Human Resources Jobs at University of Iowa with Visa Sponsorship
Human Resources roles at University of Iowa span benefits administration, talent acquisition, employee relations, and HR compliance across a large public research institution. The university has a consistent track record of sponsoring international candidates for HR positions, making it a strong target if you need work authorization.
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Get Access To All JobsINTRODUCTION
Partnering with appropriate stakeholders, the HR Manager will serve as a strategic business partner and facilitate the effective human resources operations for the UI Heart and Vascular Center (HVC) within UI Health Care. As the human resources manager, this position will collaborate with supervisor and other HR professionals to interpret and apply human resource policies, labor contracts, laws and practices along with developing creative solutions to business issues/challenges. This position provides human resource consultation and guidance to departmental human resource representatives, unit leadership and employees. The HR Manager is expected to have sufficiently evolved HR knowledge and skills to effectively mentor HR team members.
ROLE AND RESPONSIBILITIES
- Proactively seeks to understand strategic plans and acts as a resource/partner to meet the human resource needs of the Heart and Vascular Center.
- Build strong business relationships with departments and leverage knowledge of key business drivers to advise leadership and ensure best practices.
- Provides strategic and administrative direction for all functional areas of human resources including employee relations, labor relations, compensation, recruiting and organizational development.
- Advise and direct on HR policies, laws, and regulations as well as procedure interpretation.
- Provide direction to supervisors and leaders on the use of performance management tools and corrective and disciplinary action plans (including but not limited to the preparation, administration and follow-up of implemented documentation). Determine necessary next steps and outcome for performance issues.
- Provides direction to HVC leadership and staff regarding broad range of human resource topics which require the application of judgment in the analysis of human resource and operational relationships.
- Coaches and consults with supervisors and appropriate HR staff to make recommendations on difficult performance issues and develops manager/supervisor skills to address performance issues.
- Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings.
- Develops and implements strategies to improve employee engagement.
- Hire, develop and manage the performance of staff. Provide mentorship and guidance to department HR professionals and back-up coverage during times of absences or vacancies.
- Serves as liaison between department and Health Care Human Resources regarding benefits and leave programs as related to: workers compensation, disability leave, leave of absence requests, FMLA, ADA accommodation requests and other leaves (both medical and non-medical). Advise unit leaders on best practices and respond to inquiries regarding policies/procedures.
- Partner with key stakeholders to implement programs designed to recruit, retain and engage employees.
- Develop recruitment strategies; oversee hiring processes/practices including applicant evaluation/selection and employment law/legal issues.
- Collaborate with HVC leadership to address recruitment and time-to-hire issues which impact operations.
- Reviews, edits and approves HR workflow transactions; provide guidance and oversight to department HR staff on HR transactions and metrics.
- Proactively obtains, interprets, and presents metrics and analysis (performance, attrition, hiring, vacancy, employee engagement, and other data) to business leaders to influence decisions. Identifies trends within designated group, formulates and executes action plans to address issues through proactive training, turnover and retention strategies, career development and other methods.
- Advises and provides recommendations to department on classification placements/reviews, new hire salary recommendations, etc.
- Develop, recommend, and oversee Rewards and Recognition Program in accordance with UI Health Care and University policies/procedures.
- Promote education of related policies/procedures as outlined by UI Health Care and University guidelines.
- Perform other duties as assigned.
BASIC QUALIFICATIONS
- Bachelor's degree in human resources management or business administration or related filed, or an equivalent combination of education and experience.
- Minimum of five years' human resources experience as a generalist or in multiple specialties.
- Knowledge of current human resource principles, practices and processes and current federal and state laws, statues, regulations, and policies pertaining to human resources.
- Demonstrated ability to foster a positive work culture.
- Excellent interpersonal and relationship building skills with the ability to communicate effectively (verbally and written) at all levels of the organization.
- Proficiency in computer software applications and office support tools available (e.g., MS Office, email, presentation software and spreadsheets).
PREFERRED QUALIFICATIONS
- PHR, SPHR or SHRM HR professional education and/or certification.
- Master's degree in business administration (MBA) or related field.
- Previous experience supervising, developing, and motivating staff in a team environment.
- Experience in a unionized environment. (Academic medical center or hospital preferred)
- Experience conducting investigations and recommending corrective/disciplinary actions.
- Ability to work in a collaborative, team-centered work environment and provide support to internal HR and external customers in a timely manner.
