Human Resources Business Partner

Human Resources Business Partner Job Summary The HR Partner provides integrated HR support to leaders,supervisors, and employees in an assigned college, unit,department, or division. They interpret HR policies, guide managersthrough core talent practices, and ensure consistent, compliantexecution of HR processes. HR Partners work in close coordinationwith unit leadership and the regional HR Director and Manager tooperationalize HR strategies within their assigned units andcollaborate with the HR Operations team to ensure the effective andcompliant execution of all HR transactional activities. Learn more about the great benefits of working forUniversity of Utah: benefits.utah.edu The department may choose to hire at any of the below joblevels and associated pay rates based on their business need andbudget. Responsibilities HR Consultation & Advisory Support Serve as a primary Human Resources partner to assigned academicand administrative units, fostering strong working relationshipsbuilt on trust and service. Develop an in-depth understanding of assigned departments'operations, objectives, and talent needs. Advise and coach unit leaders, supervisors, and employees on HRstrategies, policies, and day-to-day practices; deliver general HRguidance and updates and ensure alignment with institutionalexpectations by appropriately triaging issues to the correct HRteams. Direct employees and supervisors to appropriate HR resourcesrelated to FMLA, workers' compensation, leave programs, benefits,and other employment matters. Assess and resolve routine HR concerns, complaints, andinquiries; elevate complex or sensitive issues to the HR Manager.HR Director, or Employee Relations team as appropriate. Advise units on transactional requests. Review and approvehigher-risk HR Operations transactions to ensure accuracy, policyadherence, and compliance with submission standards. Recommend and advise on new classifications andreclassification requests, ensuring alignment with institutionalguidelines and unit needs. Talent Strategy, Workforce Planning & OrganizationalSupport Participate in workforce and talent discussions with HRleadership, contributing insight into staffing needs, talenttrends, and organizational considerations. Implement HR programs, strategies, and initiatives within theunit, ensuring alignment with institutional priorities and regionalHR direction. Analyze unit-specific HR trends-such as turnover, staffingcosts, and employee-relations issues-to inform decision-making andproactive support strategies. Support unit-level leaders by identifying staff development,engagement, training, and operational needs, and partnering with HRDirectors, HR Managers, and Centers of Excellence to implementeffective programs and share insights with regional HRleadership. Talent Acquisition & Onboarding Support units through the development of goals, performanceplans, and performance evaluation compliance, ensuring alignmentwith institutional expectations. Guide units through the full recruitment, hiring, andonboarding lifecycle, including advising units on drafting andsubmitting job posting requests, interview support, screening,candidate selection, placement recommendations, and preparation ofoffer letters. Provide guidance to units on position classifications,compensation alignment, and reclassification requests, then sendrequests to the Compensation team for processing Policy Compliance, Process Oversight & OperationalCoordination Evaluate and document HR processes and standard operatingprocedures, recommending improvements to strengthen consistency,efficiency, and compliance. Monitor ongoing adherence to university policies, procedures,and employment practices, addressing gaps, and escalating issues asneeded. Facilitate employee-relations matters in collaboration withCentral Employee Relations team. Minimum Qualifications EQUIVALENCY STATEMENT: 1 year of higher educationcan be substituted for 1 year of directly related work experience(Example: bachelor's degree = 4 years of directly related workexperience). Department may hire employee at one of the following joblevels: Human Resources Business Partner, I Basic skillset and proficiency required. Conduct work assignments as directed. Closely supervised with little latitude for independent judgment.Requires a bachelor's (or equivalency) with up to 2 years ofdirectly related work experience or a master's (or equivalency)degree.This is an Entry-Level position in the General Professionaltrack.Expected Pay: $55,500 Human Resources Business Partner, II Moderate skillset and proficiency in discipline required. Conduct workassignments of increasing complexity, under moderate supervisionwith some latitude for independent judgment. Requires a bachelor's(or equivalency) + 4 years or a master's (or equivalency) + 2 yearsof directly related work experience.This is a Developing-Levelposition in the General Professional track.Expected Pay:$62,500 Human Resources Business Partner, III Consideredhighly skilled and proficient in discipline. Conduct complex,important work under minimal supervision and with wide latitude forindependent judgment.Requires a bachelor's (or equivalency) + 6years or a master's (or equivalency) + 4 years of directly relatedwork experience.This is a Career-Level position in the GeneralProfessional track.Expected Pay: $75,500 Preferences Special Instructions Requisition Number: PRN46593B Full Time or Part Time? Full Time Work Schedule Summary: Work location expectations forCoordinated Services roles will follow University policy forremote, hybrid, and in-person work arrangements, currently expectedto work a minimum three days per week on site. HR Partner worklocation will be with the units they support, dependent onworkspace availability. Department: 00410 - Human Resources Location: Campus Pay Rate Range: $55,500-$75,500 based on levelplacement Close Date: 11/23/2026 Open Until Filled: #J-18808-Ljbffr University of Utah