Careers at UMass Amherst

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Director of Human Resources

Apply now Job no: 507187
Work type: Staff Full Time
Location: UMass Amherst
Department: Dean - Isenberg School
Union: Non-Unit Exempt
Categories: Human Resources

About UMass Amherst

UMass Amherst, the Commonwealth's flagship campus, is a nationally ranked public research university offering a full range of undergraduate, graduate and professional degrees. The University sits on nearly 1,450-acres in the scenic Pioneer Valley of Western Massachusetts, and offers a rich cultural environment in a bucolic setting close to major urban centers. In addition, the University is part of the Five Colleges (including Amherst College, Hampshire College, Mount Holyoke College, and Smith College), which adds to the intellectual energy of the region.

 

Job Summary

Under general direction of the Senior Associate Dean of the Isenberg School of Management, the Director of Human Resources (HR) develops and implements human resources services and strategies in support of the overall mission and strategic direction of the Isenberg School of Management. Serves as a primary resource regarding matters relative to campus personnel policies and procedures, and acts as one of the school's primary liaisons with the Provost's Office, the Division of Human Resources and other campus administrative offices regarding personnel matters.

 

Essential Functions

  • Serves as a strategic partner with senior personnel, including the Dean, Assistant/Associate Deans, and Department Chairs/Heads. Advises senior personnel on ways to identify, address, and facilitate solutions for routine to complex employee issues. Provides leadership and guidance to staff, faculty, and administrators in the school who are involved in HR-related duties. Develops staffing projections and identifies personnel needs. Analyzes organizational structures and staffing patterns and evaluates ways of increasing effectiveness and efficiency.   
  • Coordinates with the central HR Talent Management team on the development of recruitment strategies and identifies ways to strengthen applicant pools. Oversees the personnel requisition and offer process including reference checks. Provides guidance to Department Chairs/Heads on campus recruitment processes. Mentors and trains department staff on the faculty and staff hiring processes. Provides search committee members with guidance and training on relevant recruitment processes. Ensures that the school complies with all State and Federal regulations as well as university search procedures.
  • Works closely with the Executive Director of Diversity to ensure diverse applicant pools for faculty and staff searches, and to develop an inclusive climate for recruitment, hosting, and evaluating applicants from diverse backgrounds. Works to create a diverse and inclusive workplace for all faculty, staff, and students. Ensures that all personnel practices are valid and reliable, and do not have adverse impact on underrepresented groups.
  • Advises Department Chairs/Heads, faculty, and managers regarding all classification and compensation policies, guidelines, and procedures. Working with the school's staff managers, develops clear, accurate, and results-oriented job descriptions for all Isenberg positions. Oversees and coordinates the salary equity review process with the central HR compensation team to ensure that employee salaries are competitive to support the hiring and retention of the best employees to meet the school's strategic goals.
  • Monitors personnel actions in accordance with established campus policies, procedures, and guidelines. Manages and maintains tracking tools for capturing personnel actions required of departments (i.e. staff & faculty evaluations and personnel activity). Manages the school's adherence to university and union policies related to new appointments, tenure and promotion, sabbatical leaves, reappointments, merit, and periodic multi-year reviews. Manages the processing of school personnel deadlines including: requisitions, searches, appointments, funding changes, reappointments, and staff reviews. Consults with department and school personnel committees regarding specific academic personnel policies and implementation of those policies.  Provides direction to department unit and non-unit staff regarding their roles and responsibilities in personnel matters.
  • Counsels Department Chairs/Heads, and other managers on ways to identify, address, and facilitate solutions for routine to complex employee issues. Designs and implements employee orientation and exit processes with departmental input, and input from the Senior Associate Dean and the Executive Director of Diversity and Inclusion. Shares faculty data from exit interviews with Office of Faculty Development.
  • Ensures that managers have the tools and information needed to properly supervise their employees. Provides advice on how to communicate work expectations, establish performance goals, and conduct performance appraisals. Provides periodic training sessions for managers on how to properly complete the university performance review process. Ensures that managers complete relevant probationary period and annual performance reviews for all faculty and staff.
  • Counsels managers on ways to identify, address and facilitate solutions for employee issues. Advises managers on how to document performance or other issues and how to follow the progressive discipline process according to the relevant collective bargaining agreement. Coordinates due process hearings and works with the HR Business Partner, Labor Relations, union representatives, managers, and employees to resolve issues.
  • Coordinates and communicates with the Labor Relations office. Has principal responsibility to manage compliance with collective bargaining provisions. Assists managers with conducting meetings to resolve grievances or employee complaints. Conducts investigations as needed. Serves as point of contact for School staff who have inquiries or concerns about terms, benefits, or conditions of employment.
  • Assesses and oversees training and workplace development needs for school staff. Determines additional training needs and implements appropriate staff development programs. Ensures that supervisors have the tools and information needed to establish performance goals, communicate work expectations, and conduct performance appraisals. Track school compliance with annual staff appraisals.
  • Works with Senior Associate Dean to develop, implement, and evaluate HR activities, practices and procedures. Generates reports pertaining to employee demographic and staffing patterns.
  • Ensures that HR work throughout the school is coordinated effectively and is handled confidentially. Oversees work by other staff performing HR duties.
  • Creates documents, reports, templates, and other information as required by the school, accreditation agencies, Provost's Office, human resources, and other administrative offices. Runs datasets via HR queries and provides them to the Metrics department for warehousing, tracking and monitoring. Updates the Associate Dean for Finance, Operations, and Strategic Initiatives and other financial staff regarding hiring and retirement actions to ensure accurate payroll projections.
  • Safeguards and maintains confidential personnel records and files.

