HR Coordinator - UI Community Clinics

📍 Job Overview

Job Title: HR Coordinator - UI Community Clinics

Company: University of Iowa

Location: Iowa City, Iowa, United States

Job Type: Full-time, Regular

Category: Human Resources Operations

Date Posted: 2026-08-04

Experience Level: Entry to Mid-Level (0-2 years)

Remote Status: Hybrid

🚀 Role Summary

• Supports the operational efficiency of UI Community Clinics by managing a broad range of Human Resources functions, including recruitment, onboarding, and employee relations.

• Acts as a key point of contact for unit leadership and employees, providing essential guidance and executing HR transactions in alignment with university policies and employment law.

• Facilitates the provider credentialing process, ensuring compliance and smooth operations within specialized clinic settings.

• Contributes to strategic HR planning by identifying opportunities for process improvement and efficiency gains within the department.

• Maintains accurate employee information and ensures adherence to HR compliance standards, including those related to FLSA and other regulations.

📝 Enhancement Note: This role is positioned as an HR Coordinator within a healthcare clinic setting, requiring a blend of administrative HR proficiency and a foundational understanding of healthcare-specific HR processes like provider credentialing. The hybrid work model indicates a need for strong self-management and communication skills, common in modern HR operations roles.

📈 Primary Responsibilities

• Coordinate end-to-end recruitment processes for P&S, SEIU, and merit positions, including requisition submission, advertising, applicant screening, interview scheduling, and offer extension.

• Manage the onboarding process for new hires, conducting HR orientations and ensuring all necessary documentation and system entries are completed accurately.

• Facilitate provider credentialing by receiving and tracking re-credentialing forms, ensuring timely completion, and escalating issues to supervisors or leadership as needed.

• Process various HR transactions, such as changes in status, leaves of absence, appointments, and terminations, ensuring compliance with university policies and employment law.

• Provide advisory support to supervisors and managers on HR-related matters, including job design, classification, attendance issues, employee disputes, performance management, and requests for reasonable accommodations.

• Assist in the development and implementation of HR initiatives, such as employee engagement surveys, performance improvement plans, and mediation facilitation.

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

• Conduct exit interviews, debriefing with the HR Director to identify trends and areas for improvement.

• Ensure compliance with state and federal employment laws, university policies, and regulatory requirements by running HR reports and following up on outstanding items.

• Support the HR Specialist with immigration documentation and follow-up processes.

• Monitor and report on training compliance status to supervisors.

• Collaborate with clinic leadership to identify opportunities for system and process improvements, aiming for increased efficiencies and enhanced service delivery.

📝 Enhancement Note: The responsibilities highlight a hands-on role with significant administrative and transactional duties, but also an advisory component for supervisors. The emphasis on recruitment, onboarding, and compliance suggests this role is crucial for maintaining the HR infrastructure that supports clinic operations and staff.

🎓 Skills & Qualifications

Education:

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

• An equivalent combination of education and experience may be considered. Experience:

• Minimum of one year of experience in human resources is required.

• Two or more years of prior experience in multiple HR program areas, including recruitment, performance management, and classification/compensation, is strongly desired. Required Skills:

• Demonstrated excellent verbal and written communication and interpersonal skills for effective stakeholder engagement.

• Strong organizational and analytical skills with a keen attention to detail for managing complex HR processes.

• Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook) for daily tasks and reporting.

• Knowledge of state and federal regulations affecting human resources (e.g., FLSA, ADA).

• Ability to manage HR transactions, including recruitment, onboarding, and employee data maintenance.

• Valid driver's license and ability to meet UI Fleet Safety Standards for potential travel between clinic locations. Preferred Skills:

• Strongly desired experience in employee relations and conducting HR investigations.

• Working knowledge of University of Iowa policies, procedures, and HR systems (e.g., OTAC, Self-Service).

• Experience with provider credentialing processes in a healthcare setting.

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

• Familiarity with SEIU and P&S/Merit employment agreements and processes.

📝 Enhancement Note: The required skills emphasize foundational HR competencies and administrative capabilities, while preferred skills point towards a candidate who can quickly adapt to the specific nuances of the University of Iowa's HR environment and the healthcare sector. The desire for employee relations experience suggests potential for growth in that area.

