HR Director - UI Health Care

📍 Job Overview

Job Title: HR Director - UI Health Care

Company: University of Iowa

Location: Iowa City, Iowa, United States

Job Type: Full-time, Regular

Category: Human Resources / Operations Management

Date Posted: February 10, 2026

Experience Level: 5-10 years

Remote Status: On-site

🚀 Role Summary

• Leads HR operations and provides strategic consultative support to operational leaders across Facilities, Supply Chain, and Support Services departments.

• Serves as a key partner to clinical and operational leadership, ensuring HR strategies effectively support departmental objectives and drive a positive work environment.

• Responsible for strategic planning, policy development, talent management, and ensuring compliance with HR regulations within a medical center context.

• Drives organizational transformation initiatives and advises on workforce planning, employee engagement, and leadership competency development.

📝 Enhancement Note: This role is distinctly focused on HR operations within a complex healthcare environment (UI Health Care). While not a traditional Revenue Operations or Sales Operations role, the emphasis on operational leaders, strategic planning, process alignment, and driving departmental objectives through HR functions aligns with the operational and strategic aspects of GTM-focused operations roles. The "Director" title and the scope of responsibilities suggest a significant level of autonomy and strategic impact, requiring a candidate who can manage complex stakeholder relationships and drive change.

📈 Primary Responsibilities

• Develop and implement HR strategies and initiatives aligned with the strategic goals of UI Health Care, focusing on operational departments like Facilities, Supply Chain, and Support Services.

• Provide expert consultative support and guidance to operational and clinical leaders on all aspects of human resource management, including employee relations, talent acquisition, performance management, and compensation.

• Lead strategic workforce planning, including staffing levels, onboarding effectiveness, and productivity milestone achievement for new staff.

• Drive organizational transformation initiatives, acting as a change leader and recommending strategies to senior HR leadership to enhance operational efficiency and employee engagement.

• Review, analyze, and benchmark HR policies and practices against best practices, with a specific focus on the unique demands of a medical center environment.

• Collaborate with Talent Acquisition and other HR functions within Health Care to ensure seamless delivery of HR services and resources.

• Oversee HR operations for multiple departments, ensuring adherence to best practices, company policies, and relevant federal and state regulations.

• Manage and develop HR and administrative staff supporting assigned departments, fostering a high-performing team environment.

• Facilitate development and implementation of effective onboarding, orientation, and supervisor training programs.

• Lead investigations and provide recommendations for outcomes, supporting management through corrective action implementation.

📝 Enhancement Note: The responsibilities heavily emphasize strategic partnership with operational and clinical leaders, workforce planning, and driving organizational change within a healthcare setting. This requires a candidate with strong consultative skills, a deep understanding of HR strategy's impact on operational efficiency, and the ability to navigate complex organizational structures common in large healthcare systems. The focus on "medical center-specific needs" and "operational leaders" indicates a need for practical, results-oriented HR solutions.

🎓 Skills & Qualifications

Education:

• Master’s degree in Human Resources Management, Business Administration, or a related field.

Experience:

• Minimum of 5 to 7 years of progressive human resources experience, encompassing a full range of HR responsibilities and functions.

• Proven experience directly supervising HR and administrative staff.

• Demonstrated experience fostering a welcoming, respectful, and inclusive work environment.

Required Skills:

• Strategic HR Planning & Execution: Ability to align HR initiatives with overarching business and operational objectives.

• Workforce Planning & Analytics: Proficiency in developing staffing models, analyzing workforce needs, and forecasting future requirements.

• Employee Relations & Engagement: Strong skills in resolving complex employee issues, driving engagement strategies, and fostering a positive work culture.

• Organizational Development & Change Management: Experience leading transformational initiatives, coaching leaders through change, and implementing new programs.

• Policy Development & Compliance: In-depth knowledge of federal and state HR regulations, and the ability to develop and implement compliant policies and procedures.

• Stakeholder Management & Consultation: Exceptional ability to build relationships and provide consultative advice to leaders at all levels, including clinical and operational stakeholders.

• Leadership & Team Management: Proven ability to supervise, mentor, and develop HR professionals and administrative staff.

• Proficiency in HRIS/HRM Systems & Microsoft Office Suite: Demonstrated ability to utilize HR technology and standard office productivity software effectively.

Preferred Skills:

• Professional HR Certification: PHR, SPHR, or SHRM-CP/SCP certification.

• HR Business Partner Experience: Prior experience as an HR Business Partner, particularly within a medical center or healthcare environment.