 

Other Functions

  • Develops collaborative working relationships with central HR. Serves as the functional liaison between the School and various offices on campus for all personnel-related matters.
  • Performs other duties as assigned.

 

Minimum Qualifications (Knowledge, Skills, Abilities, Education, Experience, Certifications, Licensure)

  • Bachelor's Degree with 7 years of experience in increasingly responsible Human Resources positions.
  • Previous experience working in a managerial or supervisory capacity.
  • Experience with employee development and training.
  • Demonstrated knowledge of the concepts, principles, and procedures for strategic human resources management and equal employment opportunity.
  • Demonstrated understanding of and commitment to diversity, equity and inclusion.
  • Ability to communicate effectively in clear and concise oral and written communications. Ability to write concisely, express thoughts clearly, and develop ideas in a logical sequence. 
  • Ability to problem solve and develop solutions that foster resolution and positive outcomes; to balance varying work projects and evaluate competing priorities; to carefully weigh all issues prior to taking action; and to keep projects moving forward in a productive and efficient manner.
  • Ability to handle confidential information in a discreet manner, while working cooperatively with others.
  • Ability to read, understand, apply, and explain rules, regulations, and policies/procedures related to duties.
  • Ability to maintain and foster harmonious working relationships with a diverse staff population including administrators, faculty and staff.
  • Strong organizational skills and attention to detail with the ability to complete assignments in a timely manner. 
  • Strong evaluation, persuasion and negotiation skills. 
  • Strong computer skills including at least intermediate expertise with:
    • Email
    • Calendar systems such as iCal, Outlook, or Google
    • Word processing software such as Microsoft Word or Google Docs
    • Spreadsheets such as Microsoft Excel or Google Sheets
    • Microsoft PowerPoint

 

Preferred Qualifications (Knowledge, Skills, Abilities, Education, Experience, Certifications, Licensure)

  • Master’s Degree.
  • PHR certification and/or SPHR-CP certification.
  • HR experience in higher education.

 

Physical Demands/Working Conditions

Typical office environment.

 

Work Schedule

  • Monday - Friday 8:30 a.m. – 5:00 p.m. 
  • Required to work some nights and weekends.

 

Salary Information

Salary commensurate with experience. 

 

Special Instructions to Applicants

Please apply online with your resume and cover letter, and contact information for three professional references. Applicants must apply by the priority deadline of April 6, 2021 in order to ensure consideration. Applications may be accepted after the priority date until a suitable candidate pool has been identified.

 

UMass Amherst is committed to a policy of equal opportunity without regard to race, color, religion, gender, gender identity or expression, age, sexual orientation, national origin, ancestry, disability, military status, or genetic information in employment, admission to and participation in academic programs, activities, and services, and the selection of vendors who provide services or products to the University.  To fulfill that policy, UMass Amherst is further committed to a program of affirmative action to eliminate or mitigate artificial barriers and to increase opportunities for the recruitment and advancement of qualified minorities, women, persons with disabilities, and covered veterans.  It is the policy of the UMass Amherst to comply with the applicable federal and state statutes, rules, and regulations concerning equal opportunity and affirmative action.

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Visit Human Resources for more information on benefits, payroll, health insurance, retirement and general information about working at UMass Amherst.