Executive Human Resources Business Partner

Title: Executive Human Resources Business Partner

Executive Area: Human Resources

College/School/MBU: Human Resources

Department: Office of Human Resources

Work Location: Amherst

Schedule: Full Time

Work Arrangement:Remote

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. Reporting to the Senior Director for HR Embedded Services, 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.

This position serves as a 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
  • 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.
• Team Supervision & Development
  • Lead, coach, and develop a team of 4–6+ HR Business Partners who serve assigned academic and administrative units.
  • Provide direction, feedback, and support to ensure consistency, quality, and impact of HRBP service delivery across the university.
  • Manage workload distribution and ensure appropriate coverage for portfolios and strategic initiatives.
• Talent Management & Workforce Planning
  • 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.
• Employee & Labor Relations
  • Lead and support the HRBP team in managing all aspects of employee relations, including performance management, corrective actions, workplace concerns, grievance handling, and policy interpretation.
  • Ensure 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.
  • Foster a proactive and solutions-focused ER approach that promotes accountability, inclusion, and employee engagement.
  • Collaborate 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.
  • Support HRBPs in partnering effectively with the Labor Relations COE for issues that intersect both ER and LR scopes.
• Organizational Design & Change Management
  • 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.
• HR Program Implementation
  • Serve 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).
  • Monitor trends, assess impact, and recommend improvements to HR programs and policies based on stakeholder feedback and institutional needs.

Performs other duties as assigned.

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field.
• More than 10 years of progressive HR experience, including…