📊 Process & Systems Portfolio Requirements

Portfolio Essentials:

• Documented experience in managing recruitment lifecycles, showcasing process flow, candidate management strategies, and successful hire outcomes.

• Examples of onboarding process improvements or standardized onboarding materials developed.

• Case studies or project examples demonstrating the implementation of HR policies or procedures, highlighting process adherence and compliance measures.

• Evidence of managing HR transactions, such as status changes, leave requests, or compensation adjustments, with an emphasis on accuracy and efficiency.

• Samples of HR reports generated for compliance, recruitment metrics, or operational analysis. Process Documentation:

• Showcase a structured approach to documenting HR workflows, from initial request to final completion, for key processes like recruitment, onboarding, and offboarding.

• Demonstrate experience in identifying bottlenecks in HR processes and proposing or implementing solutions for improved efficiency and user experience.

• Provide examples of how HR data has been utilized to inform process improvements or strategic decisions.

• Illustrate experience in ensuring and documenting compliance with HR policies, legal requirements, and university regulations.

📝 Enhancement Note: For an HR Coordinator role, a portfolio should focus on demonstrating practical application of HR processes, documentation of workflows, and evidence of managing HR data accurately. The emphasis should be on efficiency, compliance, and clear communication of HR procedures.

💵 Compensation & Benefits

Salary Range:

Based on the provided Pay Grade (PGA2 Level 3B) and the typical salary structures for HR Coordinator roles with 0-2 years of experience in Iowa City, Iowa, a competitive salary range can be estimated. The University of Iowa's compensation system likely aligns with regional benchmarks.

Estimated Salary Range: $45,000 - $60,000 annually.

📝 Enhancement Note: This salary estimate is based on general HR Coordinator roles in a university setting in the Midwest and the "PGA2 Level 3B" pay grade, which suggests an entry-to-mid-level administrative role. Actual compensation will depend on the University of Iowa's specific pay scale, the candidate's qualifications, and internal equity considerations. Further research into University of Iowa's HR compensation bands would refine this estimate.

Benefits:

• Comprehensive fringe benefit package, including:

  • Paid vacation leave
  • Sick leave
  • Health insurance options
  • Dental insurance options
  • Life insurance options
  • Disability insurance options

• Generous employer contributions into retirement plans.

• Access to University of Iowa resources and employee well-being programs. Working Hours:

• Standard full-time schedule, Monday - Friday.

• 40 hours per week.

• This position is eligible for hybrid work (2 days per week from home) after an initial 6-month training period onsite. Hybrid work must be performed within the state of Iowa.

📝 Enhancement Note: The hybrid work arrangement is a significant benefit, offering flexibility after an initial period. The comprehensive benefits package is typical for a large university system and should be attractive to candidates seeking stability and robust support.

🎯 Team & Company Context

🏢 Company Culture

Industry: Healthcare (University Medical Clinics)

Company Size: The University of Iowa is a large public research university with a vast network of employees and departments, including its extensive healthcare system. This implies a large, established organizational structure with diverse employee groups and a strong emphasis on policy and procedure.

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

Team Structure:

• This role supports the UI Community Clinics, which are part of the larger University of Iowa Health Care system.

• The HR Coordinator likely reports to an HR Manager or HR Director within the UI Community Clinics or a centralized HR unit serving these clinics.

• The team structure involves collaboration with clinic leadership (supervisors, managers), other HR professionals (HR Specialists, Recruiters), and potentially central HR functions.

• Cross-functional collaboration is essential, requiring interaction with clinic staff, providers, and administrative teams to facilitate HR processes. Methodology:

• The University of Iowa emphasizes a structured, policy-driven approach to HR operations, ensuring consistency and compliance across its various units.

• Data analysis is used to support HR decision-making, reporting, and strategic planning, particularly in areas like recruitment, performance, and compliance.

• Workflow optimization is a continuous effort, aiming to improve efficiency and service delivery within HR functions.

• Automation is likely utilized where possible, particularly within HRIS systems for transaction processing and data management.

