Human Resources plays a critical role as a strategic partner to colleges and units in delivering their core missions of teaching, research and service. The effectiveness of Human Resources as a strategic partner is being improved through strengthened reporting relationships, full-time dedicated HR professionals, and development of HR specialists where appropriate.
The redesign of Human Resources
- Focuses on having the right person in the right classification with the right responsibilities
- Improving the efficiency and effectiveness of processes resulting in improved services for faculty and staff
- Enables full-time Human Resources professionals to fill a more strategic role in supporting the core mission of their college/division
Implementation timeline: 2015 – 2017
Human Resources Success Stories
TIER leaders from the University of Iowa and the Iowa Board of Regents will visit with their Big Ten colleagues this week to lead a discussion about best practices in operational efficiency.
The Efficiency Conference, organized through the Committee on Institutional Cooperation (CIC), will share innovative approaches, identify best practices to streamline processes, and identify opportunities to increase operational efficiency and drive cost savings.
Human Resources News
As of Feb. 12, HR01 has been completed in the College of Pharmacy, Division of Continuing Education, University of Iowa Libraries, ITS, and the State Hygienic Laboratory.
Division of Vice President of Research and Economic Development and the Oakdale campus
The guidelines for employee movement into the Finance Shared Services structure have been finalized, allowing the project planning to resume for this...
As the University of Iowa moves forward with the Board of Regents’ TIER (Transparent Inclusive Efficiency Review) project, the UI TIER leadership team is committed to keeping the campus informed on the latest developments in connection with the initiative.
Here are the latest developments on the UI’s academic and business cases…
Human Resources FAQs
What will be the impact on administrative support staff who perform HR transactions?
The role of administrative support staff may look the same or may change dependent upon the needs of their specific organization. These staff members are not required to be classified in a HR job classification.
EMPLOYEES WILL ---NOT--- LOSE THEIR JOB
There may be a realignment of job duties and reporting structures, but employees will not lose their job.
EMPLOYEES WILL ---NOT--- HAVE THEIR PAY REDUCED.
It's that simple. Pay will not be decreased.
Will TIER create any savings for the University of Iowa?
Human Resources and Shared Services changes will create UI savings through 1) greater expertise, 2) shorter turnaround times, 3) decreased error rate, and 4) less process steps. These metrics will be tracked and shared with the Board of Regents.
Would smaller sized organizations be combined and served by one HR Rep?
Combining HR Professionals in order to serve smaller organizations may be considered based on the size and the needs of each
specific organization taking special consideration of the impact of FN-01 changes (shared services).
How will the number of HR Unit Reps be decided in each college/division?
The number will be based on the size and the needs of each specific organization. The Society for Human Resource Management (SHRM) has shared a benchmark ratio of one full time HR Unit Rep to approximately 333 employees.
What will be the distinctions between the HR roles (SR HR Leader, HR Unit Rep, HR Admin Support, and HR Specialist?)
The University HR01 Redesign team is working with Sr HR Leaders, HR Unit Reps, and HR Administrative Support staff to assist in devising a framework for each organization to use as a guide when determining the responsibilities of those individuals performing HR work. Essentially, Senior HR Leaders are responsible for designing HR strategy and goals that meet the needs of their college or Division. The
HR Unit Rep is responsible for operationalizing the HR strategy and goals at the department or unit level as well as developing or maintaining relationships with Departmental leaders. Based on the needs of the organization, HR Admin Support and HR Specialists may or may not be part of the future state process.
What does the HR01 redesign process look like?
The HR01 team will meet with organization leadership, collect faculty and staff input, analyze the data, formulate recommendations based on the data received, collaborate and discuss recommendations with the Organizational leadership prior to implementation. The average timeframe will be thirty to forty-five days from the time the HR-01 team meets with the organizational leadership team to the recommendations being implemented.
What essential elements are needed that will achieve these benefits?
HR Unit Reps dedicated to full time human resources activities and reports to the Senior HR Leader
Currently, 80% of current Unit HR Representatives spend on average 25% of their time (10 hrs. per week) on their HR
responsibilities. This process does not allow for the depth of knowledge needed as the processes within Human
Resources continue to evolve and become more complex. The new reporting structure will allow the full time HR Unit Reps to
improve HR service delivery by providing support to leaders and to employees at the local level. This dedicated
focus will allow for a greater depth of HR knowledge and will increase consistency in service delivery leading
to more effective and efficient service for everyone.
Strengthen relationship of Senior HR Leader reporting to VP of University HR and to the Dean or Vice President of their college/division
A majority of UI organizations currently have a direct reporting relationship between the Senior HR Leader and their
Dean /Vice President allowing for the utilization of HR strategy to support department and college/division success. It is a
goal of the redesign to strengthen the reporting relationship of Senior HR Leaders to Dean/Vice President.
What are the benefits of the redesign?
The HR01 redesign will elevate the current roles within Human Resources with the aspiration to create an even stronger, more professional organization. Human Resource organizations work best when they can help to provide leadership for operational and strategic success, anticipate and help others adapt to change, foster a university culture that supports talent management, engagement, health and productivity, and manage risks through compliance with legal, financial, or organizational requirements and best practices. The redesign will help to create a more efficient and effective organizational structure for the delivery of HR services within each college/division.
Why is the Human Resource Redesign being done?
The world of Higher Education is changing and the Human Resource Redesign (HR-01) is one of many initiatives that will positively support the University toward future sustainability. The current HR structure across campus was organized years ago as an ad hoc structure to accommodate an immediate business need for HR. It created an HR organization that had many people serving a part time HR role. In some areas this led to fragmented HR service and a lack of time to devote to services such as recognition or development programs. The TIER HR-01 project allows the university the opportunity to create a stronger, more responsive HR organization that can better serve the university community. By improving HR service delivery, Human Resources will aide in improving efficiencies for administrators while improving services for faculty and staff.
Will the TIER projects result in layoffs?
No, any reductions in staffing will occur through normal attrition and/or early retirements. Individual job assignments may change over time, but will not result in layoffs.