Human Resources Business Partner III (Hybrid)

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

Under the direction of the Senior Human Resources Business Partner for the College of Natural Sciences (CNS), the Human Resources Business Partner III supports all human resources functions as a strategic HR partner to the largest academic unit on the University of Massachusetts Amherst campus. This position will be responsible for supervising a team of HR staff, driving high-quality service delivery and fostering continuous improvement in HR administration. Provides guidance to employees and managers on complex HR issues. 

 

Essential Functions

• Organizational Effectiveness:
  • Serves as a key point of contact and strategic HR resource to managers throughout CNS.  Interpret and provide advice on HR policies, procedures, and best practices. Handles moderately complex to advanced HR issues, providing expert guidance and ensuring compliance with legal requirements, while partnering with senior-level HR staff as appropriate.
  • Supervises a team of HR staff. Provides direction and support to ensure high-quality HR service delivery to CNS.  Coaches team members on best practices to drive continuous improvement and operational excellence within the HR function.
  • Engages regularly with senior leadership to determine immediate HR needs.  Proactively identifies and addresses complex HR challenges, offering tailored solutions that align with business goals.
  • Participates in short term strategic planning. Creates staffing and individual development plans (IDPs) to optimize the organizational structure in alignment with business objectives.
  • Evaluates training and development needs. Recommends or leads training programs and professional development initiatives that meet identified learning goals. Participates in the creation and delivery of employee development strategies and other key HR projects.
• Recruitment and Hiring:
  • Facilitates faculty and staff recruitment processes for the college.  Collaborates with hiring managers to develop and refine job descriptions. Provides guidance on role-specific competencies and helps craft language that accurately reflects the position’s essential functions and qualifications.
  • Develops and executes comprehensive talent acquisition strategies. Provides expert guidance to hiring managers on recruitment planning and best practices to attract, assess, and secure high-caliber candidates.
  • In consultation with the Dean, Associate Dean for Administration, Finance, and Operations, various Assistant/Associate Deans, Department Heads/Chairs, and the Office of the Provost, manages faculty-hiring protocols, including tenure track offers.
• Compensation and Classification:
  • Provides guidance to employees and managers on the University's classification and compensation frameworks. Partners with the Central HR Compensation team to resolve complex pay-related issues.
  • Advises supervisors and HRBPs on writing clear, accurate, and results-oriented job descriptions.
• Annual Faculty and Staff Review Processes:
  • Ensures compliance with annual faculty and staff review requirements and coordinates processes relative to performance and/or compensation, including, but not limited to, merit, anomalies, faculty reappointment, and tenure reviews. Establishes academic year schedule for the College Personnel Committee (CPC) and serves as an on-going resource for its members.
• Employee Relations:
  • Advises managers on the consistent and equitable application of collective bargaining agreements. Coaches managers on establishing performance expectations, delivering feedback and implementing corrective action processes. Leads meetings to resolve grievances and employee complaints.  Assists higher level HRBPs in conduc