Executive Human Resource Business Partner
Job Summary
UMass Amherst is seeking an experienced and strategic Executive Human Resource Business Partner (HRBP) to provide leadership and direction to a team of HR Business Partners who support all units across the University within Administration and Finance (A&F).
Essential Functions
Serves as a senior HR advisor to the Vice Chancellor of A&F, all assigned department heads, and administrative leaders, providing guidance on workforce strategy, organizational design, talent planning, and change management.
Partners with senior leadership to understand unit goals and challenges and align HR solutions that advance institutional strategy.
Promotes a culture of inclusion, accountability, engagement, and continuous improvement across all assigned areas.
Leads, coaches, and develops a team of 4–6+ HR Business Partners who serve assigned academic and administrative units.
Manages workload distribution and ensures appropriate coverage for portfolios and strategic initiatives.
Talent Management & Workforce Planning
Partners with units to develop and implement workforce and succession plans aligned with current and future talent needs.
Collaborates with Employee Engagement and Talent Development teams to assess leadership bench strength and identify development opportunities.
Facilitates talent reviews and consults on job architecture, promotions, and organizational structure.
Employee & Labor Relations
Leads and supports the HRBP team in managing all aspects of employee relations, including disciplinary proceedings and investigations, performance management, corrective actions, workplace concerns, grievance handling, and policy interpretation.
Fosters a proactive and solutions-focused ER approach that promotes accountability, inclusion, and employee engagement.
Collaborates with the Labor Relations COE on matters involving collective bargaining agreements, formal grievances, and union engagement, ensuring alignment between employee relations actions and contractual obligations.
Supports HRBPs in partnering effectively with the Labor Relations COE for issues that intersect both ER and LR scopes.
Organizational Design & Change Management
Leads or consults on organizational assessments, restructures, and change initiatives, ensuring alignment with institutional priorities and financial sustainability.
Provides guidance on job redesigns, spans of control, and reporting structures to improve operational effectiveness.
HR Program Implementation
Serves as a liaison between Embedded Services and HR COE’s to ensure seamless implementation of HR programs (e.g., performance management, engagement surveys, merit increases).
Maintains awareness of trends, assesses impact, and recommends improvements to HR programs and policies based on stakeholder feedback and institutional needs.
Minimum Qualifications
- Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field.
- More than ten (10) years of progressive HR experience, including at least five (5) years of people leadership or team management experience.
- Demonstrated experience as a strategic HR Business Partner or HR leader supporting senior-level clients.
- Strong knowledge of workforce planning, employee relations, performance management, and organizational design.
- Experience navigating a complex, matrixed, or unionized environment.
- Strategic thinking skills with proven ability to lead change and align HR services with organizational goals.
- Exceptional communication, influence and relationship building skills.
- Experience supervising or mentoring HR professionals.
Preferred Qualifications
- Master’s degree or higher in Human Resources, Labor Relations, Public Administration, or related field.
- Higher education campus operations, facilities, healthcare, or public-sector experience.
- Working knowledge of collective bargaining agreements and labor relations practices.
- Experience supervising or mentoring HR professionals.
- Active HR certification (i.e. PHR, SHRM-CP).