HR Associate - UI Community Clinics

📍 Job Overview

Job Title: HR Associate - UI Community Clinics

Company: University of Iowa

Location: Iowa City, Iowa, United States

Job Type: Full-time, Regular

Category: Human Resources Operations

Date Posted: 2026-06-01T17:55:58

Experience Level: 0-2 Years

Remote Status: Hybrid

🚀 Role Summary

• Provides essential operational support for the UI Community Clinics, managing critical HR functions.

• Facilitates the end-to-end recruitment and onboarding process for clinical staff and advanced practice providers.

• Ensures compliance with all relevant HR policies, state, and federal regulations.

• Supports the efficient operation of HR systems and processes within a large healthcare organization.

• Contributes to maintaining accurate and confidential personnel records and HR data.

📝 Enhancement Note: While the title is "HR Associate," the responsibilities indicate a strong focus on operational HR tasks within a healthcare setting, aligning closely with the "Revenue Operations" or "GTM Operations" principles of process efficiency, data integrity, and operational support for business units. The hybrid nature of the role post-training is a key differentiator.

📈 Primary Responsibilities

• Facilitate the full recruitment lifecycle, including posting jobs, screening candidates, coordinating interviews, and extending offers for P&S, SEIU, and merit positions.

• Manage the onboarding process for new hires, including HR orientation, system access coordination (IT, shared folders), and initial HR transaction processing.

• Coordinate credentialing processes for Advanced Practice Providers (APPs), ensuring all necessary documentation and approvals are obtained.

• Process HR transactions for status changes, promotions, terminations, and appointments, ensuring accuracy and compliance.

• Audit timecards for assigned divisions/units, ensuring compliance with FLSA, University policies, and collective bargaining agreements.

• Identify and initiate requests for FMLA leave and manage critical exceptions in the Employee Leave Management System (ELMS).

• Maintain accurate and confidential personnel records and ensure compliance with data privacy regulations.

• Run and analyze payroll reports, addressing any discrepancies or follow-up items.

• Support employee engagement initiatives, including length of service awards, flex pay, and spot award processing.

• Maintain position control charts in collaboration with managers and supervisors.

• Respond to HR-related inquiries from staff and supervisors, providing guidance on HR processes.

• Assist with the implementation and communication of HR policies, practices, and programs within the department.

• Monitor and report on training compliance for staff.

• Ensure compliance with all applicable state and federal HR laws and regulations.

📝 Enhancement Note: The responsibilities clearly outline a blend of transactional HR and operational support, emphasizing process execution and compliance. This role requires a candidate who can manage multiple workflows and ensure data accuracy, which is crucial for any operations function.

🎓 Skills & Qualifications

Education:

• A Bachelor's degree in Human Resources Management, Business Administration, or a closely related field.

Experience:

• Minimum of one (1) year of progressive experience in human resources functions.

• Demonstrated experience working within a large, complex organization is highly desirable.

• Prior experience with high-volume recruitment processes is a significant plus.

Required Skills:

• Recruitment & Onboarding: Proven ability to manage job postings, candidate screening, interview coordination, and onboarding logistics.

• HR Systems & Transactions: Proficiency in processing HR transactions and managing personnel records. Experience with university-specific HR systems (e.g., OTAC, ELMS) is a strong advantage.

• Compliance & Policy Adherence: Solid understanding of HR compliance requirements, including FLSA and FMLA, and the ability to ensure adherence to University policies.

• Communication & Interpersonal Skills: Excellent verbal and written communication skills, with the ability to interact professionally with diverse stakeholders, including candidates, employees, and management.

• Organizational & Analytical Skills: Strong attention to detail, ability to manage multiple priorities, and robust analytical capabilities for reviewing data (e.g., timecards, reports).

• Technical Proficiency: Demonstrated proficiency with Microsoft Office Suite (Word, Excel, Outlook, PowerPoint) and other relevant computer software applications.

Preferred Skills:

• Working knowledge of University of Iowa policies, procedures, and HR systems.

• Experience with credentialing processes for healthcare providers.

• Ability to be organized, flexible, and multi-task in a fast-paced environment.

• Familiarity with employee engagement strategies and initiatives.

