HR Business Partner II-Health

The Health HRBP II position is responsible for aligning business objectives with employees and management in designated academic units. The Health HRBP II formulates partnerships across the University and provides strategic support to the employees and leadership within the unit. This position performs work under leadership of the Director of Health HR (or other executive leader), may receive direction from the Senior HRBP - Health, and may provide leadership and direct or indirect supervision to the respective Health HRBP I.

Working at USF

With approximately 16,000 employees, the University of South Florida is one of the largest employers in the Tampa Bay area. We are dedicated to cultivating a talented, engaged and driven workforce that strives to be bold. Employees excel in USF's rich academic environment, which fosters their development and advancement. In 2025, Forbes recognized USF as one of Florida's best large employers, ranked No. 1 among the state's 12 public universities. Our first-class benefits package includes medical, dental and life insurance plans, retirement plan options, employee and dependent tuition programs, generous leave, and hundreds of employee perks and discounts.

About USF

The University of South Florida is a top-ranked research university serving approximately 50,000 students from across the globe at campuses in Tampa, St. Petersburg, Sarasota-Manatee and USF Health. USF is recognized by U.S. News & World Report as a top 50 public university and the best value in Florida. U.S. News also ranks the USF Health Morsani College of Medicine as the No. 1 medical school in Florida and in the highest tier nationwide. USF is a member of the Association of American Universities (AAU), a group that includes only the top 3% of universities in the U.S. With an all-time high of $738 million in research funding in 2024 and as a top 20 public university for producing U.S. patents, USF uses innovation to transform lives and shape a better future. The university generates an annual economic impact of more than $6 billion. USF's Division I athletics teams compete in the American Athletic Conference. Learn more at www.usf.edu.

Compliance and Federal Notices

This position may be subject to a Level 1 or Level 2 criminal background check.

Applicants have rights under Federal Employment Laws:

The University of South Florida is an equal opportunity employer that does not discriminate against any employee or applicant for employment based on any characteristic protected by law. The University maintains programs for protected veterans and individuals with disabilities in accordance with all applicable federal and state laws.

Family and Medical Leave Act (FMLA)

Applicants for USF employment are entitled to request reasonable accommodation(s) in the application process. A request is to be made at least five (5) working days prior to the time the accommodation(s) is needed. Visit the Central Human Resources ADA Accommodations webpage for more information on requesting an accommodation during the application/interview process.

Equal Employment Opportunity

The University of South Florida is an equal opportunity employer that does not discriminate against any employee or applicant for employment based on any characteristic protected by law. The University maintains affirmative action programs for protected veterans and individuals with disabilities in accordance with all applicable federal and state laws. This job description does not constitute an employment contract.

Minimum Education & Experience:

Bachelor's degree in a related field and 4 years of HR experience; or

Master's degree in related field and 2 years of HR experience.

4 years of HR related experience or a combination of education and experience may substitute for the bachelor's degree.

Preferred Qualifications

• SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.
• Acts as a key point of contact for all HR-related processes, issues, and/or questions for the respective administrative unit.
• Provides consultative guidance and coaching to managers and employees on human resources-related matters, ensuring alignment with university policies, goals, and objectives. Provides leadership, coaching, and/or mentoring to the respective academic unit as it relates to Human Resources matters.
• Develops a thorough knowledge and understanding of the assigned academic units to understand their culture, needs, skills, and development opportunities, up to and including, the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Implements organizational development, workforce or succession planning, training, or performance management strategies as developed by the University and in partnership with Learning and Talent Development.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies; reviews exit interview data to share feedback with leadership and recommend solutions.
• Provides HR policy guidance and interpretation; develops internal policies and procedures.
• Handles moderately complex employee relations issues in partnership with Employee Relations and refers more complex issues to higher-level staff; supports employee relations, ethics, or compliance investigations.
• Partners with Classification and Compensation to administer salary reviews and analysis and advises leadership accordingly.
• Manages performance management processes for all assigned employees; advises leadership and employees on the process and makes recommendations.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Other duties as assigned.
• Acts as a key point of contact for all HR-related processes, issues, and/or questions for the respective administrative unit.
• Provides consultative guidance and coaching to managers and employees on human resources-related matters, ensuring alignment with university policies, goals, and objectives. Provides leadership, coaching, and/or mentoring to the respective academic unit as it relates to Human Resources matters.
• Develops a thorough knowledge and understanding of the assigned academic units to understand their culture, needs, skills, and development opportunities, up to and including, the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Implements organizational development, workforce or succession planning, training, or performance management strategies as developed by the University and in partnership with Learning and Talent Development.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies; reviews exit interview data to share feedback with leadership and recommend solutions.
• Provides HR policy guidance and interpretation; develops internal policies and procedures.
• Handles moderately complex employee relations issues in partnership with Employee Relations and refers more complex issues to higher-level staff; supports employee relations, ethics, or compliance investigations.
• Partners with Classification and Compensation to administer salary reviews and analysis and advises leadership accordingly.
• Manages performance management processes for all assigned employees; advises leadership and employees on the process and makes recommendations.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Other duties as assigned.