• Healthcare Operations Acumen: Familiarity with the operational dynamics and specific HR challenges within a healthcare system.

📝 Enhancement Note: The requirements highlight a blend of strategic HR leadership and operational execution. The emphasis on "progressive experience" and "full range of responsibilities" suggests a comprehensive understanding of HR's strategic impact. The preference for healthcare experience and certifications indicates a desire for specialized knowledge and validated expertise.

📊 Process & Systems Portfolio Requirements

Portfolio Essentials:

• Case Studies in HR Strategy Implementation: Demonstrate through case studies how you have developed and executed HR strategies that directly supported operational goals in areas like workforce planning, employee engagement, or organizational change.

• Process Optimization Examples: Provide examples of HR processes you have reviewed, analyzed, and optimized for efficiency and effectiveness, particularly within complex environments.

• Talent Management & Development Initiatives: Showcase initiatives you've led or contributed to in areas such as onboarding, succession planning, performance management, or leadership development, highlighting measurable outcomes.

• Compliance & Policy Implementation: Illustrate how you have ensured compliance with HR regulations and successfully implemented new policies or procedures, addressing potential stakeholder concerns.

Process Documentation:

• Workflow Design & Enhancement: Document the design or redesign of HR workflows (e.g., onboarding, employee relations investigations, talent acquisition processes) and explain the rationale and impact of these changes.

• Implementation & Automation Strategies: Detail strategies used to implement new HR programs or automate HR processes, focusing on change management and user adoption within operational departments.

• Performance Measurement & Analysis: Outline how you have tracked and analyzed the performance of HR initiatives and processes, using data to drive continuous improvement and demonstrate ROI.

📝 Enhancement Note: While this role is HR-focused, the need to support "operational leaders" and drive "operational objectives" implies that a strong candidate will be able to articulate their HR contributions through the lens of operational efficiency, process improvement, and measurable business impact. A portfolio showcasing strategic HR projects with clear, quantifiable results will be highly advantageous.

💵 Compensation & Benefits

Salary Range:

• Based on the provided Pay Level 6A and the University of Iowa's Professional and Scientific Pay Structures, the estimated annual salary range for this HR Director position in Iowa City, Iowa, is approximately $100,000 - $140,000.

Benefits:

• Comprehensive Health Insurance: Medical, dental, and vision coverage options.

• Retirement Savings Plan: University-sponsored retirement plans (e.g., IPERS or TIAA) with potential employer contributions.

• Paid Time Off: Generous vacation, sick leave, and holiday pay.

• Professional Development: Opportunities for training, certifications (e.g., PHR, SPHR, SHRM), conferences, and tuition assistance.

• Life Insurance and Disability Coverage: Standard employer-provided insurance benefits.

• Employee Assistance Program (EAP): Support services for personal and work-related challenges.

• Access to University Resources: Opportunities to leverage university facilities and wellness programs.

Working Hours:

• Standard full-time hours are typically 40 hours per week.

• Given the Director level and the demanding nature of healthcare HR, some flexibility and occasional work outside of standard business hours may be required to address urgent operational or employee relations issues.

📝 Enhancement Note: The salary range is an estimation based on the provided pay level and general market data for similar roles in public higher education and healthcare systems. The benefits listed are typical for a large public university and are designed to attract and retain senior talent.

🎯 Team & Company Context

🏢 Company Culture

Industry: Higher Education & Healthcare

Company Size: The University of Iowa is a large public research university with a significant healthcare system (UI Health Care), employing tens of thousands of individuals. This indicates a complex, multi-faceted organizational structure with diverse employee groups and operational needs.

Founded: The University of Iowa was founded in 1847, signifying a long-standing institution with established traditions and a robust infrastructure. UI Health Care has grown significantly over the decades, becoming a major academic medical center.

Team Structure:

• The HR Director will be part of the broader UI Health Care HR team, likely reporting to a senior HR leader (e.g., Associate Vice President for HR, VP for HR).

• This role will oversee a team of HR professionals and administrative staff who support specific operational departments.

Methodology:

• Data-Driven Decision Making: Expect a strong emphasis on using HR data and analytics to inform strategic decisions, measure program effectiveness, and identify areas for improvement.

• Consultative Partnership: The approach to supporting operational leaders will be highly consultative, focusing on understanding their challenges and co-creating solutions.

• Process Optimization: Continuous improvement of HR processes and workflows to enhance efficiency, compliance, and employee experience is a key operational focus.

