Human Resources Business Partner for Academic Affairs

goals.

The HRBP will interface with a wide variety of employees-including faculty, professional staff, and clerical staff-providing comprehensive HR consultation, strategic workforce planning, employee and labor relations guidance, and organizational change support. This position offers the unique opportunity to shape organizational effectiveness across our academic enterprise while developing strong, credible relationships with employees at all levels.

The University seeks an experienced HR professional with a passion for advancing higher education's mission, excellent interpersonal skills, and the ability to serve as a trusted advisor to senior leadership and diverse employee populations and encourages interested applicants to apply.

Human Resources Business Partner

Department: Human Resources
Reports To: Senior Director of Labor and Employee Relations
Supervises: May supervise students and other Human Resources staff as assigned.

Position Summary

The Human Resources Business Partner for Academic Affairs (HRBP) serves as a strategic advisor and trusted partner to campus leadership, managers, and employees across assigned academic and administrative areas of the University. As a highly visible and accessible Human Resources resource, the HRBP develops strong working relationships with University leadership and provides comprehensive Human Resources consultation and support designed to advance organizational effectiveness and the University's strategic priorities.

The HRBP provides guidance and support across a broad range of Human Resources matters, including employee and labor relations, performance management, talent acquisition, compensation, workforce planning, organizational design and change, training and development, policy interpretation, and employment compliance.

Reporting to the Senior Director of Labor and Employee Relations, the HRBP works closely with the Senior Director on employee relations, labor relations, performance management, workplace concerns, and other complex employment matters. The Director of Human Resources Operations provides functional supervision and operational direction to the HRBP team to support consistent HR service delivery, coordination of day-to-day priorities, and effective HR operations.

Working collaboratively with Human Resources leadership and specialized HR functional areas, the HRBP identifies workforce needs, advises managers on employment matters, supports organizational change, and develops practical, consistent, and data-informed Human Resources solutions. HR Business Partners work collaboratively as a team, provide cross-coverage for assigned areas, and contribute to HR-wide initiatives and continuous improvement efforts.

Primary Duties and Responsibilities

Strategic HR Partnership and Workforce Planning

• Serves as the primary Human Resources partner for assigned academic and administrative areas and develops strong, credible working relationships with Vice Chancellors, Deans, Department Chairs, Directors, managers, and employees.
• Partners with University leaders to understand organizational and workforce needs and develops Human Resources strategies and solutions aligned with University priorities.
• Provides consultation regarding organizational design, restructuring, workforce planning, succession planning, position development, and changing organizational needs including required research and information gathering to determine appropriate classification.
• Identifies workforce trends, skill gaps, retention concerns, and organizational development needs and recommends appropriate strategies and interventions.
• Supports organizational change initiatives, including communication planning, implementation, and employee transition strategies.

Employee and Labor Relations

• Advises and coaches supervisors and managers on employee relations, labor relations, performance management, corrective action, employee conduct, workplace concerns, and policy interpretation.
• Reviews and assists in resolving workplace concerns and employee relations matters in consultation with the Senior Director of Labor and Employee Relations, as appropriate.
• Provides guidance regarding collective bargaining agreements, University policies, employment practices, and applicable federal and state employment requirements.
• Assists with workplace investigations and related fact-finding as assigned by the Senior Director of Labor and Employee Relations.
• Supports consistent and equitable application of collective bargaining agreements, University policies, Human Resources practices, and employment requirements.
• Identifies employee relations trends and works with Human Resources leadership to develop proactive strategies and solutions.

Talent, Compensation, and Organizational Support

• Supports workforce and talent acquisition strategies for assigned areas, including consultation regarding staffing needs, position development, recruitment strategy, and organizational structure.
• Collaborates with Talent Acquisition and other Human Resources colleagues to support effective recruitment, selection, onboarding, and transition of new employees and senior leaders.
• Partners with Compensation and Human Resources leadership on position classification, salary administration, internal equity, organizational changes, and other compensation-related matters affecting assigned areas.
• Assesses training and professional development needs and collaborates with Human Resources colleagues and University partners to develop appropriate resources and programs.
• Provides guidance and support to managers throughout the employee lifecycle and connects managers and employees with appropriate Human Resources functional specialists when needed.

