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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 Multiple positions available at either Human Resources Business Partner II, III, or Senior levels.
- Human Resources Business Partner II (HRBP II)
- Facilitates HR processes, ensuring alignment with business goals for assigned units. They provide guidance and policy interpretation on moderately complex HR issues including recruitment, compensation/classification, leave administration, and performance management.
- Human Resources Business Partner III (HRBP III)
- Serves as a strategic HR partner to assigned business unit(s). They supervise a team of HR staff, driving high-quality service delivery and fostering continuous improvement in HR administration. The HRBP III provides guidance to employees and managers on complex HR issues.
- Senior Human Resources Business Partner (Senior HRBP)
- Supervises and mentors a team of HR professionals in assigned business unit(s), ensuring high-quality service delivery and continuous improvement. The Senior HRBP develops and implements HR strategies that foster a positive organizational culture, improve employee engagement, and support the goals of the business unit(s).
Essential Functions
- Human Resources Business Partner II (HRBP II)
- Serves as a key point of contact for Human Resources-related issues within the business unit(s). Interprets and advises managers on HR policies, procedures and best practices. Handles moderately complex HR issues, partnering with senior-level HR staff as appropriate.
- 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. Ensures job descriptions fully comply with applicable requirements including the Fair Labor Standards Act (FLSA) and Americans with Disabilities Act (ADA).
- Provides guidance to employees and managers on the University's classification and compensation frameworks. Partners with the Compensation team to resolve routine compensation-related issues.
- Drives full-cycle recruitment efforts. Advises hiring managers on recruitment planning and best practices to attract top talent.
- 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.
- Facilitates solutions for straightforward performance management issues. Provides support to senior-level HR staff in resolving more complex employee and labor relations matters
- Develops advanced reports and performs data analyses to support data-informed decision-making.
- Assists senior level HR staff in the implementation and evaluation of training programs, professional development initiatives, and other key HR projects. Contributes to the creation and delivery of employee development strategies.
- Partners with HR functional areas and campus departments to improve coordination, efficiency, and consistency in HR processes, sharing feedback to support continuous improvement across service areas.
- May supervise HR staff.
- Human Resources Business Partner III (HRBP III)
- 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.
- Supervises a team of HR staff. Provides direction and support to ensure high-quality HR service delivery to business unit(s). 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 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.
- Senior Human Resources Business Partner (Senior HRBP)
- 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.
- Leads and supervises a team of HR staff. Provides guidance and support to ensure alignment with organizational goals and HR initiatives. Coaches team members on best practice to drive continuous improvement and operational excellence within the HR function.
- 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.
Other Functions
- Performs other duties as assigned.
Minimum Qualifications (Knowledge, Skills, Abilities, Education, Experience, Certifications, Licensure)
HRBP II, additional minimum qualifications:
- Four (4) years of human resources experience.
HRBP III, additional minimum qualifications:
- Six (6) years of human resources experience.
Senior HRBP, additional minimum qualifications:
- Eight (8) years of human resources experience.
Physical Demands/Working Conditions
- Typical office environment.
Work Schedule
- Monday - Friday, 8:30 am - 5:00 pm.
- This position has the opportunity for a hybrid work schedule, which is defined by the University as an arrangement where an employee's work is regularly performed at a location other than the campus workspace for a portion of the week. As this position is non-unit, it is subject to the terms and conditions of the University of Massachusetts Board of Trustees Non-Unit (Professional) Employee Personnel Policy.
- This position has the opportunity for a remote work schedule, which is defined by the University as an arrangement where the employee's work location is to work from a site other than the UMass Amherst campus. As this position is non-unit, it is subject to the terms and conditions of the University of Massachusetts Board of Trustees Non- Unit (Professional) Employee Personnel Policy.
Salary Information HRBP II: Salary Level 28 HRBP III: Salary Level 29 Senior HRBP: Salary Level 31 Exempt Hiring Ranges Special Instructions to 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. Applications will be reviewed on a continuous basis until the positions are filled. Early submissions are encouraged. The University of Massachusetts Amherst welcomes all qualified applicants and complies with all state and federal anti-discrimination laws.
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UMass Amherst
remote work
Nov 04, 2025