Human Resources Business Partner

PURPOSE

The Human Resources Business Partner serves as a strategic partner to clinical, operational, and administrative leaders within a complex healthcare and academic medicine environment. This role provides consultation and practical HR solutions related to workforce planning, employee engagement, organizational effectiveness, talent management, employee relations, and change management to support business and workforce objectives. Job Posting Title Human Resources Business Partner Hiring Department Dell Medical School Position Open To All Applicants Weekly Scheduled Hours 40 FLSA Status Exempt from FLSA Earliest Start Date Immediately Position Duration Expected to Continue Location

AUSTIN, TX

Job Details The Human Resources Business Partner serves as a strategic partner to clinical, operational, and administrative leaders within a complex healthcare and academic medicine environment. This role provides consultation and practical HR solutions related to workforce planning, employee engagement, organizational effectiveness, talent management, employee relations, and change management to support business and workforce objectives. Responsibilities Strategic Partnership Consults with managers and leaders within assigned business areas, providing timely HR guidance and recommendations that align with organizational policies and business needs. Builds knowledge of assigned business areas, including operational priorities, workforce needs, and organizational challenges, to deliver relevant HR support. Analyzes workforce trends, metrics, and recurring issues to identify needs and recommend practical solutions, programs, or process improvements. Partners with hiring managers, Talent Acquisition, and Compensation to address staffing, recruitment, classification, compensation, and retention needs. Takes ownership of assigned HR issues, projects, and initiatives, coordinating with internal partners in Finance, Payroll, Compensation, Benefits, HRIS, Business Intelligence, and other HR centers of expertise. Uses influence and collaboration to obtain stakeholder input, clarify decisions, establish accountability, and move work forward. Organizational Development Provides analysis and recommendations related to business unit structures, role clarity, workforce planning, succession planning, and change initiatives, escalating or collaborating with senior HR partners and advisors as appropriate. Supports the design, implementation, and delivery of interventions addressing talent planning, engagement, retention, leadership development, culture, team effectiveness, and change management. Assists leaders with communication planning and change adoption to support successful implementation of organizational initiatives. HR Policy & Compliance Maintains working knowledge of federal and state employment laws, UT System rules and regulations, and applicable policies and procedures. Provides policy guidance and interpretation to leaders, identifies potential compliance concerns, and engages Employee Relations, Legal, or other subject‑matter experts when appropriate. Supports periodic review of HR processes and practices to promote consistency, compliance, and operational effectiveness. Talent Management Provides day‑to‑day talent management guidance to leaders, including coaching, performance management, employee development, career development, and succession planning. Partners with leaders and HR centers of expertise to support workforce planning, talent acquisition, onboarding, retention, engagement, and development initiatives. Coaches leaders on effective employee communication, feedback, documentation, and leadership practices that support a culture of accountability and continuous growth. Workforce Engagement & Relations Assesses employee relations and work environment concerns, gathers relevant information, identifies root causes, and recommends appropriate interventions. In partnership with Employee Relations Consultant, provides leadership guidance on the management and resolution of employee relations matters, escalating complex or high‑risk issues as appropriate. Partners with leaders to improve work relationships, employee experience, morale, productivity, and retention. Required Qualifications Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or related field. Minimum of five (5) years of progressive professional Human Resources experience, including at least two (2) years of experience in a core HR functional area or as an HR Generalist or Human Resources Business Partner. Minimum of one (1) year of experience working in a hospital or academic medical center. Demonstrated experience advising leaders on workforce planning, employee relations, talent management, performance management, organizational effectiveness, or change management matters. Preferred Qualifications Master's degree in Human Resources, Healthcare Administration, Business Administration, Organizational Development, or related field. Three (3) or more years of Human Resources experience in a hospital, health system, academic medical center, or health‑related institution. Experience supporting clinical, operational, research, academic, or healthcare shared services leaders. Experience supporting workforce planning, employee engagement, organizational change, or process improvement initiatives in a complex organization. PHR, SPHR, SHRM‑CP, SHRM‑SCP, or equivalent HR certification, or ability to obtain an applicable certification within one year of employment. Salary Range $80,983 + depending on qualifications Working Environment/EQUIPMENT This is a full‑time position. Hybrid work is expected, with regular on‑site work. Prolonged periods of sitting or standing at a desk and working on a computer. Must be able to lift up to 15 pounds at times. Standard office environment and equipment. Repetitive use of a keyboard at a workstation. Requires occasional travel to local, state, and national meetings. Required Materials Resume/CV 3 work references with their contact information; at least one reference should be from a supervisor Letter of interest Employment Eligibility Regular staff who have been employed in their current position for the last six continuous months are eligible for openings being recruited for through University‑Wide or Open Recruiting, to include both promotional opportunities and lateral transfers. Staff who are promotion/transfer eligible may apply for positions without supervisor approval. Retirement Plan Eligibility The retirement plan for this position is Teacher Retirement System of Texas (TRS), subject to the position being at least 20 hours per week and at least 135 days in length. Background Checks A criminal history background check will be required for finalist(s) under consideration for this position. Equal Opportunity Employer The University of Texas at Austin, as an equal opportunity/affirmative action employer, complies with all applicable federal and state laws regarding nondiscrimination and affirmative action. The University is committed to a policy of equal opportunity for all persons and does not discriminate on the basis of race, color, national origin, age, marital status, sex, sexual orientation, gender identity, gender expression, disability, religion, or veteran status in employment, educational programs and activities, and admissions. Pay Transparency The University of Texas at Austin will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. Employment Eligibility Verification If hired, you will be required to complete the federal Employment Eligibility Verification I‑9 form. You will be required to present acceptable and original documents to prove your identity and authorization to work in the United States. Documents need to be presented no later than the third day of employment. Failure to do so will result in loss of employment at the university. E-Verify The University of Texas at Austin use E‑Verify to check the work authorization of all new hires effective May 2015. The university’s company ID number for purposes of E‑Verify is 854197. For more information about E‑Verify, please see the following: E-Verify Poster (English and Spanish) [PDF] Right to Work Poster (English) [PDF] Right to Work Poster (Spanish) [PDF] Compliance Employees may be required to report violations of law under Title IX and the Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act (Clery Act) and may be notified and provided resources for reporting. Responsible employees under Title IX are defined and outlined in HOP‑3031. The Clery Act requires all prospective employees be notified of the availability of the Annual Security and Fire Safety report. You may access the most recent report here or obtain a copy at University Compliance Services, 1616 Guadalupe Street, UTA 2.206, Austin, Texas 78701. #J-18808-Ljbffr The University of Texas at Austin