University Classification: Human Resources Coordinator
Job Code: PGA2
Pay Level: 3B
Position #: New
Org/Dept/Sub-dept #: 04-0200
Position Reports to: Wendy Loney
Position # 00110892

Position Specific Summary:

The Office of the Vice President for Research seeks a Human Resources professional to provide human resources support to the units under the Office of the Vice President for Research (OVPR).

Services include but are not limited to: Supporting operational HR management, employee relations, compensation and management of employee leave and records, and overseeing HR transactions. Position will also assist with recruiting as needed. May serve as HR unit representative for individual units within OVPR.

There are opportunities for professional development and training for potential career advancement to achieve HR career goals.

Remote, hybrid, or on-campus work arrangements may be considered.

Key Areas of Responsibilities and Specific Job Tasks

Classification
Key Areas of Responsibility

Specific Job Duties and Tasks

Strategic Planning

· Assist with implementation of HR practices/policies and programs within OVPR.

· May assist with promoting, advocating and communicating changes within a unit.

· Participate in HR strategic planning.

Advising / Communication

· Advise on human resource regulations, practices, policies and procedures; makes decisions and resolves issues within established guidelines or directs to the appropriate resource.

· Distribute appropriate communication materials to employees and leadership within OVPR units.

· Support and communicate HR updates and initiatives to departmental staff and leadership.

· May serve as HR unit representative for individual units within OVPR.

Talent Management and Engagement

· May assist supervisors and employees with performance management tools and resources.

· Initiate and support recruitment and onboarding process.

· Assist in coordination of reward and recognition programs. May assist with employee engagement initiatives and surveys.

HR Program Administration and Operations

· Gather and prepare HR data as directed.

· Support implementation of HR initiatives.

· Initiate and approve HR transactions.

· Maintain confidential personnel records and reports.

· Audit standard reports to assure completeness and accuracy of information.

· Gather and disseminate information and provide support for implementation of various HR initiatives as directed.

· Ensures approved processes are followed; resolves problems using prescribed remedies; explains routine operations/processes to staff; produces reports; may provide supervision of staff.

· Respond to questions from employees, supervisors and others that require independent judgement.

Compliance with Policies, Laws and Regulations

· Generate and distribute reports; gather information and monitor compliance requirements as directed.

· Review reports, track results and make recommendations.

· Record and document outcomes.

· Supports organizational compliance activities.

· Tracks compliance/training requirements.

Universal Competencies

Collaboration/Positive Impact

Ability to work with a variety of individuals and groups in a constructive and civil manner and utilize existing resources and learning to achieve or exceed desired outcomes of current and future organizational goals/needs.

Diversity, Equity and Inclusion

Ability to work with a variety of individuals and groups in a constructive and respectful manner while appreciating the unique contribution of an inclusive workforce that brings together the talents of people across multiple identities, including: race, creed, color, religion, national origins, age, sex, pregnancy, disability, veteran or military status, sexual orientation, gender identity, or associational preferences.

Service Excellence/Customer Focus

Ability to meet or exceed customer service needs and expectations and provide excellent service in a direct or indirect manner. Ability to effectively transmit and interpret information through appropriate communication with internal and external customers.

Technical Competencies

Conflict Management

(Working)

· Uses active listening skills and probing techniques to understand cause of a conflict.

· Facilitates reconciliation rather than divisiveness among individuals.

· Uses a specific methodology for conflict resolution.

· Under guidance, appropriately confronts others to get issues out in the open.

· Identifies and maximizes areas of agreement in order to mitigate tensions.

Employee Relations

(Extensive)

· Guides unit leaders on which approach to employee relations/labor relations to use based upon specific situations.

· Monitors employee relations benchmarks such as satisfaction, retention or turnover.

· Evaluates and updates practices for employee grievances, performance or disciplinary actions.

· Advises on employment rights when dealing with employee relations/labor relations issues.

· Manages the proper operation of employee/labor relations functions and services.

· Consults managers on effective employee relations/labor relations practices and strategies.

HR Operations

(Working)

· Implements a specific aspect of day-to-day HR operations according to HR strategies.

· Records all HR data and transactions in Human Resources Information Systems (HRIS).

· Generates and interprets standards and management reports on HR activities.

· Documents routine work flow, resource requirements, dependencies and criticalities.