• A valid Driver's License and the ability to meet UI Fleet Safety Standards.

📝 Enhancement Note: The required skills blend administrative efficiency with a foundational understanding of HR compliance and operational processes. The emphasis on a large, complex organization and specific HR systems points towards a need for adaptability and process-driven execution, common in operations roles.

📊 Process & Systems Portfolio Requirements

Portfolio Essentials:

• Process Documentation: Examples of documented HR processes managed, such as recruitment workflows, onboarding checklists, or credentialing steps, demonstrating clarity and efficiency.

• System Utilization Examples: Evidence of how you've used HRIS or other systems to manage data, initiate transactions, or generate reports. Highlight any experience with applicant tracking systems (ATS) or HR payroll systems.

• Compliance Tracking: Documentation or examples of how you've monitored and ensured compliance with policies or regulations (e.g., timecard audits, training compliance).

• Efficiency Improvements: Any instances where you identified an opportunity to improve an HR process, streamline a workflow, or enhance service delivery, along with the outcomes.

Process Documentation:

• Workflow Design: Ability to map out and understand existing HR workflows for recruitment, onboarding, and credentialing to identify bottlenecks.

• System Implementation Support: Experience supporting the implementation or ongoing use of HR systems, including data entry, user support, and basic troubleshooting.

• Metrics & Reporting: Demonstrated ability to gather data, run reports, and present findings related to HR operations (e.g., time to fill, onboarding completion rates).

📝 Enhancement Note: For an HR Associate role with operational focuses, a portfolio should showcase practical application of HR processes, system usage, and problem-solving. Candidates should be prepared to demonstrate how they manage workflows, ensure data accuracy, and contribute to operational efficiency within HR.

💵 Compensation & Benefits

Salary Range:

The University of Iowa typically aligns compensation with established pay grades. For the PGA1 Level 2B pay grade, based on current industry benchmarks for HR Associates in similar roles and locations (Iowa City, IA), a competitive salary range would likely fall between $45,000 - $58,000 annually. This range is an estimate and can vary based on the candidate's specific experience and qualifications.

Benefits:

• Comprehensive Health Coverage: Includes health, dental, and life insurance options.

• Disability Insurance: Provides financial protection in case of long-term disability.

• Retirement Planning: Generous employer contributions to retirement plans, supporting long-term financial security.

• Paid Time Off: Includes paid vacation and sick leave, promoting work-life balance and well-being.

• Professional Development: Opportunities for growth within a large academic medical institution.

• Hybrid Work Arrangement: Eligible for hybrid work (2 days remote) after successful completion of initial training, offering increased flexibility.

Working Hours:

Standard full-time hours, typically 40 hours per week, Monday through Friday. Initial orientation will be on-site. Post-training, a hybrid schedule of 2 remote days per week is available, contingent on completing a work arrangement form and adhering to University policies.

📝 Enhancement Note: Salary estimation is based on a Level 2B pay grade and typical HR Associate roles in the Iowa City area, considering the University's compensation structure. The benefits package is standard for a large public institution and highlights key aspects attractive to operations professionals, such as retirement contributions and work-life balance support.

🎯 Team & Company Context

🏢 Company Culture

Industry: Healthcare (Academic Medical Center / University Clinics)

Company Size: Large (The University of Iowa is a major public research university with a substantial healthcare system and numerous employees).

Founded: The University of Iowa was founded in 1847, indicating a long-standing institution with established operational frameworks and a robust culture.

Team Structure:

• This role is part of the HR team supporting UI Community Clinics, which likely includes a mix of HR specialists (recruiting, compensation, benefits) and generalist HR Associates.

• The HR Associate will report to an HR Manager or Supervisor within the UI Health Care division.

Methodology:

• The University of Iowa Health Care operates with a strong emphasis on data-driven decision-making, process optimization, and adherence to strict compliance standards, especially within a regulated healthcare environment.

• Their "WE CARE" core values (Welcoming, Excellence, Collaboration, Accountability, Respect, Empowerment) guide their operational approach and employee interactions.