• Commitment to Inclusion: Fostering a welcoming, respectful, and inclusive work environment is a core value.

Company Website: https://www.uiowa.edu/ and https://uihc.org/

📝 Enhancement Note: The University of Iowa, as a major public institution, likely operates with a culture that values academic excellence, research, patient care, and public service. Within UI Health Care, this translates to a demanding, fast-paced environment where HR plays a critical role in supporting the operational and clinical teams that deliver these services. The organizational size and complexity necessitate strong process management and stakeholder communication skills.

📈 Career & Growth Analysis

Operations Career Level: This position is classified as an HR Director, representing a senior leadership role within the HR function. It requires strategic oversight, team management, and significant influence over HR operations for key service departments within a large healthcare system.

Reporting Structure: The HR Director will report to a senior HR executive within UI Health Care and will directly manage a team of HR professionals and administrative staff. This structure provides a clear line of authority and responsibility, with opportunities for mentorship from higher-level HR leaders.

Operations Impact: This role has a direct and significant impact on the operational effectiveness and efficiency of critical UI Health Care departments. By optimizing workforce planning, enhancing employee engagement, and ensuring effective HR practices, the HR Director contributes to:

• Improved patient care delivery through optimized staffing and employee performance.

• Reduced operational costs via efficient workforce management and compliance adherence.

• Enhanced employee retention and satisfaction, leading to a more stable and productive workforce.

Growth Opportunities:

• Advancement within UI Health Care HR: Potential progression to roles with broader HR scope, such as Associate Vice President for HR or VP for HR within Health Care.

• Specialization: Opportunities to deepen expertise in specific HR domains (e.g., talent management, organizational development) or healthcare HR strategy.

• Cross-Functional Leadership: Potential to lead larger, more complex HR projects or initiatives impacting the entire university system.

• Professional Development: Continued learning through certifications, conferences, and internal training programs focused on leadership and healthcare HR best practices.

📝 Enhancement Note: This role offers a significant opportunity for career growth within a large, reputable academic medical center. The scope of responsibility and the direct impact on operational units provide a strong foundation for future leadership roles in HR or broader organizational leadership.

🌐 Work Environment

Office Type: This is an on-site role based in Iowa City, Iowa. The HR Director will likely have a dedicated office space within UI Health Care facilities, which may include administrative buildings or potentially integrated within medical center facilities to facilitate accessibility to operational leaders and staff.

Office Location(s): The primary work location will be within the University of Iowa's main campus and/or UI Health Care facilities in Iowa City, Iowa.

Workspace Context:

• Collaborative Environment: The workspace will foster collaboration with HR colleagues, operational leaders, and clinical staff. Regular meetings, site visits to operational departments, and cross-functional team interactions are expected.

• Technology-Rich: Access to standard office technology, HR information systems (HRIS), and communication platforms will be provided.

• Dynamic Pace: The healthcare environment is inherently fast-paced and demanding. The HR Director must be adaptable and responsive to evolving needs and urgent issues.

Work Schedule:

• The standard work schedule is 40 hours per week.

• Flexibility is essential, as critical HR issues, employee relations matters, and operational demands can arise outside of traditional business hours. This may include occasional evening or weekend work to address urgent situations or attend key departmental meetings.

📝 Enhancement Note: The on-site nature of this role is critical for building relationships and understanding the operational realities of the departments being supported. The expectation of flexibility underscores the demanding yet rewarding nature of HR leadership within a healthcare system.

📄 Application & Portfolio Review Process

Interview Process: The interview process for a role of this caliber typically involves multiple stages designed to assess strategic thinking, leadership capabilities, and fit within the University of Iowa's culture.

1. Initial Screening: Review of resume and cover letter by HR to assess qualifications against the minimum requirements.

2. Hiring Manager Interview: A detailed discussion with the hiring manager (Michael Lynch) to explore experience, leadership style, and understanding of HR operations in a healthcare context.

3. Panel Interview: A session with key stakeholders, likely including senior HR leaders and operational/clinical directors from the departments being supported. This assesses strategic alignment, consultative skills, and ability to navigate cross-functional relationships.

4. Case Study/Presentation: Candidates may be asked to prepare and present on a relevant HR challenge or strategy, demonstrating problem-solving skills, analytical capabilities, and communication effectiveness.

5. Final Interview: Potentially with higher-level executives or a final confirmation interview.

Portfolio Review Tips:

• Focus on Impact: For each project or initiative presented, clearly articulate the problem, your solution, your role, and the measurable outcomes (e.g., improved retention rates, reduced time-to-fill, increased employee engagement scores, cost savings).

