Executive Human Resources Business Partner (Hybrid/Remote)

About UMass Amherst

The flagship of the Commonwealth, the University of Massachusetts Amherst is a nationally ranked public land-grant research university that seeks to expand educational access, fuel innovation and creativity, and share and use its knowledge for the common good. Founded in 1863, UMass Amherst sits on nearly 1,450-acres in scenic Western Massachusetts and boasts state-of-the-art facilities for teaching, research, scholarship, and creative activity. The institution advances a diverse, equitable, and inclusive community where everyone feels connected and valued—and thrives, and offers a full range of undergraduate, graduate and professional degrees across 10 schools and colleges, and 100 undergraduate majors. We believe every member of our university community can contribute to our ongoing success by striving for the highest level of excellence as we seek breakthrough solutions to mounting environmental, social, economic, and technological challenges in our world.

 

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. 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.

 

Essential Functions

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 liai