Manager, HR Business Partner

POSITION SUMMARY: The Manager, HR Business Partner is a local HR leader responsible for leading day to day employee and labor relations execution, while supervising HR Business Partners who support managers and employees through ongoing people matters. This role plays a central part in promoting fair and just accountability, strengthening manager capability, and reducing unnecessary escalation and involuntary terminations through early intervention, coaching, and issue de escalation. In an environment where HR processes and tools are continuing to evolve, this role is critical to stabilizing employee and labor relations, building trust with leaders and employees, and supporting the introduction and local adoption of new practices as they are developed at the Network level. The Manager, HR Business Partner works closely with UConn Health Community Network HR teams and Legal partners to align local execution with broader guidance, while remaining grounded in the realities of day to day hospital operations. This position is well suited for a practical, relationship oriented HR leader who is comfortable working in a developing environment, supporting change over time, and serving as a visible and credible presence for managers and employees. REQUIRED QUALIFICATIONS:: * Bachelor's degree required (Human Resources, Business, Public Administration, or related field). * 5 - 7 years of progressive HR Business Partner or employee relations experience in a complex organization. * Demonstrated experience supporting leaders through employee relations matters, investigations, performance management, and workforce change. * Working knowledge of employment law, labor relations, and HR compliance in a regulated environment. * Experience in a unionized setting required (minimum 3 years). * Strong written and verbal communication skills with the ability to influence leaders. * Experience using data and metrics to inform people decisions. PREFERRED QUALIFICATIONS:: * Master's degree and/or PHR, SPHR, SHRM"'CP, or SHRM"'SCP certification. * Healthcare, hospital, or multi"'site operational experience. * Experience operating within a networked or enterprise HR operating model. COMPETENCIES: * Trusted HR Partner: Builds strong working relationships with leaders, managers, and employees through accessibility, sound judgment, and practical support. Approaches issues with empathy, clarity, and professionalism. * Employee & Manager Experience Focus: Demonstrates a strong commitment to improving the everyday experience of working with HR, particularly in areas such as communication, responsiveness, and manager support. Uses feedback and themes to guide improvement efforts. * Employee & Labor Relations Leadership and Judgment: Applies thoughtful judgment when handling employee relations matters in a unionized environment, recognizing when to address issues locally and when to escalate or partner with Network teams. * Leader & Coach: Supports and develops HR Business Partners and managers by providing clear guidance, coaching, and feedback, particularly in areas where formal processes or tools are still emerging. * Adaptable & Practical: Comfortable operating in an environment where processes are evolving. Able to support new approaches as they are introduced while continuing to meet immediate operational needs. * Collaborative Network Partner: Works effectively within a networked HR model, partnering with Centers of Excellence and aligning local execution with Network guidance, governance, and direction. ESSENTIAL DUTIES and RESPONSIBILITIES: Disclaimer: Job descriptions are not intended, nor should they be construed to be, exhaustive lists of all responsibilities, skills, efforts or working conditions associated with the job. They are intended to be accurate reflections of the principal duties and responsibilities of this position. These responsibilities and competencies listed below may change from time to time. * HR Business Partner Leadership & Day-to-Day Support * Provide hands-on leadership and guidance to HR Business Partners supporting hospital leaders and departments. * Serve as a trusted advisor to managers on employee matters, leadership challenges, and people"'related decisions. * Promote shared HR practices across departments in partnership with leaders and HR team members, while adapting to evolving local processes and tools. * Maintain a visible and accessible presence for managers and employees, particularly in support of employee relations and manager issue resolution. * Coach and support HR Business Partners in providing proactive management guidance, with an emphasis on de"'escalation, early intervention, and practical alternatives to disciplinary action or termination where appropriate. * Employee Relations & Issue Resolution * Oversee the intake, assessment, and resolution of employee relations matters, including performance issues, conduct concerns, and workplace complaints. * Conduct or support employee investigations, including interviews, documentation, and findings, in alignment with established guidance and escalation practices. * Support managers through performance conversations, corrective action, and documentation with a focus on fair and just accountability, consistency, and appropriate intervention. * Identify sensitive, complex, or high risk matters and partner with Network HR or Legal teams as appropriate. * Union & Labor Relations Support * Support day-to-day labor relations activities in a unionized environment, including contract interpretation and manager coaching. * Manage grievance intake, documentation, tracking, and coordination in accordance with collective bargaining agreements. * Partner with leaders to strengthen union"'aware people management practices and day"'to"'day decision"'making. * Coordinate closely with Network HR and Legal teams on escalated issues, arbitration preparation, CHRO and EEOC claims, or contract negotiations as required. * Talent Management & Performance Practices * Support the introduction and rollout of foundational talent and performance practices as they are developed at the Network level. * Partner with Network HR teams to pilot, test, and operationalize new processes related to performance feedback, goal setting, and talent discussions. * Coach leaders on practical performance and development conversations, particularly where formal tools or processes are still emerging. * Share local insights and lessons learned to inform the ongoing refinement of Network"'led talent and performance practices. * Support internal movement, promotions, and role changes in coordination with Talent and HR Operations teams. (Note: This role supports local adoption and feedback but does not own enterprise level talent or performance frameworks.) * Workforce Planning & Employee Lifecycle Support * Partner with leaders on staffing needs, role changes, and workforce planning conversations. * Support employee lifecycle events, including onboarding, role transitions, leaves, and offboarding. * Provide HR guidance during periods of change while balancing operational needs and employee impact.

Created: 2026-04-04