APPLICATION PROCESS
In order to be considered, applicants must upload a cover letter and resume (check the box for required attachment) that clearly address how they meet the listed required and desired qualifications of this position. Job openings are posted for a minimum of 7 calendar days. Successful candidates will be required to self-disclose any conviction history and will be subject to a criminal background check and education verification. Please contact michael-lynch-2@uiowa.edu with any questions.
ADDITIONAL INFORMATION
- Classification Title: HR Manager
- Appointment Type: Professional and Scientific
- Schedule: Full-time
COMPENSATION
- Pay Level: 5A
CONTACT INFORMATION
- Organization: Healthcare
- Contact Name: Michael Lynch
- Contact Email: michael-lynch-2@uiowa.edu
INTRODUCTION
Partnering with appropriate stakeholders, the HR Manager will serve as a strategic business partner and facilitate the effective human resources operations for the UI Heart and Vascular Center (HVC) within UI Health Care. As the human resources manager, this position will collaborate with supervisor and other HR professionals to interpret and apply human resource policies, labor contracts, laws and practices along with developing creative solutions to business issues/challenges. This position provides human resource consultation and guidance to departmental human resource representatives, unit leadership and employees. The HR Manager is expected to have sufficiently evolved HR knowledge and skills to effectively mentor HR team members.
ROLE AND RESPONSIBILITIES
- Proactively seeks to understand strategic plans and acts as a resource/partner to meet the human resource needs of the Heart and Vascular Center.
- Build strong business relationships with departments and leverage knowledge of key business drivers to advise leadership and ensure best practices.
- Provides strategic and administrative direction for all functional areas of human resources including employee relations, labor relations, compensation, recruiting and organizational development.
- Advise and direct on HR policies, laws, and regulations as well as procedure interpretation.
- Provide direction to supervisors and leaders on the use of performance management tools and corrective and disciplinary action plans (including but not limited to the preparation, administration and follow-up of implemented documentation). Determine necessary next steps and outcome for performance issues.
- Provides direction to HVC leadership and staff regarding broad range of human resource topics which require the application of judgment in the analysis of human resource and operational relationships.
- Coaches and consults with supervisors and appropriate HR staff to make recommendations on difficult performance issues and develops manager/supervisor skills to address performance issues.
- Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings.
- Develops and implements strategies to improve employee engagement.
- Hire, develop and manage the performance of staff. Provide mentorship and guidance to department HR professionals and back-up coverage during times of absences or vacancies.
- Serves as liaison between department and Health Care Human Resources regarding benefits and leave programs as related to: workers compensation, disability leave, leave of absence requests, FMLA, ADA accommodation requests and other leaves (both medical and non-medical). Advise unit leaders on best practices and respond to inquiries regarding policies/procedures.
- Partner with key stakeholders to implement programs designed to recruit, retain and engage employees.
- Develop recruitment strategies; oversee hiring processes/practices including applicant evaluation/selection and employment law/legal issues.
- Collaborate with HVC leadership to address recruitment and time-to-hire issues which impact operations.
- Reviews, edits and approves HR workflow transactions; provide guidance and oversight to department HR staff on HR transactions and metrics.
- Proactively obtains, interprets, and presents metrics and analysis (performance, attrition, hiring, vacancy, employee engagement, and other data) to business leaders to influence decisions. Identifies trends within designated group, formulates and executes action plans to address issues through proactive training, turnover and retention strategies, career development and other methods.
- Advises and provides recommendations to department on classification placements/reviews, new hire salary recommendations, etc.
- Develop, recommend, and oversee Rewards and Recognition Program in accordance with UI Health Care and University policies/procedures.
- Promote education of related policies/procedures as outlined by UI Health Care and University guidelines.
- Perform other duties as assigned.
BASIC QUALIFICATIONS
- Bachelor's degree in human resources management or business administration or related filed, or an equivalent combination of education and experience.
- Minimum of five years' human resources experience as a generalist or in multiple specialties.
- Knowledge of current human resource principles, practices and processes and current federal and state laws, statues, regulations, and policies pertaining to human resources.
- Demonstrated ability to foster a positive work culture.
- Excellent interpersonal and relationship building skills with the ability to communicate effectively (verbally and written) at all levels of the organization.
- Proficiency in computer software applications and office support tools available (e.g., MS Office, email, presentation software and spreadsheets).
PREFERRED QUALIFICATIONS
- PHR, SPHR or SHRM HR professional education and/or certification.
- Master's degree in business administration (MBA) or related field.
- Previous experience supervising, developing, and motivating staff in a team environment.
