HR Business Partner

HR Business Partner Hiring Department: Office of Human Resources Position Open To: All Applicants Weekly Scheduled Hours: 40 FLSA Status: Exempt from FLSA Earliest Start Date: Immediately Position Duration: Expected to Continue Location: UT MAIN CAMPUS Job Overview The University's Office of Human Resources serves as a strategic campus partner by providing solutions that attract, engage, develop, and retain employees. This position provides human resource consultation to HR professionals, managers, and employees within the Colleges, Schools, and Units (CSUs) of UT Austin. Must be eligible to work in the United States on a full-time basis for any employer without sponsorship. Purpose The HR Business Partner (HRBP) serves as a centralized, strategic HR advisor supporting a portfolio of university units. The role provides consultative guidance on employee relations, workforce planning, and organizational effectiveness, helping leaders align people strategies with operational goals and institutional priorities. Strategic Consultation & Partnership Serve as a centralized HR advisor to HR partners and unit leaders across an assigned portfolio of units, providing consultative guidance on people strategy, organizational effectiveness, and workforce challenges. Identify trends, risks, and opportunities across the portfolio and provide insights and recommendations to inform decision‑making. Provide consultation on workforce planning and staffing strategies. Support leaders in evaluating team effectiveness and navigating organizational change. Participate in departmental initiatives, process improvements, and special projects as assigned. Gather feedback to support continuous improvement of HR programs. Employee Relations & Performance Management Provide guidance on employee relations matters including performance concerns and workplace issues. Advise managers on documentation, performance conversations, and disciplinary practices consistent with policy and law. Partner with HR leadership on complex or sensitive cases. Advise on performance management and talent practices, including goal setting, feedback, and development planning, to support unit performance and employee engagement. Promote consistency in performance management across units. Compensation, Classification, and Recruitment Advise on compensation, classification, and recruitment strategies, ensuring alignment with institutional guidelines, market practices, and internal equity. Partner with Centers of Excellence to support effective and compliant hiring processes and provide guidance on position design and candidate selection. Training & Development Provide coaching, guidance, and resources to strengthen manager capability in applying HR practices. Reinforce HR training initiatives by supporting understanding and application of performance management, compensation, classification, and recruitment practices. Required Qualifications Bachelor's degree in Human Resources or a related field and a minimum of three years of relevant experience. Progressive professional experience in human resources, including experience in employee relations, performance management, and consultative HR support. Experience advising managers and leadership on HR-related matters, including workplace issues, performance concerns, and policy interpretation. Demonstrated ability to analyze complex situations, assess risk, and provide practical, solutions-oriented recommendations. Working knowledge of federal and state employment laws and regulations, as well as HR best practices. Strong interpersonal and communication skills, including the ability to influence and build effective working relationships with various stakeholders. Ability to manage multiple priorities and support a portfolio of clients in a fast-paced environment. Demonstrated discretion and ability to handle sensitive and confidential information. Preferred Qualifications Experience in a higher education, public sector, or similarly complex organizational environment. Experience working in a centralized or shared services HR model, providing consultative support across multiple units. Experience partnering with leadership on workforce planning, organizational design, or change management initiatives. Demonstrated experience using HR data, metrics, or reporting to inform decision-making and identify trends. Experience collaborating with HR Centers of Excellence (e.g., compensation, talent acquisition, learning and development). Experience facilitating training, workshops, or presentations for managers or HR professionals (as a secondary function). Bilingual (Spanish/English). Experience using Workday. Compensation $75,000 + depending on qualifications Working Conditions / Benefits Work-life balance within a typical 40‑hour work week. Work performed in the Austin, TX office location three days per week, with an option to work remotely two days per week from an approved location. May change due to business need. Work around standard office conditions. Repetitive use of keyboard at workstation. 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. #J-18808-Ljbffr