizational Development

• Assist with the development, implementation, and administration of HR programs and initiatives.
• Analyze workforce and HR data to identify trends, opportunities, and areas for improvement.
• Evaluate existing processes and recommend improvements to increase efficiency and effectiveness.
• May participate in departmental and institutional committees, workgroups, special projects, and strategic workforce planning efforts.

Other

• Attends regular HR faculty non-faculty HR Rep meetings. Responsible for ensuring an understanding of relevant updates, key information, and process changes are appropriately communicated at a department level. Ensure key process deadlines are adhered to.
• May attend department or division leadership meetings as requested.
• Perform other duties as assigned.

EDUCATION REQUIRED

A Bachelor's degree in Human Resources Management or Business Administration or related field, or an equivalent combination of education and experience.

REQUIRED QUALIFICATIONS

• Minimum of three years of progressive human resources experience with responsibility for multiple HR functional areas.
• Knowledge of current human resource principles, practices, policies, and applicable federal and state employment laws and regulations.
• Experience supporting recruitment, onboarding, and employee lifecycle processes.
• Excellent written, verbal, and interpersonal communication skills.
• Strong organizational skills with demonstrated attention to detail and the ability to manage multiple priorities in a high-volume environment.
• Ability to exercise sound judgment, maintain confidentiality, and work independently.
• Proficiency with Microsoft Office applications, including Excel, Power Point, and HR information systems.
• Demonstrated ability to work effectively with faculty, staff, students, and leaders from various backgrounds and perspectives.

DESIRABLE QUALIFICATIONS

• Experience working in a hospital, academic medical center, or higher education environment.
• Experience supporting faculty recruitment, appointments, credentialing, and onboarding.
• Experience conducting investigations and recommending corrective or disciplinary actions.
• Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP).
• Experience managing multiple projects and implementing process improvements.
• Master's degree in Human Resources Management, Business Administration, or a related field.

Position and Application Details:

In order to be considered for an interview, applicants must upload the following documents and mark them as a "Relevant File" to the submission:

• Resume
• Cover Letter

Job openings are posted for a minimum of 7 calendar days and may be removed from posting and filled any time after the original posting period has ended.

Successful candidates will be required to self-disclose any conviction history and will be subject to a criminal background check and credential/education verification. Up to 5 professional references will be requested at a later step in the recruitment process.

For additional questions, please contact kaila-boothroy@uiowa.edu.

Additional Information

• Classification Title: HR Generalist
• Appointment Type: Professional and Scientific
• Schedule: Full-time
• Work Modality Options: On Campus

Compensation

• Pay Level: 4A

Contact Information

• Organization: Healthcare
• Contact Name: Kaila Boothroy
• Contact Email: kaila-boothroy@uiowa.edu

The University of Iowa is an equal opportunity employer. All qualified applicants are encouraged to apply and will receive consideration for employment free from discrimination on the basis of race, creed, color, religion, national origin, age, sex, pregnancy (including childbirth and related conditions), disability, genetic information, status as a U.S. veteran, service in the U.S. military, sexual orientation, or associational preferences.