Senior Human Resources Business Partner

The University of Texas at Austin; Austin (TX); On-site; USD 103,500 - 126,500; Full time

Job summary

The University of Texas at Austin seeks a Senior Human Resources Business Partner to optimize workforce strategies across Dell Medical School. This role demands strategic partnership with leaders in operational, clinical, and academic settings to ensure organizational growth and high-performance culture.

Applicants should have a Bachelor's degree and over 8 years of HR experience, including a focus on healthcare environments. The role offers a competitive salary starting at $115,000, commensurate with experience.

Qualifications

• 8+ years of progressive Human Resources experience.
• 3+ years in a Human Resources Business Partner role in healthcare.
• Demonstrated experience with operational and executive leaders.

Responsibilities

• Serve as a strategic advisor on workforce planning.
• Develop workforce solutions supporting organizational goals.
• Lead organizational effectiveness initiatives and workforce planning.

Skills

Workforce planning

Organizational design

Employee engagement

Leadership development

Talent management

Change management

Communication

Influencing without authority

Education

Bachelor’s degree in Human Resources or related field

Job description

Senior Human Resources Business Partner – Dell Medical School, University of Texas at Austin

Location: Austin, TX

Hours: 40 per week

Position Duration: Expected to Continue

At the University of Texas at Austin, we are building a world‑class academic health system. The Senior Human Resources Business Partner (SHRBP) will serve as a strategic advisor and trusted partner to operational, clinical, academic, and administrative leaders, shaping workforce strategies that support organizational growth, operational excellence, employee engagement, and a high‑performing culture across a complex healthcare and academic medicine enterprise.

Key Responsibilities:

• Serve as a strategic advisor on workforce planning, organizational design, employee engagement, leadership development, and talent strategy.


• Partner with operational and executive leaders to develop workforce solutions that support organizational goals and evolving business needs.


• Analyze workforce data, trends, and organizational metrics to identify opportunities and develop proactive HR strategies.


• Lead and support organizational effectiveness initiatives, including restructuring, workforce planning, succession planning, and change management.


• Provide consultation on complex employee relations matters in partnership with Employee Relations and Legal teams.


• Collaborate with Talent Acquisition, Compensation, Benefits, HRIS, Payroll, Finance, and other Centers of Excellence to deliver integrated workforce solutions.


• Design and implement programs that enhance employee engagement, retention, leadership effectiveness, and organizational culture.


• Guide leaders through organizational change and transformation initiatives while ensuring alignment with business objectives.


• Interpret and apply HR policies, employment laws, and regulatory requirements to reduce organizational risk and support compliance.


• Build strong partnerships across clinical, operational, research, academic, and administrative functions to advance organizational priorities.

Required Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, or related field.


• Minimum of eight (8) years of progressive Human Resources experience.


• Minimum of three (3) years serving in a Human Resources Business Partner role supporting hospital operations within complex healthcare environments.


• Demonstrated experience partnering with operational and executive leaders on workforce planning, employee relations, organizational effectiveness, talent management, leadership development, and change management initiatives.


• Experience supporting leaders in healthcare, academic medicine, physician practice operations, ambulatory care, or hospital–based environments.


• Strong business acumen, communication skills, and ability to influence without authority.


• Experience managing complex employee relations matters and workforce‑related business challenges.

Preferred Qualifications:

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


• Five (5) or more years of Human Resources Business Partner experience supporting hospital operations, academic medical centers, physician practice groups, or integrated healthcare systems.


• Experience supporting workforce growth, organizational transformation, or enterprise change initiatives.


• Experience partnering with leaders across clinical operations, academic medicine, research organizations, or healthcare shared services functions.


• SPHR, SHRM‑SCP, or equivalent advanced HR certification.

Salary: $115,000+ depending on qualifications.

Working Environment / Equipment:

• Prolonged periods of sitting/standing at a desk and working on a computer.


• Must be able to lift up to 15 pounds at times.


• Standard office environment and equipment.


• Repetitive use of a keyboard at a workstation.


• Requires occasional travel to local, state, and national meetings.

Equal Opportunity Employer:

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.

Pay Transparency:

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. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.