Company Website: https://uiowa.taleo.net/careersection/2b/jobdetail.ftl?job=26003412&lang=en (Note: This is the application URL; the main University website is uiowa.edu)

📝 Enhancement Note: The context of a large academic medical center means operations are likely governed by formal policies and procedures. The "WE CARE" values are a significant cultural indicator, suggesting a focus on service, teamwork, and ethical conduct, which are vital for operations roles that support critical business functions.

📈 Career & Growth Analysis

Operations Career Level: This is an entry-level to early-career HR Operations role. It provides foundational experience in core HR processes, system management, and administrative operations within a complex healthcare system. It's an excellent stepping stone for those looking to specialize in HR operations, talent acquisition, or broader GTM/Revenue Operations.

Reporting Structure: The HR Associate will report to an HR Manager or Supervisor, providing direct support to them and collaborating with other HR team members. This structure allows for mentorship and direct guidance on operational best practices.

Operations Impact: While not directly managing revenue, this role significantly impacts operational efficiency and effectiveness by ensuring the clinics are staffed with qualified personnel, onboarding is smooth, and compliance is maintained. This directly supports the clinic's ability to deliver services and maintain its operational capacity, indirectly contributing to revenue generation and patient satisfaction.

Growth Opportunities:

• Specialization: Potential to specialize in areas such as Talent Acquisition, HRIS, Compensation & Benefits, or Compliance.

• Advanced Roles: Progression to HR Generalist, HR Specialist, or an HR Business Partner role within UI Health Care or other departments.

• Skill Development: Deepen expertise in HR systems, recruitment strategies, compliance regulations, and process improvement methodologies through on-the-job training and potential university-sponsored development programs.

• Leadership Potential: With demonstrated success and further experience, opportunities for team lead or supervisory roles within HR operations could emerge.

📝 Enhancement Note: This role offers a structured path for career development within a large institution. The focus on operational HR tasks provides transferable skills valuable in various GTM and Revenue Operations contexts, emphasizing process management and system utilization.

🌐 Work Environment

Office Type: The role is based in the Health Support Services Building in Iowa City, with an initial requirement for on-site work. After a successful training period (6 months), a hybrid schedule will be offered, allowing for 2 remote workdays per week. This hybrid model requires the remote work to be performed within the state of Iowa.

Office Location(s):

• Primary Location: Health Support Services Building, Iowa City, Iowa.

• Remote Work: Must be performed within the state of Iowa.

Workspace Context:

• On-site: The on-site component will involve working within a professional office environment at the Health Support Services Building, likely involving shared office spaces or cubicles.

• Technology: Access to University IT systems, standard office equipment, and likely various HR software platforms.

• Collaboration: Opportunities for in-person collaboration with HR colleagues, clinic management, and potentially other departments. The hybrid model suggests a balance between focused individual work and team interaction.

Work Schedule:

• The standard schedule is Monday to Friday, full-time (40 hours/week).

• Initial training requires full-time on-site presence.

• Post-training, a hybrid arrangement allows for 2 days of remote work per week, requiring a completed work arrangement form and adherence to University policies.

📝 Enhancement Note: The hybrid work arrangement is a significant perk. For operations professionals, this balance between in-office collaboration and remote focus is often ideal for tasks requiring deep concentration and structured workflows. The requirement to work within Iowa for remote days is a key geographical consideration.

📄 Application & Portfolio Review Process

Interview Process:

The University of Iowa typically employs a multi-stage interview process:

1. Application Review: Thorough review of resume and cover letter to assess qualifications against job requirements.

2. Phone Screen: A preliminary interview with an HR representative to discuss experience, career goals, and basic fit.

3. In-Person/Video Interview: This stage often involves meeting with the hiring manager and potentially other key team members. Expect behavioral questions, situational questions, and discussions about your experience with HR processes and systems.

4. Case Study/Skills Assessment (Potential): For operational roles, a short case study or practical exercise related to recruitment coordination, data entry, or policy interpretation might be administered.

5. Final Interview/Offer: Final discussions and potential offer extension.

Portfolio Review Tips:

• Highlight Process Ownership: Showcase examples where you managed a process from start to finish, detailing your role, the steps taken, and the outcome. For this role, focus on recruitment, onboarding, or credentialing processes.

• Quantify Achievements: Whenever possible, use numbers to demonstrate impact. For instance, "Managed recruitment for X positions per month," or "Reduced onboarding time by Y% through process improvements."

