Human Resources Business Partner

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.

Human Resources Business Partner

Dell Medical School

All Applicants

40

Exempt from FLSA

Immediately

Expected to Continue

AUSTIN, TX

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.

• 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…