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.
Under general guidance of the HR Business Partner in central Human Resources and supervision of the Senior Assistant Provost for Administration and Finance, 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 University Without Walls-Lifelong Learning Division.
Directs, manages, and oversees all human resources functions, including employee relations, training and development, and employee benefits. Serves as a primary resource regarding matters relative to campus personnel policies and procedures, and acts as one of the Division's primary liaisons with the Provost's Office, the Division of Human Resources and other campus administrative offices regarding personnel matters.
- Serves as a strategic partner with senior personnel, including the Senior Vice Provost, Assistant Provosts, and Program 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. Manages the personnel requisition and offer process including reference checks. Provides guidance to Program 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 HR Talent Management 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 and managers regarding all classification and compensation policies, guidelines, and procedures. Working with the Division's staff managers, develops clear, accurate, and results-oriented job descriptions for all Division 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 evaluations and personnel activity). Manages the Division's adherence to university and union policies. Manages the processing of Division personnel deadlines including: requisitions, searches, appointments, funding changes, reappointments, and staff reviews. 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 Vice Provost and Sr. Assistant Provost. Shares data from exit interviews with Division managers as appropriate.
- 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 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. Assists managers with conducting meetings to resolve grievances or employee complaints. Conducts investigations as needed. Serves as point of contact for Division staff who have inquiries or concerns about terms, benefits, or conditions of employment.
- Assesses and oversees training and workplace development needs for Division 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 Division compliance with annual staff appraisals.
- Works with Senior Assistant Provost 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 Division is coordinated effectively, in a timely manner and is handled confidentially. Oversees work by other staff performing HR duties.
- Creates documents, reports, templates, and other information as required by the Division, accreditation agencies, Provost's Office, human resources, and other administrative offices. Runs datasets via HR queries for warehousing, tracking and monitoring. Updates the Senior Assistant Provost regarding hiring and retirement actions to ensure accurate payroll projections.
- Safeguards and maintains confidential personnel records and files.
- Understands responsibilities with respect to conflicts of interest and behaves in ways consistent both with law and with University policy.
- Contributes toward a positive and respectful workplace defined by personal and professional competence, integrity, and collaboration.
- Understands and contributes to implementation of departmental and institutional goals for achieving non-discrimination and creating a respectful, inclusive environment that is supportive of diversity.
- Uses access to sensitive and/or not yet public university related information only in the performance of responsibilities of position and exercises care to prevent unnecessary disclosure to others.
- Develops collaborative working relationships with central HR. Serves as the functional liaison between the Division 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:
- 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 in Human Resources Management, Business Administration, or related field.
- Human Resources professional certification such as SHRM-CP, SHRM-SCP or World at Work.
- HR experience in higher education
Physical Demands/Working Conditions
Typical office environment.
Monday-Friday, 8:30 a.m.-5:00 p.m., may include some nights and weekends
Non-Unit Level: 28
Special Instructions to Applicants
Please submit your application online and include a cover letter, resume and contact names of three professional references by June 21, 2021 for priority consideration. The search will remain open 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.