• System Proficiency: Include screenshots or descriptions of your experience with HRIS, ATS, or other relevant systems. Explain how you used these tools to improve efficiency or data accuracy.

• Compliance Focus: Present examples of how you ensured compliance with policies or regulations, detailing your methods and the results.

• Tailor to the Role: Emphasize experiences most relevant to healthcare HR operations, such as working in a large organization, handling volume, or understanding healthcare-specific regulations.

Challenge Preparation:

• Recruitment Scenarios: Be prepared to discuss how you would handle a high-volume recruitment period, screen candidates effectively, or coordinate complex interview schedules.

• Onboarding Process: Outline your approach to ensuring a smooth and compliant onboarding experience for new hires.

• Problem-Solving: Anticipate questions about how you would handle a discrepancy in timecards, a compliance issue, or a candidate negotiation.

• System Knowledge: Be ready to discuss your experience with HR systems and your ability to learn new ones quickly.

• University Culture: Research the "WE CARE" values and prepare to discuss how you embody them in your work.

📝 Enhancement Note: The application process emphasizes a cover letter and resume that directly address qualifications. Preparing a portfolio that demonstrates practical HR operations skills, process management, and system usage will be crucial for standing out.

🛠 Tools & Technology Stack

Primary Tools:

• HRIS (Human Resources Information System): Experience with large-scale HRIS platforms is essential. The University of Iowa likely uses a comprehensive system for employee data management, payroll processing, and HR transactions. While not explicitly named, familiarity with systems like Workday, SAP HR, Oracle HCM, or similar enterprise-level solutions would be beneficial.

• Applicant Tracking System (ATS): Experience with ATS platforms for managing recruitment workflows, candidate pipelines, and job postings. Specific systems like Taleo (as indicated by the application portal), Greenhouse, or Workday Recruiting are common.

• Microsoft Office Suite: Advanced proficiency in Word for document creation, Excel for data analysis and reporting (e.g., pivot tables, VLOOKUPs), Outlook for communication and scheduling, and PowerPoint for presentations.

Analytics & Reporting:

• Payroll Reporting Tools: Familiarity with generating and analyzing payroll reports to identify trends, exceptions, and ensure accuracy.

• HR Reporting Modules: Experience utilizing reporting features within HRIS or ATS to track key metrics like time-to-fill, onboarding completion, and compliance rates.

• Data Analysis: Basic data analysis skills to interpret HR data and support operational decision-making.

CRM & Automation:

• Internal University Systems: Awareness of university-specific systems like OTAC (likely an internal recruitment/HR system) and ELMS (Employee Leave Management System) is advantageous.

• Workflow Automation (Basic): While not a primary focus, an understanding of how processes can be automated or streamlined within HR functions is a plus.

📝 Enhancement Note: While specific tools are not listed beyond Microsoft Office and implied university systems, candidates should emphasize their experience with enterprise-level HRIS and ATS platforms. The ability to learn and adapt to new systems is a critical operational skill.

👥 Team Culture & Values

Operations Values:

• Excellence: A drive to perform HR operations with high accuracy, efficiency, and quality, ensuring reliable support for the clinics.

• Accountability: Taking ownership of HR tasks, ensuring deadlines are met, and maintaining the integrity of employee data and processes.

• Collaboration: Working effectively with HR colleagues, clinic managers, IT, and other departments to achieve shared operational goals and support the broader healthcare mission.

• Respect: Treating all employees and candidates with dignity and professionalism, fostering a welcoming and inclusive environment within the HR function.

• Process Orientation: A commitment to following established procedures, identifying areas for process improvement, and ensuring operational consistency.

Collaboration Style:

• Team-Oriented: The role involves working closely with other HR professionals to manage diverse HR functions, sharing workloads and expertise.

• Cross-Functional Partnership: Requires proactive communication and partnership with clinic operational staff, managers, and administrative teams to address staffing and HR needs effectively.

• Service-Focused: A mindset of providing excellent service to both internal stakeholders (employees, managers) and external candidates, ensuring a positive experience.

• Feedback Integration: Openness to receiving and providing constructive feedback to continuously improve HR processes and team performance.

