Human Resources Business Partner

Details

Open Date 10/26/2026

Requisition Number PRN46593B

Job Title Human Resources Business Partner

Working Title Human Resources Business Partner

Career Progression Track P00

Track Level P3 - Career, P2 - Developing, P1 - Entry Level Pro

FLSA Code Professional

Patient Sensitive Job Code? No

Standard Hours per Week 40

Full Time or Part Time? Full Time

Shift Day

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.

VP Area President

Department 00410 - Human Resources

Location Campus

City Salt Lake City, UT

Type of Recruitment External Posting

Pay Rate Range $55,500-$75,500 based on level placement

Close Date 11/23/2026

Priority Review Date (Note - Posting may close at any time) 11/09/2026

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.

Learn more about the great benefits of working for University of Utah: benefits.utah.edu

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, II

Moderate 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, III

Considered 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

Type Benefited Staff

Special Instructions Summary

Additional Information

The University is a participating employer with Utah Retirement Systems (“URS”). Eligible new hires with prior URS service, may elect to enroll in URS if they make the election before they become eligible for retirement (usually the first day of work). Contact Human Resources at (801) 581-7447 for information. Individuals who previously retired and are receiving monthly retirement benefits from URS are subject to URS’ post-retirement rules and restrictions. Please contact Utah Retirement Systems at (801) 366-7770 or (800) 695-4877 or University Human Resource Management at (801) 581-7447 if you have questions regarding the post-retirement rules.

This position may require the successful completion of a criminal background check and/or drug screen.

The University of Utah values candidates who have experience working in settings with students and possess a strong commitment to improving access to higher education.

Veterans’ preference is extended to qualified applicants, upon request and consistent with University policy and Utah state law. Upon request, reasonable accommodations in the application process will be provided to individuals with disabilities.

Consistent with state and federal law, the University of Utah does not discriminate based upon race, ethnicity, color, religion, national origin, age, disability, sex, sexual orientation, gender, gender identity, gender expression, pregnancy, pregnancy-related conditions, genetic information, or protected veteran’s status. The University does not discriminate on the basis of sex in the education program or activity that it operates, as required by Title IX and 34 CFR part 106. The requirement not to discriminate in education programs or activities extends to admission and employment. Inquiries about the application of Title IX and its regulations may be referred to the Title IX Coordinator, to the Department of Education, Office for Civil Rights, or both.

To request a reasonable accommodation for a disability or if you or someone you know has experienced discrimination or sexual misconduct including sexual harassment, you may contact the Director/Title IX Coordinator in the Office of Equal Opportunity and Title IX ( OEO ). More information, including the Director/Title IX Coordinator’s office address, electronic mail address, and telephone number can be located at the:University of Utah Non‑Discrimination page.

Online reports may be submitted athttps://oeo.utah.edu

**https://publicsafety.utah.edu/safetyreport/**This report includes statistics about criminal offenses, hate crimes, arrests and referrals for disciplinary action, and Violence Against Women Act offenses. They also provide information about safety and security-related services offered by the University of Utah. A paper copy can be obtained by request at the Department of Public Safety located at 1658 East 500 South.

As perUniversity of Utah policy 5-108: Transfer of Benefits Eligible Staff Members, a new hire to the University of Utah who is still serving a 12 month probationary period will not be hired into another University of Utah job (a transfer) until the successful completion of the probationary period.