Manager, HR Business Partnerships

Job Posting Title:

Manager, HR Business Partnerships

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Hiring Department:

Office of Human Resources

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Position Open To:

All Applicants

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Weekly Scheduled Hours:

40

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FLSA Status:

Exempt

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Earliest Start Date:

Immediately

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Position Duration:

Expected to Continue

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Location:

AUSTIN, TX

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Job Details:

General Notes

The University's Office of Human Resources serves as a strategic campus partner by providing solutions that attract, engage, develop, and retain employees. This position provides human resource consultation to HR professionals, managers, and employees within the Colleges, Schools, and Units (CSUs) of UT Austin.

Must be eligible to work in the United States on a full-time basis for any employer without sponsorship.

Your skills will make a difference.

You will be working for a university that is internationally recognized for our academic programs and research. Your work will make a difference in the lives of faculty and staff, thereby enhancing the student experience. If you are the type of person that wants to know your work has meaning and impact, you will like working in our department and for UT Austin.

UT Austin provides an outstanding benefits package including but not limited to:

• Competitive health benefits (employee premiums covered at 100%, family premiums at 50%)

• Voluntary Vision, Dental, Life, and Disability insurance options

• Generous paid vacation, sick time, and holidays

• Teachers Retirement System of Texas, a defined benefit retirement plan, with 8.25% employer matching funds

• Additional Voluntary Retirement Programs: Tax Sheltered Annuity 403(b) and a Deferred Compensation program 457(b)

• Flexible spending account options for medical and childcare expenses

• Robust free training access through LinkedIn Learning plus professional conference opportunities

• Tuition assistance

• Expansive employee discount program including athletic tickets.

• Free access to UT Austin's libraries and museums with staff ID card

• Free rides on all UT Shuttle and Austin CapMetro buses with staff ID card

For more details, please see:  https://hr.utexas.edu/prospective/benefits and https://hr.utexas.edu/current/services/my-total-rewards

Purpose

The Manager of HR Business Partnerships provides strategic HR support to assigned academic and administrative units, and supervises a group of HR Business Partners within the Central HR Office. The Manager ensures consistent, high-quality HR service delivery across supported units and fosters a culture of trust, accountability, and engagement.

Responsibilities

Strategic HR Leadership

• Serve as a trusted HR advisor to senior and HR leadership, department heads, and supervisors, providing guidance on workforce strategy, organizational design, talent planning, and change management. Align HR solutions with institutional strategy and promote continuous improvement.

Team Supervision & Development

• Supervise, coach, and develop a group of HR Business Partners, providing direction, feedback, and support to ensure consistent, high-quality HR service.
• Manage workload distribution, delegate assignments, and oversee onboarding, training, and professional development for team members.
• Foster a collaborative, engaged, and high-performing team culture aligned with UT Austin’s values and HR strategic priorities.
• Conduct performance evaluations, set clear expectations, and provide coaching and feedback to support staff growth and engagement.

Employee Relations

• Lead and resolve complex employee relations issues and grievances, incorporating review of state and federal employment laws, university policies, and UT System regulations. Consult with management on performance management practices, corrective actions, and disciplinary processes, ensuring fairness and compliance.

Compensation, Classification, & Recruitment

• Collaborate with Central HR partners on job analyses, salary surveys, and market studies; provide consultation on job classification and compensation. Advise on position development, recruitment, and selection processes, ensuring alignment with institutional compensation programs and bes