Senior HR Business Partner; Healthcare), Partial Remote - Human Resources Services

Bachelor’s degree and a minimum of eight (8) years of experience in HR business or client management with demonstrable experience in strategic talent planning, engagement, retention, client relations and business partnership, leadership development, culture transformation, and/or change management, with a minimum of two (2) years of experience resolving complex employee relations issues. Working knowledge and expertise in multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state employment laws.

Required:

HRCI Certified Professional or Senior Certified Professional (PHR or SPHR), or SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential, or other nationally recognized Human Resources certification that requires continuing education and recertification, or ability to obtain professional certification within one year of employment.

Preferred Qualifications:

• Human Resources Business Partner experience in a healthcare setting.

Job Summary:

The Senior HR Business Partner is responsible for providing a range of strategic HR consulting services to leaders within their assigned business areas, focusing on Talent and Operational optimization. Performs as a trusted collaborator and advisor to senior-level leadership and management in areas of change management, organizational effectiveness, work environment, culture, and leadership. The incumbent possesses a solid understanding of all HR functions and works with business clients and/or HR partners in areas such as employee relations, compensation, talent, and performance management.

The HR Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated business units. The HRBP is considered a leader in working cross-functionally with all HR departments and centers of excellence through building trusting and collaborative relationships with internal stakeholders. The HRBP fosters consultative partnerships across the HR function to deliver value-added service to management and employees that reflects the institutional business objectives of The University of Texas Medical Branch.

The HRBP maintains an effective level of business literacy about the organization's financial position, its midrange plans, its culture, and its competition.

Job Duties:

Consults with all levels of management and leadership, providing HR guidance when appropriate.

Provides day-to-day operational talent management guidance to leaders (e.g., coaching, counseling, career development).

Diagnoses and analyzes root causes of work environment issues. Must build interventions and solutions based on collaboration and cooperation with key stakeholders to improve work relationships, build morale, and increase productivity and retention.

Analyzes trends and metrics to develop solutions, programs, and policies.

In partnership with Employee Relations Consultants, provides appropriate leadership guidance on the management and resolution of complex employee relations issues.

In partnership with hiring managers, Talent Acquisition and Compensation teams, provides consultation to design resolutions to address staff vacancy, recruitment, and retention barriers.

Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Provides HR policy guidance, interpretation, and recommendations to leaders.

Provides analysis, guidance, and recommendations on business unit restructures, workforce planning, and succession planning, collaborating with Legal advisors as necessary.

Determines the need, designs, develops, implements, and delivers training and interventions that address issues that include, but are not limited to, strategic talent planning, engagement, retention, client relations and business partnership, leadership development, culture transformation, and/or change management.

Operates as a leader in identifying and resolving issues and anticipating and planning for predominantly medium- to long-term human resource needs and trends. This role strategically creates initiatives to address needs and concerns before they become detrimental to the business.

Takes ownership of resolving HR issues and driving progress on HR projects and initiatives, while building collaborative…