Human Resources Business Partner

utaustin; Austin (TX); On-site; USD 90,000 - 140,000; Full time

Job summary

Dell Medical School seeks a Human Resources Business Partner to serve as a strategic partner to clinical, operational, and administrative leaders within a complex healthcare and academic medicine environment.

You will provide 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.

Qualifications

• Bachelor's degree in HR, business, or related field.
• Minimum five years HR experience, with 2+ years in core HR or HRBP.
• At least one year in hospital or academic medical center.
• Experience advising leaders on workforce planning and talent management.

Responsibilities

• Strategic HR partner to clinical, operational, and administrative leaders.
• Advise on staffing, recruitment, compensation, and retention needs.
• Lead workforce planning, engagement, and organizational effectiveness initiatives.
• Collaborate with Finance, Payroll, HRIS, and Legal as needed.

Skills

HR leadership

Workforce planning

Employee relations

Organizational development

Education

Bachelor's degree in HR/Business Healthcare

Job description

Job Posting Title

Human Resources Business Partner

Hiring Department

Dell Medical School

Position Open To

All Applicants

Weekly Scheduled Hours

40

FLSA Status

Exempt from FLSA

Earliest Start Date

Immediately

Position Duration

Expected to Continue

Location

AUSTIN, TX

Job Details

Purpose

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

Strategic Partnership

• 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.

Organizational Development

• 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.

HR Policy & Compliance

• 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.

Talent Management

• 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.

Workforce Engagement & Relations

• 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.

Required Qualifications

• 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.

Preferred Qualifications

• Master's degree in Human Resources, Healthcare Administration, Business Administration, Organizational Development, or related field.
• Three (3) or more years of Human Resources experience in a hospital, health system, academic medical center, or health-related institution.
• Experience supporting clinical, operational, research, academic, or healthcare shared services leaders.
• Experience supporting workforce planning, employee engagement, organizational change, or process improvement i