Role and Responsibilities
To represent the interests of the University administration* by actively serving as a leader, consultant, resource, and departmental authority on human resource policies, processes, programs, and transactions with support and guidance from collegiate, division and University Human Resources; to support a humane and supportive work environment consistent with the University mission and core values.
*In representing the interests of University administration, HR Unit Representatives cannot be members of a bargaining unit.
Interpret and promote the equitable application of human resource policies and procedures within the department.
Act as a resource to employees for resolving workplace issues, stating clearly to the employee when confidentiality may and may not be maintained, as necessary to address the concern and/or as allowable by policy.
Evaluate and respond to presenting human resource issues and when appropriate consult with collegiate, division and University Human Resources or refer the individual to a campus resource.
Serve as an active communication liaison between University Human Resources and members of the department.
- Communicate HR Unit Representative meeting information and other information received in this role to constituent group each month or more often as needed
Participate as an active partner in process reviews, policy development teams, and other campus improvement efforts initiated by University Human Resources.
Develop a general knowledge of key HR processes in order to provide ongoing advice and guidance on such processes as:
- Performance management
- HR transactions
- Dispute resolution
- Recruitment and retention strategies
- Recognition and reward strategies
Facilitate the development of departmental systems or protocols that ensure the appropriate administration of various University of Iowa policies and procedures such as:
- Classification reviews
- Financial and non-financial rewards and recognition
- ADA accommodations
- Flexible work arrangement implementation and documentation
- Catastrophic leave donations
- Maintenance of personnel records
- Health and safety
- Performance management compliance
Ensure that department rules, policies, practices and programs meet legal/regulatory standards and are in conformance with University of Iowa policies.
Analyze, interpret, and forecast departmental workforce trends taking into consideration budget parameters and report areas of need and concern.
- Vacancy rates
- Turnover rates
- Aging demographics
- Skilled workforce needs
Provide leadership on issues related to organizational culture and values that attract, retain, and motivate quality people, e.g., diversity, civility, and worklife.
Serve as a strategic partner to departmental leaders in relationship to human resource problems or challenges, e.g., policy compliance, reorganization, position elimination, or privatization.
Actively collaborate with Budget Officers and others on issues of mutual interest such as annual budget and salary management, staffing, and strategic management. Evaluate departmental human resource programs and practices to determine their value-added contributions in meeting The University of Iowa mission and strategic plan.
Develop and ensure one’s own Human Resource professional competency and the competency of those who have a direct role in administering Human Resource policy and practice within the department.