📝 Enhancement Note: The "WE CARE" values are central to the University of Iowa's culture. Candidates should demonstrate how they align with these values in their approach to HR operations, emphasizing teamwork, integrity, and service excellence.

⚡ Challenges & Growth Opportunities

Challenges:

• High Volume & Pace: Managing multiple recruitment cycles, onboarding processes, and HR transactions simultaneously in a fast-paced healthcare environment requires excellent prioritization and time management skills.

• Navigating Complex Policies: Understanding and applying a wide range of University policies, state laws, and federal regulations can be challenging, requiring meticulous attention to detail.

• System Learning Curve: Adapting to and effectively utilizing the University's specific HR systems (HRIS, ATS, etc.) will require a dedicated learning effort.

• Balancing On-site and Remote Work: Successfully transitioning to and managing a hybrid work schedule while maintaining team cohesion and productivity.

Learning & Development Opportunities:

• HR Certifications: Opportunities to pursue certifications such as SHRM-CP or PHR, supported by the University's commitment to employee development.

• Internal Training: Access to internal training programs on HR best practices, specific University policies, and system usage.

• Mentorship: Learning from experienced HR professionals within the UI Health Care system.

• Exposure to Healthcare HR: Gaining specialized knowledge and experience within the unique operational landscape of academic healthcare.

📝 Enhancement Note: This role presents an excellent opportunity to gain hands-on experience in a high-demand field within a stable, reputable organization. The challenges are typical of operational roles and offer significant learning potential.

💡 Interview Preparation

Strategy Questions:

• Operational Efficiency: "Describe a time you identified an inefficiency in an HR process and what steps you took to improve it. What was the outcome?" Focus on process mapping, problem identification, and measurable results.

• Recruitment Coordination: "Walk me through your process for managing a high-volume recruitment cycle for multiple positions simultaneously. How do you ensure candidates have a positive experience?" Emphasize organization, communication, and candidate management.

• Compliance Scenarios: "Imagine you discover a discrepancy in employee timecards that violates FLSA regulations. How would you address this situation?" Focus on policy adherence, problem-solving, and escalation.

Company & Culture Questions:

• "WE CARE" Values: "How have you demonstrated the 'Collaboration' or 'Accountability' value in a previous role?" Prepare specific examples that align with the University's core values.

• Healthcare Context: "What interests you about working in HR within a healthcare setting, specifically at the University of Iowa?" Research UI Health Care's mission and tailor your response.

• Teamwork: "Describe your ideal team environment and how you contribute to a positive team dynamic." Highlight your collaborative approach and willingness to support colleagues.

Portfolio Presentation Strategy:

• Process Walkthrough: Be ready to walk through a specific process you managed (e.g., onboarding) using your portfolio examples, explaining each step and the tools/systems used.

• Data Visualization: If you have examples of reports or dashboards you created, be prepared to explain the key metrics and how they informed decisions or highlighted operational performance.

• STAR Method: Structure your answers to behavioral questions using the STAR method (Situation, Task, Action, Result), using examples from your portfolio.

• Quantifiable Impact: Clearly articulate the impact of your contributions, using metrics and specific achievements.

📝 Enhancement Note: Interview preparation should focus on demonstrating practical HR operations skills, a structured approach to problem-solving, and alignment with the University's values. Be ready to discuss specific examples from your experience that showcase your operational capabilities.

📌 Application Steps

To apply for this operations position:

• Submit your application through the provided link on the University of Iowa's Taleo career portal.

• Craft a compelling cover letter: Tailor it to highlight how your experience directly addresses the required and desirable qualifications, emphasizing your operational HR skills and interest in healthcare.

• Optimize your resume: Ensure it clearly details your HR experience, focusing on responsibilities related to recruitment, onboarding, compliance, and system utilization. Use keywords from the job description.

• Prepare your portfolio: Gather examples of your work that demonstrate process management, system usage, and problem-solving relevant to HR operations. Be ready to discuss these during interviews.

• Research UI Health Care: Familiarize yourself with their mission, services, and the "WE CARE" values to demonstrate your understanding and cultural fit.

⚠️ Important Notice: This enhanced job description includes AI-generated insights and operations industry-standard assumptions. All details should be verified directly with the hiring organization before making application decisions.