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Human Performance Jobs in Iowa (NOW HIRING)

Fleet Farm

HR District Manager

Ankeny, IA

Establish clear expectations, priorities, and performance standards for field HR execution * Provide guidance on case management, investigations, and leader support * Ensure consistent application of ...

Weitz

Senior Human Resources Generalist

Des Moines, IA · On-site

$67K - $86K/yr

Demonstrated experience handling complex workplace investigations, performance management, and ... Degree in HR, business management, or related field is strongly preferred * SHRM-CP or PHR ...

The University Of Iowa

HR Coordinator

Iowa City, IA · On-site

$20.50 - $27/hr

Iowa City offers a great quality of life with world-class performances at Hancher Auditorium, Big ... HR Coordinator * Appointment Type: Professional and Scientific * Schedule: Full-time * Work ...

University of Iowa

HR Coordinator

Iowa City, IA · On-site

$20.50 - $27/hr

As a member of the Division of Student Life Human Resources Team, the HR Coordinator will provide ... Iowa City offers a great quality of life with world-class performances at Hancher Auditorium, Big ...

IMEG

Human Resources Business Partner

Des Moines, IA

$70K - $90K/yr

Provides HR and Performance Management guidance to team management through the facilitation of regularly scheduled meetings and ongoing discussions (e.g., coaching, counseling, career development ...

CRST Expedited, Inc.

Senior HR Generalist

Cedar Rapids, IA · On-site

$67K - $87K/yr

Senior HR Generalist Cedar Rapids, IA About CRST CRST The Transportation Solution is one of the ... In this role, you'll independently manage complex employee matters, drive performance and keep the ...

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All JobsHuman Performance JobsHuman Performance Jobs in Iowa

Human Performance information

See Iowa salary details

$24.9K

$41.6K

$56.4K

How much do human performance jobs pay per year?

As of Jun 23, 2026, the average yearly pay for human performance in Iowa is $41,557.00, according to ZipRecruiter salary data. Most workers in this role earn between $35,200.00 and $45,100.00 per year, depending on experience, location, and employer.

What are some of the main challenges faced by professionals in Human Performance roles, and how can they be addressed?

Professionals in Human Performance often encounter challenges such as effectively balancing individual and organizational goals, staying updated with the latest research in performance optimization, and tailoring interventions to diverse populations. To address these, it is important to engage in continuous professional development, collaborate closely with multidisciplinary teams (such as coaches, medical staff, and HR), and use data-driven approaches to track and adjust performance strategies. Building strong communication skills and fostering a culture of feedback can also help overcome these challenges and drive successful outcomes.

What profession makes $400,000 a year?

In the field of human performance, high-level sports coaches, performance psychologists, and specialized trainers can earn around $400,000 annually, especially with extensive experience, advanced certifications, and working with elite athletes or organizations. Such roles often require advanced degrees, a strong track record, and the ability to operate in competitive or high-stakes environments.

What jobs can I get with a human performance degree?

A human performance degree prepares individuals for careers such as exercise physiologist, sports coach, strength and conditioning specialist, fitness trainer, or rehabilitation specialist. These roles often require knowledge of anatomy, physiology, and performance analysis, and may involve certifications like ACSM or NSCA. Job opportunities are available in sports organizations, healthcare facilities, fitness centers, and research settings.

What is human performance in the workplace?

Human performance in the workplace refers to how effectively individuals or teams carry out their tasks, meet objectives, and contribute to organizational goals. It involves factors such as skills, motivation, work environment, processes, and human factors engineering. By understanding and optimizing these elements, organizations can improve productivity, reduce errors, and enhance employee well-being. Human performance specialists often analyze workflows, implement training programs, and recommend changes to improve overall outcomes.

What are the key skills and qualifications needed to thrive as a Human Performance Specialist, and why are they important?

To thrive as a Human Performance Specialist, you need expertise in exercise science, biomechanics, and physiology, typically supported by a degree in kinesiology or a related field. Familiarity with performance assessment tools, data analysis software, and certifications such as CSCS (Certified Strength and Conditioning Specialist) are often required. Strong communication, motivational skills, and the ability to build rapport help clients achieve their performance goals. These competencies ensure the effective design and implementation of programs that optimize physical performance and well-being.

What are 5 careers in human services?

Human services careers include roles such as social workers, case managers, mental health counselors, rehabilitation specialists, and community outreach coordinators. These positions typically require strong communication skills, relevant certifications, and a focus on helping individuals or communities improve their well-being.

What is the difference between Human Performance vs Human Factors Specialist?

AspectHuman PerformanceHuman Factors Specialist
Required CredentialsTypically requires degrees in psychology, kinesiology, or related fields; certifications like Certified Performance Technologist (CPT)Requires degrees in psychology, ergonomics, or engineering; certifications like Certified Human Factors Professional (CHFP)
Work EnvironmentWorkplaces include sports, military, corporate training, and performance consultingWorkplaces include research labs, aerospace, healthcare, and product design
Industry UsageUsed in sports, military, corporate training, and performance improvementUsed in product design, safety, healthcare, and research

Human Performance focuses on optimizing individual and team capabilities through training and techniques, often in sports or corporate settings. Human Factors Specialists analyze how humans interact with systems and design solutions to improve safety and usability. While both roles aim to enhance human efficiency, Human Performance emphasizes skill development, whereas Human Factors centers on system and interface design.

What job makes $10,000 a month without a degree?

In human performance-related roles, high-paying positions such as professional sports coaches, fitness entrepreneurs, or specialized trainers can earn $10,000 or more monthly without a formal degree, often relying on experience, certifications, and reputation. These jobs typically require expertise, strong networking, and sometimes certifications in areas like personal training or sports management.
What are popular job titles related to Human Performance jobs in Iowa? For Human Performance jobs in Iowa, the most frequently searched job titles are:
What job categories do people searching Human Performance jobs in Iowa look for? The top searched job categories for Human Performance jobs in Iowa are:
Human Performance jobs near you
Infographic showing various Human Performance job openings in Iowa as of June 2026, with employment types broken down into 89% Full Time, 10% Part Time, and 1% Contract. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution, with an average salary of $41,557 per year, or $20 per hour.

HR Manager - Heart & Vascular Center

University of Iowa Hospitals & Clinics

Iowa City, IA • Hybrid

Full-time

This job post has expired today. Applications are no longer accepted.

University Of Iowa Health Care rating

7.3

Company rating: 7.3 out of 10

Based on 61 frontline employees who took The Breakroom Quiz

293rd of 875 rated healthcare providers

Job description

Description
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.
This role is primarily onsite but allows for one remote day per week, with the option to flex to two remote days when appropriate. Hybrid work must be performed at a location within the state of Iowa and will require a work arrangement form to be completed upon the start of your employment. Per policy, work arrangements will be reviewed annually, and must comply with the remote work program and related policies and employee travel policy when working at a remote location
  • 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

Pay Level: 5A
Professional and Scientific Pay Structures | University Human Resources - The University of Iowa
Qualifications
Required 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).

Desired 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.

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