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Title: HR Business Partner III/Senior HR Business Partner Executive Area: Human Resources College/School/MBU: Human Resources Department: Human Resources Work Location: Amherst Schedule: Full Time Work Arrangement:Onsite Job Summary The Senior Human Resources Business Partner (HRBP)/HRBP III partners with a team of HR professionals in assigned business unit(s) within Administration & Finance (A&F), ensuring high-quality service delivery and continuous improvement. The Senior HRBP/HRBP III supports several areas within A&F, to include University Health Services, Environmental Health & Safety, and the Controller's Office. The Senior HRBP/HRBP III develops and implements HR strategies that foster a positive organizational culture, improve employee engagement, and support the goals of the business unit(s).
This posting includes two levels of the role, which share similar responsibilities with some overlap in duties. During the review process, candidates will be evaluated using the expectations for each level, including depth of experience, complexity of work, and level of independence. Based on that assessment, candidates are advanced and ultimately considered at the level that best aligns with their qualifications. Essential Functions Delivershands-on Human Resourcessupport tailored toa high volume of complex,local needs.
Maintains on-site presence to remain closely aligned with division-specific priorities and workflows.
Senior HRBP Functions:
Supports HR transformation initiatives and the strategic planning process, driving change and ensuring alignment with the University's strategic plan. Influences senior leadership and key stakeholders within a centralized embedded services model to achieve organizational goals.
Develops a thorough knowledge and understanding of assigned business unit(s) including their leadership structure, culture, and organizational objectives. Takes the lead role in driving HR strategy, setting priorities, and ensuring the efficient execution of HR programs and processes. Partners with senior leadership within the unit(s) to create short- and long-term strategic plans.
Provides expert guidance to managers and employees on a comprehensive range of HR matters, including but not limited to recruitment, benefits, onboarding, compensation, employee engagement, training and development, HR administration, labor and employee relations, and talent management. Assumes a leadership role in addressing and resolving highly complex HR issues escalated from direct reports, ensuring effective and efficient resolution.
Creates long-term staffing plans to optimize the organizational structure of the department. Develops and supports succession planning efforts. Establishes and maintains effective programs for workforce retention and promotions, with clear metrics to measure program success and impact on employee satisfaction and engagement.
Manages the employee exit process including the strategic analysis of exit interview data for faculty and staff. Assesses trends, creates retention strategies, and provides recommendations to leadership with the goal of improving the employment life cycle.
Remains current on employment law and compliance and participates as required in MCAD and EEO issue resolution including the conduct of investigations. Assures HR functions are performed effectively and efficiently and comply with regulatory standards and university policies.
Leads collaborative initiatives with HR business centers and campus leadership to develop and integrate strategic HR solutions that address complex organizational needs and advance institutional priorities.
HRBP III Functions
Serves as a strategic HR resource within the business unit(s). Provides expert guidance on complex HR matters. Interprets and advises on advanced HR policies and procedures, ensuring compliance with legal requirements.
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 plans to optimize the organizational structure of the department.
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 conducting investigations as needed.
Provides guidance to employees and managers on the University's classification and compensation frameworks. Partners with the Compensation team to resolve complex pay-related issues.
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. Stays up-to-date on market trends and utilizes data-driven insights to optimize recruitment processes.
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.
Collaborates closely with employees, managers, and the Employee Accommodations and Absence Support Team to identify and address accommodation and/or absence support needs. Serves as the first point of contact within supported units, ensuring the Absence Support Team is informed of potential cases for evaluation and compliance processing (e.g., ADA, FMLA, PMFL). Maintains ongoing communication with employees and managers throughout the leave or accommodation period, supports successful returns to work, and promotes a positive and compliant employee experience.
Utilizes HR data insights to proactively identify trends, opportunities, and areas for improvement within the HR function.
Serves as a key liaison between departments and HR business centers, collaborating on the design and implementation of HR solutions that align with University policies and operational goals. Other Functions May supervise employees as HR shared services model evolves.
Performs other duties as assigned. Minimum Qualifications Bachelor's degree.
Proven HR experience, including acting as a strategic partner and supporting senior-level leaders.
Strong knowledge of employee relations and performance management.
Comfort navigating organizational complexity, including matrixed or unionized settings.
Strategic thinking skills with proven ability to lead change and align HR services with organizational goals.
Exceptional communication, influence and relationship building skills.
HRBP III minimum qualifications:
Six (6) years of progressive human resources experience.
Significant experience with conflict de-escalation, demonstrating and applying awareness of complex dynamics across a range of HR matters.
Senior HRBP minimum qualifications:
Eight (8) years of progressive human resources experience.
Senior-level experience with managing employee relations matters, ensuring equitable, consistent, and defensible outcome. Preferred Qualifications Higher education campus operations, facilities, healthcare, or public-sector experience.
Strong background in employee relations, investigations, and/or unionized environments.
Active HR certification (i.e. PHR, SHRM-CP).
Bachelor's degree in Human Resources, Organizational Development, Business Administration, or related field. Working Conditions Work is performed in a standard office or indoor university environment and involves minimal physical exertion. Work Schedule and Work Arrangement Monday - Friday, 8:30 - 5:00pm. Salary Information Pay Grade: HR Business Parter III: PSSAP Grade 29
Senior HR Business Partner: PSSAP Grade 31
Click here to view the Professional Staff Hiring Ranges Special Instructions for Applicants Along with the application, please submit a resume. References will be checked at the finalist stage. Please be prepared to provide contact information for three (3) professional references. This position will remain open for the time period required by any applicable collective bargaining agreement and will continue until a suitable candidate pool is identified. Interested applicants are strongly encouraged to apply early.
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UMass Amherst
Apr 16, 2026