Job Details

Human Resources Business Partner

Position Number: 9923328
Location: Salt Lake City, United States
Position Type: Human Resources

Human Resources Business Partner

Job Summary

The HR Partner provides integrated HR support to leaders, supervisors, and employees in an assigned college, unit, department, or division. They interpret HR policies, guide managers through core talent practices, and ensure consistent, compliant execution of HR processes. HR Partners work in close coordination with unit leadership and the regional HR Director and Manager to operationalize HR strategies within their assigned units and collaborate with the HR Operations team to ensure the effective and compliant execution of all HR transactional activities.

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The department may choose to hire at any of the below job levels and associated pay rates based on their business need and budget.

Responsibilities
HR Consultation & Advisory Support

Serve as a primary Human Resources partner to assigned academic and administrative units, fostering strong working relationships built on trust and service.
Develop an in-depth understanding of assigned departments' operations, objectives, and talent needs.
Advise and coach unit leaders, supervisors, and employees on HR strategies, policies, and day-to-day practices; deliver general HR guidance and updates and ensure alignment with institutional expectations by appropriately triaging issues to the correct HR teams.
Direct employees and supervisors to appropriate HR resources related to FMLA, workers' compensation, leave programs, benefits, and other employment matters.
Assess and resolve routine HR concerns, complaints, and inquiries; escalate complex or sensitive issues to the HR Manager. HR Director, or Employee Relations team as appropriate.
Advise units on transactional requests. Review and approve higher-risk HR Operations transactions to ensure accuracy, policy adherence, and compliance with submission standards.
Recommend and advise on new classifications and reclassification requests, ensuring alignment with institutional guidelines and unit needs.

Talent Strategy, Workforce Planning & Organizational Support

Participate in workforce and talent discussions with HR leadership, contributing insight into staffing needs, talent trends, and organizational considerations.
Implement HR programs, strategies, and initiatives within the unit, ensuring alignment with institutional priorities and regional HR direction.
Analyze unit-specific HR trends-such as turnover, staffing costs, and employee-relations issues-to inform decision-making and proactive support strategies.
Support unit-level leaders by identifying staff development, engagement, training, and operational needs, and partnering with HR Directors, HR Managers, and Centers of Excellence to implement effective programs and share insights with regional HR leadership.

Talent Acquisition & Onboarding

Support units through the development of goals, performance plans, and performance evaluation compliance, ensuring alignment with institutional expectations.
Guide units through the full recruitment, hiring, and onboarding lifecycle, including advising units on drafting and submitting job posting requests, interview support, screening, candidate selection, placement recommendations, and preparation of offer letters.
Provide guidance to units on position classifications, compensation alignment, and reclassification requests, then send requests to the Compensation team for processing
Policy Compliance, Process Oversight & Operational Coordination
Evaluate and document HR processes and standard operating procedures, recommending improvements to strengthen consistency, efficiency, and compliance.
Monitor ongoing adherence to university policies, procedures, and employment practices, addressing gaps, and escalating issues as needed.
Facilitate employee-relations matters in collaboration with Central Employee Relations team.

Minimum Qualifications
EQUIVALENCY STATEMENT: 1 year of higher education can be substituted for 1 year of directly related work experience (Example: bachelor's degree = 4 years of directly related work experience).
Department may hire employee at one of the following job levels:
Human Resources Business Partner, I Basic skill set and proficiency required. Conduct work assignments as directed. Closely supervised with little latitude for independent judgment. Requires a bachelor's (or equivalency) with up to 2 years of directly related work experience or a master's (or equivalency) degree.This is an Entry-Level position in the General Professional track.Expected Pay: $55,500
Human Resources Business Partner, IIModerate skill set and proficiency in discipline required. Conduct work assignments of increasing complexity, under moderate supervision with some latitude for independent judgment. Requires a bachelor's (or equivalency) + 4 years or a master's (or equivalency) + 2 years of directly related work experience.This is a Developing-Level position in the General Professional track.Expected Pay: $62,500
Human Resources Business Partner, IIIConsidered highly skilled and proficient in discipline. Conduct complex, important work under minimal supervision and with wide latitude for independent judgment.Requires a bachelor's (or equivalency) + 6 years or a master's (or equivalency) + 4 years of directly related work experience.This is a Career-Level position in the General Professional track.Expected Pay: $75,500

Preferences

Special Instructions

Requisition Number: PRN46593B
Full Time or Part Time? Full Time
Work Schedule Summary: Work location expectations for Coordinated Services roles will follow University policy for remote, hybrid, and in-person work arrangements, currently expected to work a minimum three days per week on site. HR Partner work location will be with the units they support, dependent on workspace availability.
Department: 00410 - Human Resources
Location: Campus
Pay Rate Range: $55,500-$75,500 based on level placement
Close Date: 11/23/2026
Open Until Filled:

To apply, visit https://utah.peopleadmin.com/postings/211433