Job Description

Lead HR operations and serve as a strategic HR business partner within the Department of Pediatrics, providing consultative support on workforce issues and employee engagement initiatives. This role will encompass strategic partnership with departmental leadership, ensuring alignment of HR strategies with departmental operational and strategic objectives. This includes advising on human resource management, policies, procedures, and other core areas of HR along with navigating the system to help support the department in achieving the mission and strategic priorities.


The pediatrics department comprises the medical staff of University of Iowa Health Care Stead Family Children's Hospital, Iowa's only nationally ranked children's hospital and home to the state's only Level 4 NICU and Level 1 Regional Resource Pediatric Trauma Center. The department boasts a strong research portfolio and multiple medical training programs. For its 2024-25 edition of "Best Children's Hospitals," U.S. News & World Report ranked Stead Family Children's Hospital in nine pediatric specialties. We are home to the Hawkeye Wave, voted the best college sports tradition by USA Today readers, where 70,000 football fans wave to our patients and providers every game day. You will never feel as much community support as you do at Iowa. Come wave with us!

Strategic Planning

Actively engage as a member of the departmental leadership team and participate in establishing and accomplishing strategic goals and initiatives. Proactively seek to understand designated departmental strategic plan and act as a resource/partner to meet the human resource needs of the department(s). Seek guidance, advocate, and provide specific departmental recommendations to HR leadership. Develop and implement new programs and initiatives for department(s) as needed. Collaborate with departmental leadership to establish effective onboarding plans and ensure new providers reach productivity milestones. Facilitate development and implementation of new onboarding and orientation tools, including onboarding plans for new faculty and individual professional practice evaluations for advanced practice providers. Provide guidance and recommendations to department leaders with regard to staffing levels and strategic workforce planning models; coordinate communication between divisions, as needed, to ensure all appropriate leadership is engaged. Actively engage in budgeting and salary setting process. Ensure funding and staffing aligns with department budgets and strategic direction of department(s). May monitor funds used for recruitments.

Advising / Communication

Review and analyze effectiveness of existing policies and practices and benchmark against best practices. Partner with leadership to develop communication plans and strategies on a wide variety of topics, such as organizational changes and implementation of new policies. Lead and facilitate workgroups to solicit feedback and input through the development of policies. Facilitate review and training of new policies with administrative team members. Routinely present HR updates and information to faculty and staff. Respond to questions and inquiries.

Talent Management & Engagement

In collaboration with leadership, develop staffing and engagement strategies for multiple departments, including a large, complex department. Review investigations and recommend outcome. Support management through implementation of corrective action. Provide coaching and feedback to supervisors and employees. Hire, develop and manage performance of HR and administrative staff who support assigned departments. Provide coaching and mentoring, identify training opportunities and pursue career development for staff. Coordinate with HR Leadership within Health Care to develop training and development solutions for supervisors. Initiate and facilitate staff appreciation events, including annual staff appreciation event and administrative professionals days. May participate in the recruitment and mentoring of HR Representatives within Health Care.

HR Program & Administration

Coordinate, plan and direct HR operations in support of multiple departments, including a large, complex department. Collaborate with department leadership, HR leadership, and HR centers of excellence to ensure operational and business needs are met and adherence to best practice and policies. Collaborate with departmental leadership to execute the departmental strategic goals and initiatives. Engage in weekly meetings and ensure HR administration and operations aligns with operational and financial strategies, including organizational structure and reporting relationships and appropriate use of various funds. Ensure knowledge and understanding of financial strategies within the Department. Serve as Department approver for HR transactions for multiple departments, including a large complex department. Provide administrative supervision of multiple HR professionals and administrative team members. Participate in Health Care HR initiatives and committees. Collaborate with Executive Leadership Team to ensure alignment of staffing strategies with departmental strategic goals and initiatives. Participate on collaborative HR committees; collaborate with HR leadership and HR Reps to develop tools and resources available for broad use. Actively participate and provide input regarding the development of training for HR staff across the Health Care enterprise.

Compliance with Policies, Laws & Regulations

Use in-depth knowledge of multiple areas of compliance and regulation specific to professional or technical requirements to assure compliance in department(s). Develop and lead implementation of new policies and procedures to meet strategic and operational goals and initiatives.
Hold individuals within department(s) accountable for compliance completion.

Pay Level: 6A

Professional and Scientific Pay Structures | University Human Resources - The University of Iowa (uiowa.edu)

Required Qualifications:

A Master's degree in Human Resources Management or Business Administration or related field, or an equivalent combination of education and experience. Five to seven years of progressively responsible experience in human resources. Demonstrated ability to manage multiple and sometimes competing priorities. Demonstrated ability to influence employees/leaders at all levels to drive outcomes. Proven team player with excellent interpersonal communication and organizational skills. Professional job-related experience fostering or promoting a welcoming and respectful work/academic environment. Demonstrated proficiency with Microsoft Office and computer software applications. Knowledge of state and federal regulations affecting human resources.

Desired Qualifications:

Professional certification in human resources. Prior experience as an HR Business Partner, preferably within a medical center or similar healthcare environment.

Position and Application Details:

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

Resume Cover Letter

Job openings are posted for a minimum of 7 calendar days. This job may be removed from posting and filled any time after the minimum posting period has ended. Successful candidates will be required to self-disclose any conviction history and will be subject to a criminal background check. This position is not eligible for University sponsorship for employment authorization.


Please contact michael-lynch-2@uiowa.edu with any questions.