Company Website: https://www.uiowa.edu/ (University of Iowa) and https://medicine.uiowa.edu/ui-hc/ (University of Iowa Health Care)

📝 Enhancement Note: The University of Iowa's culture is characterized by its academic mission, research focus, and commitment to public service, reflected in its large, complex organizational structure and adherence to established policies. For an HR Coordinator, this means operating within a well-defined framework with opportunities to learn about diverse HR functions within a healthcare context.

📈 Career & Growth Analysis

Operations Career Level: This is an entry to mid-level HR Coordinator role. It serves as a foundational position within HR operations, offering exposure to a wide array of HR functions. The role is primarily transactional and administrative but includes advisory responsibilities, providing a stepping stone for further specialization.

Reporting Structure: The HR Coordinator will likely report to an HR Manager or HR Director overseeing the UI Community Clinics. This reporting line provides direct mentorship and oversight in managing HR responsibilities within the assigned units.

Operations Impact: The HR Coordinator plays a vital role in ensuring the smooth functioning of the UI Community Clinics by supporting the employee lifecycle. Efficient recruitment, effective onboarding, and compliant HR practices directly impact staff retention, operational continuity, and the overall quality of patient care provided by the clinics. By managing HR transactions and providing guidance, this role helps leadership focus on strategic goals and patient services.

Growth Opportunities:

• Specialization: Potential to specialize in specific HR areas such as recruitment, employee relations, compensation, or benefits, leveraging experience gained in this broad role.

• Advanced HR Roles: Progression to HR Specialist, HR Generalist, or specific functional roles like Recruiter or Compensation Analyst within the University of Iowa system.

• Leadership Development: Opportunity to take on more complex projects, lead smaller HR initiatives, or mentor new team members, paving the way for future leadership roles.

• Skill Enhancement: Continuous learning through university-provided training, workshops, and exposure to diverse HR challenges within the healthcare sector.

📝 Enhancement Note: This role offers a solid foundation in HR operations with clear pathways for career advancement within a large, stable organization like the University of Iowa. The hybrid work flexibility and comprehensive benefits also contribute to overall job satisfaction and long-term career potential.

🌐 Work Environment

Office Type: The position is primarily office-based, supporting clinic operations from a dedicated HR or administrative office location within the UI Community Clinics. The role is designated as hybrid, allowing for remote work after an initial onsite training period.

Office Location(s):

• Primary work location: Iowa City, Iowa.

• Hybrid work must be performed at a location within the state of Iowa.

• The role may require occasional travel to different clinic sites within the UI Community Clinics network, necessitating a valid driver's license and adherence to UI Fleet Safety Standards. Workspace Context:

• The HR office environment is expected to be professional and collaborative, supporting a team of HR professionals serving various clinic departments.

• Access to standard office equipment, including computers, phones, and printers, is assumed.

• The hybrid arrangement necessitates reliable internet access and a suitable home office setup for remote work days.

• Opportunities for collaboration with clinic staff and leadership will occur both in person and virtually. Work Schedule:

• The standard work schedule is Monday to Friday, 40 hours per week.

• The hybrid component allows for two days of remote work per week after the initial 6-month onsite training period, providing flexibility.

📝 Enhancement Note: The hybrid work model is a key feature of this role, offering a balance between structured office support and remote flexibility. Candidates should be comfortable with a blend of in-person collaboration and independent remote work, with an understanding that initial onboarding and training will be fully onsite.

📄 Application & Portfolio Review Process

Interview Process:

1. Application Review: Initial screening of resumes and cover letters to assess required qualifications. Candidates must clearly address how they meet qualifications in their application materials.

2. Phone Screen: A brief interview with an HR representative or hiring manager to discuss experience, qualifications, and suitability for the role and team.

3. In-Person/Virtual Interview(s): Further interviews, potentially including the hiring manager, other HR team members, and clinic leadership. This stage will delve deeper into behavioral competencies, situational judgment, and technical HR knowledge.

4. Case Study/Skills Assessment (Potential): While not explicitly stated, a practical assessment or case study related to HR scenarios (e.g., recruitment scenario, policy interpretation) may be part of the process.

5. Background Check: Upon successful completion of interviews, a criminal background check will be conducted.

Portfolio Review Tips:

• Tailor to Operations: Focus on showcasing your ability to manage HR processes efficiently and effectively within an operational context, particularly in a healthcare setting.