· Assists training sessions related to HR processes and systems.

HR Planning and Development

(Working)

· Investigates basic HR operational challenges and issues within the organization.

· Aligns the organization's mission, vision, objectives and strategic plans with the operational development of the HR department.

· Plans the operational process for a specific human resources function (e.g., recruiting).

· Adapts the operational process in accordance to new rules and regulations.

· Researches techniques for a sufficient and superior workforce within the organization.

Performance Management

(Working)

· Makes sure performance goals, checkpoints, and feedback focus on behaviors.

· Uses formal and informal rewards and recognition programs for employees.

· Identifies opportunities to enhance performance, e.g., practice assignments, training, shadowing.

· Provides documented input to formal performance review conducted by manager.

· Observes individual performance and provides fair and objective feedback.

Staffing, Hiring, Selection

(Working)

· Represents the organization in a professional manner.

· Plans, conducts, and documents screening interviews.

· Employs competency-based, behavioral selection processes.

· Participates in defining unit staffing requirements.

· Participates in collaborative evaluation of candidates when appropriate.

This description is intended to indicate the kinds of tasks and levels of work difficulty that will be required of positions that will be given this title and shall not be construed as declaring what the specific duties and responsibilities of any particular position shall be. It is not intended to limit or in any way modify the right of any supervisor to assign, direct, and control the work of employees under his or her supervision. The use of a particular expression or illustration describing duties shall not be held to exclude other duties not mentioned that are of similar kind or level of difficulty.

As part of performing the key areas of responsibility and competencies described above, staff members are expected to meet reasonable standards of work quality and quantity, as well as expectations for attendance established by their supervisor. Staff members are also expected to comply with policies governing employee responsibilities and conduct, including those contained in the University Operations Manual.

Proficiency levels are defined as:

Basic Application - Uses basic understanding of the field to perform job duties; may need some guidance on job duties; applies learning to recommend options to address unusual situations.

Working Experience - Successfully completes diverse tasks of the job; applies and enhances knowledge and skill in both usual and unusual issues; needs minimal guidance in addressing unusual situations.

Extensive Experience - Performs without assistance; recognized as a resource to others; able to translate complex nuances to others; able to improve processes; focus on broad issues.

Expert/Leader - Seen as an expert and/or leader; guides, troubleshoots; has strategic focus; applies knowledge and skill across or in leading multiple projects/orgs; demonstrates knowledge of trends in field; leads in developing new processes.

Position Qualifications

Education or Equivalency Required

A Bachelor’s degree in Business, Human Resources, or related field or an equivalent combination of education and experience is required.

Required Qualification

· At least 1-3 years of human resources experience in a professional setting.

· The ability to work with a variety of individuals and groups in a constructive and civil manner and utilize existing resources and learning to achieve or exceed desired outcomes of current and future organizational goals and needs.

· Demonstrated ability to work with a variety of individuals and groups in a constructive and respectful manner while appreciating the unique contribution of an inclusive workforce that brings together the talents of people across multiple identities

· Demonstrated ability to meet or exceed customer service needs and expectations and provide excellent service in a direct or indirect manner.

· Demonstrated ability to effectively transmit and interpret information through appropriate communication with internal and external customers.

· Basic knowledge of state and federal regulations affecting human resources.

· Demonstrated strong written and verbal communication and interpersonal skills with the ability to provide excellent customer service for all employee populations.

· Proficiency with Microsoft Office suite (Word, Excel, PowerPoint).

Highly Desirable Qualification

· PHR or SHRM-CP certification and/or a commitment to the HR field through training and development.

· 3-5 years of human resources experience in a professional setting.

Desirable Qualification

· Prior experience in an academic or higher education setting

· Experience with Oracle Talent Acquisition Cloud or other web-based recruiting systems

· Experience working in an HR information system (HRIS).

See requisition # 21005235 at https://jobs.uiowa.edu

Applicable background checks will be conducted.

The University of Iowa is an equal opportunity/affirmative action employer. All qualified applicants are encouraged to apply and will receive consideration for employment free from discrimination on the basis of race, creed, color, national origin, age, sex, pregnancy, sexual orientation, gender identity, genetic information, religion, associational preference, status as a qualified individual with a disability, or status as a protected veteran.