HR Manager, Pharmacy

The University of Iowa Health Care, Department of Pharmaceutical Care is seeing a full-time HR Manager to join the team . This position will serve as a strategic business partner and facilitate the effective human resource operations for the Department of Pharmaceutical Care within UI Health Care. The HR Manager will collaborate with HR staff, departmental leadership, Senior HR Director, and other subject matter experts to interpret and apply human resource policies, labor contracts, laws and practices along with developing creative solutions to business issues/challenges.

Position Responsibilities:

Strategic Planning and Program Development Implementation

• Collaborate with departmental leadership on strategic plan and acts as a resource/partner to meet the human resource needs of the department(s).
• Provide information, feedback and specific recommendations to departmental leadership and Senior HR Director.
• Develop and implement programs designed to recruit, retain and engage employees.
• Provides guidance and recommendations to department leaders with staffing levels and strategic workforce planning models, and coordinates/communicates workforce planning between departments.

HR Delivery, Data Integrity & Analysis

• Provide guidance and oversight on HR Transactions and HR metrics.
• Develop systems to assure completeness, compliance, and security of personnel records.
• Monitor and provide oversight of HR data and/or metrics for department(s) and provide recommendations for improvement.
• Utilize Payroll and other HR Information Systems to evaluate hours worked vs. hours paid from an institutional and departmental standpoint.

Consultation & Communication

• Initiate consultations based upon data/trends/issues presented providing expert knowledge designed to improve organizational culture and work life.
• Make decisions on HR and workplace issues that affect the ability to recruit and retain qualified employees.
• Communicate with leaders on issues affecting employee morale and wellbeing.
• Communicates and collaborates with HR Representatives on HR initiatives.
• Identify, share and implement HR best practices within assigned departments as well as throughout the organization.
• Advice, train, and educate departmental faculty, supervisors and staff on departmental, UIHC, CCOM and University HR general operating policies, procedures and hiring processes.

HR Leadership

• Hire, develop and manage the performance of staff; assure staff are compliant with UI policies and procedures.
• Leads and makes recommendations to Senior HR Leader and departmental leaders on all HR matters.
• Lead the development and oversee the implementation of all human resources initiatives and functions including talent acquisition, staff development, salary decisions, leave management, performance management, employee relations and rewards and recognition.
• Provide mentorship and guidance to departmental HR Representatives.
• Lead departmental Human Resources Team

Compliance with Policies, Laws, and Regulations

• Use in-depth knowledge of multiple areas of compliance and regulation specific to professional or technical requirements to assure compliance in department(s).
• Provides oversight and guidance on Joint Commission or other HR related audits.
• Holds individuals within department(s) accountable for compliance completion.
• Adhere to and ensure department compliance to HIPAA and other confidentiality regulations and laws.
• Interpret and ensure compliance with union contracts.
• Coordinate and ensure compliance with Immigration regulations for individuals requiring visas or permission to work. Assist with visa renewal procedures or waivers when appropriate. Coordinate all permanent visa documentation as needed.

Training and Development

• Collaborates with Senior HR Director and Learning & Organizational Development Manager to recommend, develop and facilitate key training in department(s).
• Provide training to departmental supervisors and staff.
• Provide support to Pharmacy Technician Training program including oversight of training program coordinator and ensuring compliance with accreditation standards.

Performance Management & Employee/Labor Relations

• Develop, implement and support programs that are designed to enhance employee and labor relations.
• Consult with supervisors and appropriate HR staff to make recommendations on difficult performance issues.
• Conduct investigations on complex policy or rule violations in collaboration with departmental leadership and supervisor.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Strives to educate and drive consistency in application and interpretation of performance management systems.
• Investigate and respond to employee complaints and grievances.Serve as facilitator for supervisor/employee dispute investigations, corrective and/or disciplinary action plan meetings.
• Oversee the departmental furlough process.

Compensation

• Identify and analyze issues or trends. Take or direct action to resolve.
• Advise department(s) on initial decisions or recommendations for hiring salaries within guidelines and make recommendations on salary equity issues to departmental/collegiate/divisional leadership.
• Review and be involved in all salary requests outside of standard guidelines and all market adjustment proposals.

Talent Acquisition/Onboarding

• Collaborate with department leadership to address recruitment and time-to-hire issues which impact operations.
• Provide guidance to search committees regarding all aspects of the search process including advertising, active recruitment, interviewing and selection decisions.
• Develop and implement best practices in staff talent acquisition processes to enhance the department’s ability to attract a diverse workforce.
• Collaborate with department leadership and supervisors on the Career Development Process for staff.
• Participate in higher level recruitments as necessary.
• May determine, implement, or update orientation protocol for multiple departments or large, complex departments(s).

Administration Support

• Oversee pharmacy administrative services staff who provide support for pharmacy department and leaders. Administrative support team will serve as contact for all customers seeking services from the Department to include in-person visits and phone calls, greeting, and assisting the public, patients, students, faculty and/or staff as needed and provides information in a professional manner.
• Administrative staff assist with scheduling support for pharmacy directors; mail distribution; assisting with patient cash collection process; monitoring fax inbox; submitting printing requisitions and office supply orders.

Supervision Exercised

Functional and/or Administrative supervision exercised over Human Resources and Administrative support staff.

Education Requirements:

• Master’s degree in Business Administration or an equivalent combination of education and experience.
• Registration with Iowa Board of Pharmacy as Pharmacy Support requirement prior to commencement of employment.

Experience Requirements:

• Minimum 5 years progressive human resources experience as a generalist or in multiple specialties.
• Demonstrated excellent verbal and written communication and interpersonal skills while maintaining confidentiality standards.
• Demonstrated proficiency with Microsoft Office and computer software applications.
• Understanding of the necessity and value of accuracy and attention to detail; ability to process information with high levels of accuracy, as demonstrated at a working proficiency level.
• Demonstrated commitment for customer service excellence with respect to treating and caring for customers.
• Demonstrated ability to work independently to complete multiple projects and meet deadlines simultaneously.

Desired Qualifications:

• Prior work experience in human resources.
• Prior experience work in a hospital and/or academic medical setting.
• Knowledge of state and federal regulations affecting human resources.
• Knowledge of University policies and procedures.
• Knowledge of University HR systems.

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 14 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 Jenna Lueth at jenna-lueth@uiowa.edu

Additional Information

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

Compensation

• Pay Level: 5A

Contact Information

• Organization: Healthcare
• Contact Name: Jenna Lueth
• Contact Email: jenna-lueth@uiowa.edu