Executive Human Resource 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

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.

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.