Human Resources Business Partner

At UC Health, we're proud to have the best and brightest teams and clinicians collaborating toward our common purpose: to advance healing and reduce suffering.

As the region's adult academic health system, we strive for innovation and provide world-class care for not only our community, but patients from all over the world. Join our team and you'll be able to develop your skills, grow your career, build relationships with your peers and patients, and help us be a source of hope for our friends and neighbors.

UC Health is committed to providing an inclusive, equitable and diverse place of employment.

The HR Business Partner (HRBP) position is responsible for aligning HR strategies with business goals and objectives. The HRBP also aligns the Centers of Excellence (Learning/Development, Compensation/Benefits, Talent Acquisition, Talent Management, Labor Relations) business objectives with employees and management of the designated business units they support. The position fosters partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its mid-range plans, its culture, and its competition. This role supports Ambulatory service lines.Minimum Education Required:

• Bachelor's Degree Bachelor's Degree or equivalent experience

Minimum Experience Required:

• 3 - 5 Years equivalent experience.
• Preferred: 6 - 10 Years equivalent experience.

Strategic Partner

• Collaborate with business leaders to align people strategies, workforce planning, and organizational design with business objectives.
• Serve as a trusted advisor by anticipating organizational, talent, and change-related challenges and recommending effective solutions.
• Lead talent strategies focused on attracting, developing, retaining, and succession planning for key roles.
• Use data, workforce metrics, and business insights to identify opportunities, drive decision-making, and measure outcomes.
• Foster strong partnerships with leaders, employees, and external stakeholders, including union representatives when applicable, to support a positive and patient-focused work environment.

Functional Expert

• Provide expert guidance on HR and labor-related matters, including employee relations, labor relations, performance management, talent acquisition, compensation, benefits, leave management, and policy interpretation.
• Ensure compliance with employment laws, regulations, collective bargaining agreements, and organizational policies while proactively advising leaders on risk mitigation.
• Lead and oversee workplace investigations, including recommendations, corrective actions, and resolution strategies.
• Partner with leaders to address performance concerns, employee relations matters, and workforce challenges using a solution-oriented, data-driven approach.
• Develop and deliver training, coaching, and education to leaders and employees on HR, labor relations, and effective people management practices.

Change Agent

• Lead and support organizational change initiatives that strengthen culture, employee engagement, retention, and business performance.
• Partner with leaders to implement strategic workforce and operational changes, providing guidance through complex or sensitive situations.
• Identify opportunities for continuous improvement and champion best practices that enhance organizational effectiveness and employee experience.
• Influence leaders through change by delivering insights, recommendations, and actionable solutions aligned with organizational goals.
• Drive employee and labor relations initiatives that support a positive, collaborative, and high-performing work environment.

Business Acumen

• Demonstrate a deep understanding of organizational, business unit, and operational goals, translating strategy into actionable people solutions.
• Anticipate business needs and proactively address workforce, culture, compliance, and employee engagement challenges before escalation.
• Serve as a subject matter expert on employment practices, industry trends, regulatory requirements, and organizational culture.
• Guide leaders in developing and implementing employee engagement, communication, and culture initiatives that align with organizational values.
• Promote a safe, compliant, and inclusive workplace while supporting leadership in achieving business and workforce goals.

Other Duties

• Perform other duties and special projects as assigned.

Strategic Partner

• Collaborate with business leaders to align people strategies, workforce planning, and organizational design with business objectives.
• Serve as a trusted advisor by anticipating organizational, talent, and change-related challenges and recommending effective solutions.
• Lead talent strategies focused on attracting, developing, retaining, and succession planning for key roles.
• Use data, workforce metrics, and business insights to identify opportunities, drive decision-making, and measure outcomes.
• Foster strong partnerships with leaders, employees, and external stakeholders, including union representatives when applicable, to support a positive and patient-focused work environment.

Functional Expert

• Provide expert guidance on HR and labor-related matters, including employee relations, labor relations, performance management, talent acquisition, compensation, benefits, leave management, and policy interpretation.
• Ensure compliance with employment laws, regulations, collective bargaining agreements, and organizational policies while proactively advising leaders on risk mitigation.
• Lead and oversee workplace investigations, including recommendations, corrective actions, and resolution strategies.
• Partner with leaders to address performance concerns, employee relations matters, and workforce challenges using a solution-oriented, data-driven approach.
• Develop and deliver training, coaching, and education to leaders and employees on HR, labor relations, and effective people management practices.

Change Agent

• Lead and support organizational change initiatives that strengthen culture, employee engagement, retention, and business performance.
• Partner with leaders to implement strategic workforce and operational changes, providing guidance through complex or sensitive situations.
• Identify opportunities for continuous improvement and champion best practices that enhance organizational effectiveness and employee experience.
• Influence leaders through change by delivering insights, recommendations, and actionable solutions aligned with organizational goals.
• Drive employee and labor relations initiatives that support a positive, collaborative, and high-performing work environment.

Business Acumen

• Demonstrate a deep understanding of organizational, business unit, and operational goals, translating strategy into actionable people solutions.
• Anticipate business needs and proactively address workforce, culture, compliance, and employee engagement challenges before escalation.
• Serve as a subject matter expert on employment practices, industry trends, regulatory requirements, and organizational culture.
• Guide leaders in developing and implementing employee engagement, communication, and culture initiatives that align with organizational values.
• Promote a safe, compliant, and inclusive workplace while supporting leadership in achieving business and workforce goals.

Other Duties

• Perform other duties and special projects as assigned.