• Demonstrate Process Management: Include examples of how you've managed recruitment lifecycles, onboarding processes, or HR transactions with a focus on accuracy, timeliness, and compliance.

• Highlight Problem-Solving: Present case studies or examples where you identified an HR challenge, proposed a solution, and implemented it, detailing the process and outcome.

• Quantify Achievements: Whenever possible, use metrics to demonstrate the impact of your work (e.g., reduced time-to-hire, improved onboarding completion rates, successful resolution of employee inquiries).

• Showcase Communication Skills: Your portfolio should reflect strong written communication skills through well-organized documents and clear explanations.

Challenge Preparation:

• Recruitment Scenarios: Be prepared to discuss your approach to sourcing candidates, screening applicants, developing interview questions, and extending offers.

• Policy Interpretation: Anticipate questions about common HR policies (e.g., leave of absence, performance management) and your ability to interpret and apply them.

• Employee Relations: If you have experience, be ready to discuss how you would handle common employee issues or disputes.

• University Systems: Familiarize yourself with common HRIS functionalities and university-specific systems if possible, as proficiency may be assessed.

• Hybrid Work Management: Be prepared to discuss how you manage your time and productivity in a hybrid work environment.

📝 Enhancement Note: The application process emphasizes a thorough review of qualifications, with cover letters and resumes being crucial. The portfolio should be structured to demonstrate practical HR operations skills, with a focus on efficiency, compliance, and problem-solving within a healthcare context.

🛠 Tools & Technology Stack

Primary Tools:

• HRIS/HRMS: Proficiency with university-specific HR systems (e.g., OTAC, Self-Service) for managing employee data, requisitions, and transactions is expected. Familiarity with general HRIS functionalities is key.

• Microsoft Office Suite: Advanced proficiency in Word (document creation, formatting), Excel (data analysis, reporting, spreadsheets), PowerPoint (presentations), and Outlook (communication, scheduling) is essential.

• Applicant Tracking System (ATS): Experience with an ATS (like OTAC mentioned) for managing recruitment processes.

Analytics & Reporting:

• Ability to generate and interpret HR reports from HRIS systems.

• Experience using Excel for data analysis and creating basic reports or dashboards.

• Familiarity with tracking key HR metrics related to recruitment, onboarding, and compliance. CRM & Automation:

• While not a direct CRM role, understanding how HR data flows and how systems interact is important.

• Experience with workflow automation tools or features within HRIS for streamlining HR processes is a plus.

📝 Enhancement Note: While specific proprietary HR systems are mentioned, the core requirement is demonstrated proficiency with standard HR technology and data management tools. The ability to leverage these systems for efficient HR operations and reporting is critical.

👥 Team Culture & Values

Operations Values:

• Welcoming: Fostering an inclusive environment where all employees and patients feel heard and valued. This translates to empathetic interactions and support for all HR inquiries.

• Excellence: Striving for high-quality service delivery in all HR functions, from recruitment to employee support, ensuring accuracy and efficiency.

• Collaboration: Working effectively with clinic leadership, other HR professionals, and staff to achieve shared goals and provide comprehensive HR solutions.

• Accountability: Acting with integrity, taking responsibility for HR processes, and ensuring adherence to policies and regulations.

• Respect: Creating a safe and respectful workplace by treating all individuals with dignity and fairness in all HR interactions and decision-making.

• Empowerment: Supporting employees and managers by providing resources, information, and opportunities for growth, contributing to a positive and productive work environment.

Collaboration Style:

• Cross-Functional Integration: Actively partnering with clinic managers, supervisors, and healthcare providers to understand their HR needs and provide tailored support.

• Process Review Culture: Participating in regular team meetings and discussions to review HR processes, share best practices, and identify areas for improvement.

• Knowledge Sharing: Willingness to share HR knowledge and best practices with colleagues and stakeholders to build a stronger HR function across the clinics.

• Proactive Communication: Maintaining open lines of communication with all stakeholders, providing timely updates, and addressing concerns promptly.

📝 Enhancement Note: The "WE CARE" values are central to the University of Iowa's culture and should guide how an HR Coordinator approaches their daily tasks and interactions. Demonstrating alignment with these values will be key during the interview process.