• Demonstrate Strategic Alignment: Show how your HR initiatives directly supported the business objectives of the operational departments or the broader UI Health Care mission.

• Highlight Leadership & Collaboration: Provide examples of how you led teams, influenced stakeholders, and collaborated effectively with operational leaders, clinical staff, and other HR functions.

• Tailor to Healthcare Operations: If possible, include examples that are relevant to the healthcare industry, demonstrating an understanding of its unique challenges and opportunities.

• Showcase Process Improvement: Detail specific HR processes you've analyzed and improved, outlining the methodology and the benefits achieved.

Challenge Preparation:

• Anticipate Strategic HR Questions: Be prepared to discuss your philosophy on workforce planning, talent management, employee engagement, and organizational development within a large, complex healthcare system.

• Prepare for Situational Questions: Think about how you would handle common HR challenges, such as managing difficult employee relations issues, supporting leaders through organizational change, or addressing critical staffing shortages.

• Understand UI Health Care: Research the University of Iowa and UI Health Care's mission, values, strategic priorities, and current initiatives. This will enable you to tailor your responses and demonstrate genuine interest.

• Articulate Your Leadership Style: Be ready to discuss your approach to leading teams, developing talent, and fostering a positive and productive work environment.

📝 Enhancement Note: The emphasis on a portfolio and case studies suggests that the University of Iowa values demonstrable results and strategic thinking over theoretical knowledge alone. Candidates should be prepared to articulate their contributions with concrete data and examples.

🛠 Tools & Technology Stack

Primary Tools:

• HRIS/HRM System: Proficiency with a comprehensive Human Resources Information System is essential. This could include systems like Workday, SAP HR, Oracle HCM, or a similar enterprise-level platform used by large organizations for employee data management, payroll, benefits administration, and reporting.

• Applicant Tracking System (ATS): Experience with an ATS for managing recruitment processes, candidate pipelines, and hiring workflows.

• Microsoft Office Suite: Advanced proficiency in Word (for policy drafting, communication), Excel (for data analysis, reporting, budgeting), PowerPoint (for presentations to leadership), and Outlook (for communication and calendar management).

Analytics & Reporting:

• HR Analytics Tools: Experience using HR data to generate reports, analyze trends (e.g., turnover, engagement, time-to-hire), and support strategic decision-making. This may involve advanced Excel skills, specialized HR analytics software, or business intelligence tools.

• Data Visualization Tools: Familiarity with tools like Tableau, Power BI, or similar platforms to create dashboards and visually communicate HR metrics and insights to stakeholders.

CRM & Automation:

• While not a direct CRM role, understanding how HR systems integrate with other enterprise systems (e.g., financial systems, operational management tools) is beneficial.

• Workflow Automation Tools: Experience with tools or modules within HRIS that automate routine HR processes, such as onboarding workflows, leave requests, or performance review reminders.

📝 Enhancement Note: While specific tools are not listed, the role's scope within a large university healthcare system implies the use of robust, enterprise-level HR technology. A candidate's ability to leverage HRIS and analytics tools for strategic insights and operational efficiency will be a key differentiator.

👥 Team Culture & Values

Operations Values:

• Excellence in Service: A commitment to providing high-quality HR services that support the mission of UI Health Care and its operational departments.

• Integrity and Accountability: Upholding ethical standards, ensuring compliance, and taking ownership of HR responsibilities.

• Collaboration and Partnership: Working effectively with diverse stakeholders, including operational leaders, clinical staff, and other HR functions, to achieve shared goals.

• Innovation and Continuous Improvement: Seeking new and better ways to deliver HR services, optimize processes, and support organizational effectiveness.

• Inclusivity and Respect: Fostering a work environment where all individuals feel valued, respected, and have opportunities to succeed.

Collaboration Style:

• Proactive and Consultative: Engaging with operational leaders early and often to understand their needs and provide proactive HR solutions.

• Data-Informed: Using data and analytics to support recommendations and drive informed decision-making in collaboration with leadership.

• Cross-Functional Integration: Working seamlessly with other HR specialists (Talent Acquisition, Compensation, etc.) and other university departments to ensure cohesive HR support.

• Feedback-Oriented: Open to receiving and providing constructive feedback to continuously improve HR practices and team performance.

📝 Enhancement Note: The University of Iowa's values, particularly those related to service, integrity, and inclusivity, are likely to be deeply embedded in the culture of UI Health Care. An HR Director must embody these values and translate them into practical HR strategies and actions that support the operational teams.

