Human Resources Business Partner II (HRBP II)

UMass Amherst; Amherst (MA); On-site; USD 90,000 - 120,000; Full time

Job summary

UMass Amherst Human Resources is seeking a Human Resources Business Partner II (HRBP II) to align HR processes with unit goals. This role provides policy guidance on recruitment, compensation/classification, leave administration, and performance management within assigned units.

The HRBP II collaborates with hiring managers to craft accurate job descriptions, supports ADA/FMLA compliance, and uses data analyses to drive informed HR decisions.

Qualifications

• Bachelor's degree and four years of HR experience.
• Experience supporting employee and/or labor relations matters with guidance.
• Ability to apply discretion and fairness in addressing employee concerns and workplace issues.

Responsibilities

• Serve as a key contact for HR-related issues within the unit.
• Interprets and advises managers on HR policies, procedures and best practices.
• Handles moderately complex HR issues, partnering with senior HR staff as appropriate.
• Collaborates with hiring managers to develop and refine job descriptions.
• Provides guidance on role-specific competencies and reflects essential functions and qualifications.
• Ensures job descriptions comply with FLSA and ADA.
• 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.
• Coordinates with Absence Support Team on accommodation/absence needs and compliance.

Skills

HR policies

Labor relations

Conflict resolution

Coaching conversations

Data analysis

Education

Bachelor's degree

Job description

Title: Human Resources Business Partner II (HRBP II)

Executive Area: Human Resources

College/School/MBU: Human Resources

Department: Office of Human Resources

Work Location: Amherst

Schedule:Full Time

Work Arrangement:Hybrid

Job Summary

The 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.

Essential Functions

• 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.

Other Functions

Performs other duties as assigned.

Minimum Qualifications

• Bachelor's degree and four (4) years of human resources experience.
• Experience supporting employee and/or labor relations matters with guidance, including conflict resolution, coaching conversations, and application of HR policies and procedures in routine to moderately complex situations.
• Experience applying discretion and fairness in addressing employee concerns and workplace issues.

Additional Details

This position is subject to final budgetary and administrative approval.

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 am - 5 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/or Classified) Employee Personnel Policy.

Salary Information

Pay Grade: PSSAP Grade 28