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About the Role

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

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.
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.
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.
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.
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.

Requirements

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.
Resume/CV
3 work references with their contact information; at least one reference should be from a supervisor
Letter of interest
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.

Skills

Workforce planning
Employee engagement
Organizational effectiveness
Talent management
Employee relations
Change management
Talent Acquisition
Compensation
Finance
Payroll
Benefits
HRIS
Business Intelligence
Succession planning
Leadership development
Culture
Team effectiveness
Performance management
Employee development
Career development
Communication planning
Change adoption
Federal and state employment laws
UT System rules and regulations
HR processes and practices
Onboarding
Feedback
Documentation
Leadership practices
Accountability
Continuous growth
Work environment concerns
Root cause analysis
Employee communication
PHR, SPHR, SHRM-CP, SHRM-SCP, or equivalent HR certification, or ability to obtain an applicable certification within one year of employment.

Location

AUSTIN, TX

Work Type

Full-time
Hybrid work is expected, with regular on-site work.
Requires occasional travel to local, state, and national meetings.

Experience Level

Minimum of five (5) years of progressive professional Human Resources experience
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.
Three (3) or more years of Human Resources experience in a hospital, health system, academic medical center, or health-related institution.

Education Level

Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or related field.
Master's degree in Human Resources, Healthcare Administration, Business Administration, Organizational Development, or related field.

Salary/Compensations

$80,983 + depending on qualifications

Benefits

Teacher Retirement System of Texas (TRS), subject to the position being at least 20 hours per week and at least 135 days in length.

About the Company

Dell Medical School
The University of Texas at Austin
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.
The University of Texas at Austin use E-Verify to check the work authorization of all new hires effective May 2015.
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).
The Clery Act requires all prospective employees be notified of the availability of the Annual Security and Fire Safety report.

Equal Opportunity

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.