⚡ Challenges & Growth Opportunities

Challenges:

• Balancing Diverse Needs: Managing HR requests and priorities from various clinics and departments, each with unique operational demands and employee populations.

• Navigating University Policies: Understanding and applying a complex set of university-wide HR policies, procedures, and union agreements (SEIU) accurately.

• Provider Credentialing Complexity: Ensuring timely and accurate completion of credentialing and re-credentialing processes, which can be intricate and time-sensitive in healthcare.

• Hybrid Work Management: Effectively managing workload, communication, and collaboration across both remote and onsite workdays.

• Adapting to Evolving HR Landscape: Staying current with changes in employment law, HR best practices, and university policy updates.

Learning & Development Opportunities:

• HR Specialization: Opportunity to deepen expertise in specific HR domains like talent acquisition, employee relations, or HR compliance through hands-on experience and internal training.

• Healthcare HR Acumen: Gaining specialized knowledge in HR practices specific to the healthcare industry, including provider credentialing and healthcare regulations.

• University Systems Training: Becoming proficient in the University of Iowa's HRIS and other administrative systems, which are valuable transferable skills.

• Professional Development: Access to workshops, seminars, and potentially tuition assistance for further education or certifications (e.g., SHRM-CP/SCP) offered by the university.

• Mentorship: Learning from experienced HR professionals within the University of Iowa Health Care system.

📝 Enhancement Note: This role presents opportunities to tackle diverse HR challenges within a large, structured organization, particularly in the unique context of healthcare. The growth potential is significant for someone looking to build a comprehensive HR career.

💡 Interview Preparation

Strategy Questions:

• "Describe your experience managing a recruitment process from job posting to offer extension. What steps do you take to ensure a positive candidate experience?"

• "How do you prioritize HR tasks when faced with multiple urgent requests from different departments?"

• "Walk me through your process for onboarding a new employee, ensuring all necessary HR steps are completed."

• "How do you ensure compliance with HR policies and regulations in your daily work?"

• "Describe a time you had to advise a supervisor on an HR-related issue, such as performance management or employee disputes."

• "What is your approach to managing HR responsibilities in a hybrid work environment?" Company & Culture Questions:

• "What do you know about the University of Iowa and its mission, particularly within healthcare?"

• "How do the 'WE CARE' values align with your personal and professional approach to HR?"

• "Describe your experience working within a large, structured organization or university system."

• "How do you foster collaboration with diverse stakeholders, such as clinic leaders and frontline staff?" Portfolio Presentation Strategy:

• Structure: Organize your portfolio by key HR functions (Recruitment, Onboarding, Employee Relations, Compliance) or by specific projects.

• Process Focus: For each example, clearly outline the process you followed, your role, the tools/systems used, and the outcome.

• Metrics: Quantify your achievements whenever possible (e.g., "Reduced time-to-fill by 15%," "Successfully onboarded 50+ employees last quarter").

• Compliance Emphasis: Highlight instances where you ensured adherence to policies or regulations.

• Conciseness: Be prepared to present key aspects of your portfolio succinctly, focusing on demonstrating relevant skills and impact.

📝 Enhancement Note: Interview preparation should focus on demonstrating a strong understanding of core HR processes, a commitment to compliance and efficiency, and an alignment with the University of Iowa's values. Be ready to provide specific examples from your experience.

📌 Application Steps

To apply for this HR Coordinator position:

• Submit your application through the University of Iowa's Taleo career portal at https://uiowa.taleo.net/careersection/2b/jobdetail.ftl?job=26004464&lang=en.

• Craft a compelling cover letter that specifically addresses how your skills and experience meet the required and desired qualifications listed in the job description. Highlight your HR experience, particularly in recruitment, onboarding, and compliance.

• Optimize your resume to emphasize keywords and responsibilities relevant to HR coordination, talent management, and administrative support within a university or healthcare setting. Quantify achievements where possible.

• Prepare to discuss your experience with HR systems, Microsoft Office, and your approach to managing HR processes efficiently and compliantly.

• Research the University of Iowa Health Care system and the UI Community Clinics to understand their mission, values, and operational context. Be ready to articulate how you can contribute to their goals.

⚠️ 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.