- Experience in a unionized environment. (Academic medical center or hospital preferred)
- Experience conducting investigations and recommending corrective/disciplinary actions.
- Ability to work in a collaborative, team-centered work environment and provide support to internal HR and external customers in a timely manner.
APPLICATION PROCESS
In order to be considered, applicants must upload a cover letter and resume (check the box for required attachment) that clearly address how they meet the listed required and desired qualifications of this position. Job openings are posted for a minimum of 7 calendar days. Successful candidates will be required to self-disclose any conviction history and will be subject to a criminal background check and education verification. Please contact michael-lynch-2@uiowa.edu with any questions.
ADDITIONAL INFORMATION
- Classification Title: HR Manager
- Appointment Type: Professional and Scientific
- Schedule: Full-time
COMPENSATION
- Pay Level: 5A
CONTACT INFORMATION
- Organization: Healthcare
- Contact Name: Michael Lynch
- Contact Email: michael-lynch-2@uiowa.edu
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Get Access To All JobsTips for Finding Human Resources Jobs at University of Iowa Jobs
Align your credentials to U.S. HR standards
HR roles at a public university often require SHRM-CP or PHR certification alongside your degree. If your credentials are from outside the U.S., get a formal equivalency evaluation early so hiring managers can assess your qualifications without ambiguity.
Target roles tied to federal compliance functions
University of Iowa must meet federal employer obligations including E-Verify enrollment and OFCCP compliance. HR roles in compliance, affirmative action, or HRIS are more likely to sit within departments that already have established sponsorship workflows.
Search open HR positions through Migrate Mate
Filter for Human Resources openings at University of Iowa using Migrate Mate to identify which roles are actively listed and visa-eligible, saving you from applying to positions where sponsorship is unlikely or undefined.
Raise sponsorship before the verbal offer stage
Public universities run structured hiring processes with faculty and staff committee approvals. Waiting until a written offer arrives to discuss your visa needs can cause delays. Clarify sponsorship feasibility with HR or the hiring contact before the final interview round.
Understand how PERM filing fits your timeline
For permanent sponsorship through EB-2 or EB-3, the university must complete a PERM labor market test with DOL before filing your immigrant petition. This process can take 12 to 18 months, so ask about the institution's experience with PERM early in negotiations.
Use OPT or CPT strategically if you're a current F-1 student
HR internships and practicum placements at University of Iowa can qualify for CPT, and full-time HR roles after graduation can be covered by OPT. Lining up an HR role before your OPT start date gives the university time to prepare an H-1B filing before your 12-month window closes.
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Find Human Resources at University of Iowa JobsFrequently Asked Questions
Does University of Iowa sponsor H-1B visas for Human Resources?
Yes, University of Iowa sponsors H-1B visas for Human Resources positions. As a large public research university and established H-1B employer, it has the legal and administrative infrastructure to petition USCIS on behalf of qualifying HR staff. Sponsorship is more common for specialized roles in HR compliance, benefits, or HRIS than for general administrative support positions.
How do I apply for Human Resources jobs at University of Iowa?
Applications go through the University of Iowa's official careers portal, where HR positions are posted with role-specific requirements. You can also use Migrate Mate to browse current Human Resources openings at the university filtered by visa sponsorship eligibility, which helps you prioritize roles where international candidates have a realistic path to an offer and sponsorship.
Which visa types are commonly used for Human Resources roles at University of Iowa?
H-1B is the most common nonimmigrant visa for HR professionals at the university, particularly for roles requiring a bachelor's degree in human resources, business, or a related field. F-1 OPT and CPT are available for current and recently graduated international students. TN status can apply for Canadian and Mexican nationals in qualifying HR analyst roles. J-1 scholar status is also used in some academic HR contexts.
What qualifications does University of Iowa expect for Human Resources positions?
Most professional HR roles require a bachelor's degree in human resources, business administration, or a closely related field, with some senior positions expecting a master's degree or SHRM certification. The university values experience in benefits administration, employee relations, or HR information systems. Roles tied to federal compliance functions may also expect familiarity with OFCCP regulations and E-Verify processes specific to public institutions.
How do I time my H-1B application if I receive a Human Resources offer from University of Iowa?
Universities are cap-exempt H-1B employers, meaning USCIS petitions can be filed at any point in the year without waiting for the April lottery. This is a significant advantage for HR candidates. Once you receive an offer, the university's international services office typically coordinates the I-129 petition filing. Standard processing takes several months, though premium processing can reduce USCIS adjudication to 15 business days.
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