• Oversees the development of recruitment strategies, identifies ways to strengthen applicant pools, and manages the personnel requisition process. Manages the offer process. Provides search committee members with guidance and training on relevant recruitment processes. Ensures that the College complies with all state and federal regulations as well as University search procedures.
• Advises the Dean, Associate Deans, Chairs, and other managers on all classification and compensation policies, guidelines, and procedures. Works with managers within the College to develop clear, accurate, and results-oriented job descriptions for all positions and oversees all classification requests. Ensures FLSA compliance. Works with managers to prepare salary justifications. Oversees the equity review process for the College and works with central HR to ensure that the compensation of the College's employees is competitive (allows for the hiring and retention of the best employees) and meets strategic goals. Works directly with the Dean and Chairs to evaluate faculty salary increase requests; provides data, analyzes any inequities, and makes recommendations.
• Reviews and approves all personnel paperwork such as requisitions, search records, offer and acceptance forms, personnel action forms, reappointments, sabbaticals, etc. on behalf of the Department Chair or Dean. Ensures that personnel actions are done in accordance with established campus policies, procedures, and guidelines. Interprets all university or union policies related to personnel actions such as sabbaticals, promotion & tenure, etc. Guides managers and the Personnel Committees on relevant personnel procedures. Ensures that processes such as promotion and tenure are done in a consistent manner and that any recommendations are thorough, accurate, and redacted to ensure reviewer anonymity.
• Manages leave requests and accommodations requiring specialized attention, such as FMLA, PFML, ADA, parental leave, or worker’s compensation.  Facilitates process for employees as they navigate the university policies and procedures.
• Manages personnel deadlines for the College; creates and manages databases and other tracking tools for monitoring all personnel actions such as staff & faculty evaluations, reappointments, sabbaticals and other leaves, etc. and their related deadlines.
• Collaborates with Director of Educational Technology to design and manage the faculty and staff on-boarding process. Designs and manages the employee exit process including the facilitation of exit interviews for faculty and staff. Provides recommendations to the Dean and Chairs regarding ways to improve the on-boarding process and ways to reduce turnover.
• Supports managers so they 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 performance review process that has been put in place by the University. Provides guidance on what to say/not say on performance reviews and how to develop S.M.A.R.T. goals with employees that work towards the strategic goals of the College and University. Ensures that managers complete relevant probationary period and annual performance reviews for all faculty and staff.
• Counsels and advises the Dean, Associate Deans, Chairs, and other 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. Coordinates due process hearings and works with Labor Relations, Union Representatives, managers, and employees to resolve any issues. Serves as the College's primary liaison with the Labor Relations office. Has principal responsibility to manage compliance with collective bargaining provisions.
• Serves as a point person for staff who have inquiries or concerns about terms, benefits, or conditions of employment. Assists managers with conducting meetings to resolve grievances or employee complaints. Conducts investigations as needed. May represent the Dean or Department Chair in grievances or in negotiations with unions.
• Works with the College’s Staff Advocacy Group to assess College of Education training or workplace development needs and develops, implements, and manages appropriate trainings or development programs to fit the strategic goals of the College and University.
• Works to create a diverse and inclusive workplace for all faculty, staff, and students. Monitors outcomes of all personnel practices to ensure that they are implemented fairly, reliably, and equitably to ensure that they do not have adverse impact on minority groups.
• Maintains working knowledge of, and ensures adherence to, University, state, and federal human resources laws and policies as well as collective bargaining agreements relevant to the College of Education.
• Oversees HR-related work performed by other College staff.  Manages efficient workflow for all HR work and ensures confidentiality of HR processes.
• Compiles and analyzes data, and creates reports as required by the Dean, Associate Deans, Chairs, accreditation agencies, the Provost’s office, Human Resources, external education organizations, etc.
• Collaborates with the Assistant Dean of Finance and Planning on organizational planning, pending personnel actions/issues, or other HR imperatives with a focus on financial impacts.
• Communicates university policy changes to the Dean, Chairs, managers, etc. as procedures change or new policies are put into place. Ensures changes are implemented on schedule.
• Works with the Staff Advocacy Group to facilitate community-building events and activities for faculty and staff in an effort to improve communication, relationships, and morale. Focuses on initiatives of interest to staff, reduce turnover, and/or support a positive climate.
• Safeguards and maintains confidential personnel records on behalf of the College.

Other Functions

• Performs related duties as assigned or required to meet Department, College, and University goals and objectives.
• Travels and attends meetings as requested.
• Understands responsibilities with respect to Title IX, Clery and other compliance requirements.

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

• Bachelor's Degree and 5 years of relevant experience in Human Resources.  A Master's Degree in Human Resources, Management, or a related field may be substituted for 2 years of the required experience.
• Previous experience working in a supervisory capacity.
• Demonstrated working knowledge of human resources practices, policies, and procedures.
• Ability to work both independently and to be part of an effective team with a highly cooperative and collaborative work style.
• Strong interpersonal skills with the ability to interact effectively, and create and maintain harmonious relationships with a diverse population of staff, faculty, students, and off- campus constituents.
• Independent initiative. Must have the ability to stay on task and work productively with a minimum amount of supervision or guidance. Willingness to take on a variety of tasks related to the successful operation and administration of the College. The ability to adapt and work effectively as the College grows. Ability to work effectively under pressure.
• Strong organizational skills and attention to detail with the ability to complete assignments in a timely manner, balancing the demands of concurrent and potentially competing projects.
• Strong written and verbal communication skills. Ability to write concisely, express thoughts clearly, and develop ideas in a logical sequence. Ability to read, understand, apply, and explain rules, regulations, and policies/procedures related to duties.
• Ability to understand and follow complex oral and written instructions and create effective and efficient work processes.
• Ability to think through problems, organize and seek out information, identify key factors and underlying causes, and generate solutions or resolve discrepancies.
• Ability to exercise sound judgment and maintain confidentiality.
• Strong computer skills including at least intermediate expertise with:
  • Email.
  • Calendar systems such as Outlook, or Google.
  • Word processing software such as Microsoft Word or Google Docs.
  • Spreadsheets such as Microsoft Excel or Google Sheets.
  • Microsoft PowerPoint.
  • Databases such as FileMaker or Microsoft Access. Ability to collect data from multiple sources and create new reports.

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

• PHR certification.
• SPHR-CP certification.
• HR experience in higher education.

Physical Demands/Working Conditions

Typical office environment.

Work Schedule

• Monday-Friday 8:30am – 4:30pm.
• Required to work occasional nights and weekends.
• 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

Salary Level 27

Exempt Hiring Ranges

Special Instructions to Applicants

Along with the application, please submit a resume, and cover letter. 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 position is filled. Early submissions are encouraged.

UMass Amherst is committed to a policy of equal opportunity without regard to race, color, religion, caste, creed, sex, age, marital status, national origin, disability, political belief or affiliation, pregnancy and pregnancy-related condition(s), veteran status, sexual orientation, gender identity and expression, genetic information, natural and protective hairstyle and any other class of individuals protected from discrimination 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 UMass Amherst to comply with the applicable federal and state statutes, rules, and regulations concerning equal opportunity and affirmative action.