Minimum Qualifications:

Bachelor’s degree and a minimum of 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 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-respective employment laws.

HRCI Certified Professional or Senior Certified Professional (PHR or SPHR), 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 this professional certification within one year of employment.

 

Preferred Qualifications: 

Master’s degree preferred.

 

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, organization effectiveness, work environment, culture, and leadership. 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 reflect the institutional business objectives of The University of Texas Medical Branch. The HRBP maintains an effective level of business literacy about the organizational 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, provide 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. Provide 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. Take ownership of resolving HR issues, and driving progress on HR projects and initiatives, while building collaborative relationships with internal stakeholders in Finance, Payroll, Compensation, Benefits, HRIS, and Business Intelligence as well as assigned business areas. Uses influence without authority to successfully work cross-functionally with internal stakeholders, obtain stakeholder buy-in and support, and seek input from SMEs in Finance, Payroll, Compensation, Benefits, HRIS, and Business Intelligence as well as assigned business areas. Establishes accountability for own results and communicates shared decisions to confirm stakeholder buy-in. Performs related duties as required.

  

Knowledge/Skills/Abilities: 

Excellent leadership, influence and negotiation skills Advanced written, verbal, and interpersonal communication skills Advanced strategic and creative thinking skills Strong presentation, communication, and group facilitation skills Capability to interact with individuals at all levels within UTMB Strong diagnostic skills, analytical and conceptual abilities Demonstrated implementation and execution ability Knowledge and experience in building team effectiveness Skilled with change processes in complex systems, conflict resolution, and group dynamics Excellent process mapping, situational assessment, and objective evaluation skills Strong business acumen, strategic and systems thinking, and project management skills Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Ability to contribute professionally as a collaborative team member, in a hybrid in-person and telework service delivery model. Ability to influence others without direct managerial authority, to understand and address internal stakeholder needs and concerns, and proactively work to create collaborative results Strategic thinking and planning skills with the ability to create deliverables and execute them Proficient with Microsoft Office Suite or related software.

 

Salary Range: 

Actual salary commensurate with experience.

  

Work Schedule: 

Partial Remote, onsite as needed. Monday through Friday, 8am to 5pm, and as needed on occasion.

 

Equal Employment Opportunity

UTMB Health strives to provide equal opportunity employment without regard to race, color, religion, age, national origin, sex, gender, sexual orientation, gender identity/expression, genetic information, disability, veteran status, or any other basis protected by institutional policy or by federal, state or local laws unless such distinction is required by law. As a VEVRAA Federal Contractor, UTMB Health takes affirmative action to hire and advance women, minorities, protected veterans and individuals with disabilities.

Compensation