Executive Human Resources Business Partner

Job Summary

UMass Amherst is seeking an experienced and strategic Executive HR Business Partner (HRBP) to provide leadership and direction to a team of HR Business Partners who support assigned colleges and administrative units across the University.

About the Role

This position serves as a senior advisor to institutional leaders while coaching and developing Human Resources Business Partner's (HRBPs) in their work as strategic consultants. The Executive HRBP collaborates with Centers of Excellence (COEs) across Compensation & Talent Acquisition, Employee Engagement, Labor Relations, and Total Rewards to deliver integrated HR solutions and drive change across a complex, unionized higher education environment.

Essential Functions

• Serve as a senior HR advisor to assigned deans, department heads, and administrative leaders, providing guidance on workforce strategy, organizational design, talent planning, and change management.

• Partner with senior leadership to understand unit goals and challenges and align HR solutions that advance institutional strategy.

• Promote a culture of inclusion, accountability, engagement, and continuous improvement across all assigned areas.

• Lead, coach, and develop a team of 4–6+ HR Business Partners who serve assigned academic and administrative units.

• Manage workload distribution and ensure appropriate coverage for portfolios and strategic initiatives.

• Partner with units to develop and implement workforce and succession plans aligned with current and future talent needs.

• Collaborate with Employee Engagement and Talent Development teams to assess leadership bench strength and identify development opportunities.

• Facilitate talent reviews and consult on job architecture, promotions, and organizational structure.

• Lead or consult on employee and labor relations, including performance management, corrective actions, workplace concerns, grievance handling, and policy interpretation.

• Support HRBPs in partnering effectively with the Labor Relations COE for issues that intersect both ER and LR scopes.

• Lead or consult on organizational assessments, restructures, and change initiatives, ensuring alignment with institutional priorities and financial sustainability.

• Provide guidance on job redesigns, spans of control, and reporting structures to improve operational effectiveness.

• Perform other duties as assigned.

Minimum Qualifications

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field.
• More than 10 years of progressive HR experience, including advanced employee and/or labor relations leadership in highly complex organizational environments.
• At least five (5) years of people leadership or team management experience.
• Executive-level experience leading resolution strategies for high-risk, enterprise-wide, or highly sensitive employee and/or labor relations matters; advising senior leadership on organizational risk, conflict navigation, and institutional response strategies.
• 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.

Preferred Qualifications

• Master's degree in Business, HR, or other related field or JD.
• PHR or SPHR certification.
• Experience in higher education or the public sector.
• Significant experience with the design and execution of recruitment and hiring strategies.
• Experience in designing and executing integrated performance management and employee development programs.