HR Operations, Analytics, and Continuous Improvement

• Works under the functional supervision and operational direction of the Director of Human Resources Operations to support consistent HRBP practices, service delivery, workflows, and day-to-day operational priorities.
• Utilizes Human Resources data, workforce metrics, reporting, and other available information to identify trends, support recommendations, and inform workforce decisions.
• Identifies opportunities to improve Human Resources processes, service delivery, communication, technology utilization, and the overall employee and manager experience.
• Collaborates across Human Resources functional areas to promote coordinated and consistent delivery of Human Resources services.
• Maintains appropriate documentation and records related to assigned Human Resources matters in accordance with University practices and applicable requirements.
• Provides cross-coverage and back-up support for other Human Resources Business Partners and their assigned organizations.

University and HR Team Responsibilities

• Represents Human Resources on University committees, initiatives, meetings, and special projects, as assigned.
• Contributes to Human Resources strategic initiatives and organizational priorities.
• Maintains a high degree of confidentiality, discretion, professionalism, and sound judgment in handling sensitive employee and organizational matters.
• Performs other duties as assigned.

Minimum Qualifications

• Bachelor's degree in Human Resources, Business Administration, Public Administration, Organizational Development, or a related field, or an equivalent combination of education and relevant professional experience.
• Five years of progressively responsible professional Human Resources experience, including significant experience in an HR generalist, employee relations, labor relations, or Human Resources Business Partner capacity.
• Demonstrated experience advising supervisors and managers and addressing complex workplace and employee relations matters.

Preferred Qualifications

• Master's degree in Human Resources, Business Administration, Public Administration, Organizational Development, or a related field.
• PHR, SPHR, SHRM-CP, SHRM-SCP, or other relevant professional Human Resources certification.
• Human Resources experience in higher education, public-sector employment, or another large and complex organization.
• Experience working in a unionized environment and interpreting and applying collective bargaining agreements.
• Experience supporting organizational change, restructuring, workforce planning, and employee relations initiatives.
• Experience utilizing HRIS technology, data analytics, dashboards, reporting tools, or other technology to support Human Resources decision-making and service delivery.

Knowledge, Skills, and Abilities

• Broad knowledge of contemporary Human Resources principles and practices, including employee relations, labor relations, performance management, talent acquisition, compensation, organizational development, and workforce planning.
• Knowledge of federal and state employment laws and regulations and the ability to appropriately interpret and apply Human Resources policies, procedures, and collective bargaining agreements.
• Demonstrated ability to serve as a trusted advisor and provide sound, practical guidance to supervisors, managers, and senior leaders.
• Strong employee relations, problem-solving, conflict-resolution, and critical-thinking skills.
• Ability to assess complex workplace situations, identify relevant issues, evaluate options, and recommend appropriate courses of action.
• Ability to establish effective and credible working relationships with employees, managers, senior administrators, and Human Resources colleagues.
• Excellent written and verbal communication skills.
• Strong analytical skills and demonstrated ability to use Human Resources data and information to support recommendations and decision-making.
• Proficiency with Human Resources information systems, reporting tools, Microsoft Office applications, and contemporary Human Resources technologies.
• Ability to manage multiple priorities and complex assignments while meeting critical deadlines.
• Ability to work independently, exercise initiative and sound judgment, and appropriately escalate complex or high-risk matters.
• Ability to work collaboratively within an integrated Human Resources team and effectively coordinate with specialized Human Resources functional areas.
• Exceptional judgment, discretion, professionalism, and ability to maintain confidentiality.

Working Conditions

Work is primarily performed in a professional office environment with frequent interaction with University leadership, supervisors, managers, employees, faculty, and Human Resources colleagues. The position requires an appropriate on-campus presence to effectively support assigned areas and respond to operational needs. Occasional evening meetings, flexible work hours, and travel may be required.

Position Description Disclaimer

This position description is intended to describe the general nature and level of work performed. It is not intended to be an exhaustive list of all responsibilities, duties, and qualifications. Management reserves the right to assign or modify duties as organizational needs change.

Salary

SALARY: $82,000 - $92,000

Benefits

UMass Dartmouth offers exciting benefits such as:

• 75% Employer-Paid Health Insurance
• Flexible Spending Accounts
• Life Insurance
• Long Term Disability
• State Pension Retirement Plan
• Optional Retirement Savings Plans
• Tuition Credit (Employee, Spouse, & Dependents)
• Twelve (12) paid holidays
• Paid personal, vacation, and sick time
• And More!

Benefits for Non-Unit Professional: Non-Unit Professional

Applicants must be authorized for permanent employment in the United States. Employment-based visa sponsorship is not available.

To apply, please submit a letter of interest, a current resume, and the contact information for three professional references.

The review of applications will be immediate and ongoing until the position is filled.