HR Business Partner

Title: Executive Human Resource Business Partner Executive Area: Administration and Finance College/School/MBU: Administration & Finance Department: VC Admin & Finance HR Work Location: Amherst Schedule: Full time Work Arrangement: Hybrid 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). Reporting to the Senior Director for HR Embedded Services with a dotted line to the Administration and Finance Vice Chancellor, the Executive HRBP plays a critical role in delivering high-impact HR services that align talent strategy with the University's academic and operational priorities. The Executive HRBP serves as a member of the A&F leadership team and senior advisor to institutional leaders while coaching and developing 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 Strategic HR Leadership 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. Team Supervision & Development Leads, coaches, and develops a team of 4–6+ HR Business Partners who serve assigned academic and administrative units. Provides direction, feedback, and support to ensure consistency, quality, and impact of HRBP service delivery across the university. 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. Ensures HRBPs provide consistent and effective ER guidance to supervisors and employees, with routine matters handled by HRBP I/II roles and complex or high-risk issues escalated to HRBP III/senior HRBPs or the HRBP Lead. 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). Monitors trends, assesses impact, and recommends improvements to HR programs and policies based on stakeholder feedback and institutional needs. Other Functions Performs other duties as assigned. 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). Additional Details Administration & Finance employs over 2,000 employees and 1,000 student employees, operates an annual budget of $350 million, and consists of diverse areas necessary to the continued operations of the university, such as: Finance & Budget; Facilities & Campus Services; Auxiliary Enterprises (Dining, Hotel, Conference Services); University Health Services; and Environmental Health & Safety. Working Conditions Work is performed in a standard office or indoor university environment and involves minimal physical exertion. Work Schedule and Work Arrangement Monday through Friday 8:30 AM - 5:00 PM. This position has the opportunity for a hybrid work schedule, which is defined by the University as an arrangement where an employee’s work is regularly performed at a location other than the campus workspace for a portion of the week. As this position is non-unit, it is subject to the terms and conditions of the University of Massachusetts Board of Trustees Non-Unit (Professional/or Classified) Employee Personnel Policy. Salary Information Pay Grade: PSSAP Grade 34 #J-18808-Ljbffr