⚡ Challenges & Growth Opportunities

Challenges:

• Navigating a Large, Complex Organization: Balancing the needs of multiple diverse operational departments (Facilities, Supply Chain, Support Services) within a large university healthcare system requires strong prioritization and stakeholder management.

• Healthcare Industry Dynamics: Adapting HR strategies to the unique demands of the healthcare sector, including regulatory changes, patient care priorities, and specialized workforce needs.

• Driving Change in a Established Institution: Implementing organizational transformation initiatives and new HR programs within a large, established public institution may require significant effort to gain buy-in and manage resistance.

• Balancing Operational Needs with HR Best Practices: Ensuring HR practices support operational efficiency while maintaining compliance, fairness, and employee well-being.

Learning & Development Opportunities:

• Deepening Healthcare HR Expertise: Gaining specialized knowledge in HR challenges unique to academic medical centers and healthcare operations.

• Strategic Leadership Development: Opportunities to hone strategic planning, executive communication, and enterprise-level leadership skills.

• Advanced HR Analytics & Technology: Learning to leverage advanced HR technologies and data analytics for greater strategic impact.

• Mentorship from Senior Leadership: Potential for guidance and career advice from experienced HR executives within the University of Iowa system.

📝 Enhancement Note: This role presents significant challenges related to organizational complexity and the specialized nature of healthcare HR, but these challenges are directly linked to substantial growth opportunities for a dedicated and skilled HR professional.

💡 Interview Preparation

Strategy Questions:

• "Describe your approach to developing HR strategies that align with the operational objectives of departments like Facilities, Supply Chain, and Support Services within a healthcare setting." (Focus on strategic planning, data-driven approaches, and stakeholder alignment.)

• "How would you assess and address workforce planning needs for a large, diverse operational department facing fluctuating demands or critical skill shortages?" (Prepare examples of workforce modeling, forecasting, and talent acquisition/development strategies.)

• "Discuss a time you led an organizational transformation initiative. What were the key challenges, your strategies for managing change, and the ultimate outcomes?" (Highlight change leadership, communication, and influencing skills.)

Company & Culture Questions:

• "What interests you most about the University of Iowa and UI Health Care, and why are you drawn to this particular HR Director role?" (Research the university's mission, values, recent achievements, and the specific challenges/opportunities of UI Health Care.)

• "How do you foster a culture of inclusivity and respect within your HR team and across the departments you support?" (Be ready to discuss diversity initiatives, unconscious bias awareness, and creating equitable HR processes.)

Portfolio Presentation Strategy:

• Structure: Organize your presentation around 2-3 key projects. For each, clearly state the objective, your role, the actions taken, the challenges encountered, and the quantifiable results achieved.

• Data Visualization: Use simple charts or graphs to illustrate key metrics and the impact of your initiatives (e.g., trend lines for engagement scores, bar charts for retention rates, ROI calculations).

• Storytelling: Frame your experiences as compelling narratives that highlight your problem-solving skills, leadership, and ability to drive positive change.

• Relevance: Prioritize examples that demonstrate experience with operational support, strategic HR planning, and managing complex stakeholder relationships, similar to the requirements of this role.

📝 Enhancement Note: The interview process will likely assess not only HR expertise but also strategic business acumen and the ability to operate effectively within a large, mission-driven healthcare organization. Candidates should be prepared to demonstrate how their HR leadership directly contributes to operational success and patient care.

📌 Application Steps

To apply for this HR Director position:

• Submit your application through the provided link on the UI Talent Acquisition portal.

• Resume Customization: Tailor your resume to highlight your progressive HR experience (5-7+ years), staff supervision, strategic planning, workforce management, and experience in complex or healthcare environments. Quantify achievements wherever possible.

• Cover Letter Crafting: Write a compelling cover letter that specifically addresses how your skills and experience align with the responsibilities of this HR Director role at UI Health Care. Emphasize your understanding of supporting operational leaders and driving HR initiatives within a healthcare context.

• Portfolio Preparation: Gather documentation (case studies, project summaries, performance metrics) that showcases your impact in areas like strategic HR planning, process improvement, talent management, and change leadership. Be ready to present key examples.

• Company Research: Thoroughly research the University of Iowa and UI Health Care—their mission, values, strategic goals, and current challenges. Understand the specific departments this role supports (Facilities, Supply Chain, Support Services) and their operational context.

⚠️ 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.