Human Resources Business Partner, Open Rank – Clinical Sciences

University of Massachusetts Medical School•Worcester, MA

2d•Hybrid

About The Position

Overview Position Summary: Under the general supervision of the Assistant Vice Chancellor, Talent Management, the Human Resources Business Partner (HRBP) supports Clinical Science unit(s) by aligning people strategies with business goals for transformation, growth, and sustainability. The HRBP builds strong partnerships with leaders, providing guidance on organizational effectiveness, talent strategy, leadership capability, workforce planning, and employee engagement. The HRBP collaborates with colleagues across HR to deliver solutions that support leaders and employees, ensuring consistency with institutional values and practices. The ideal candidate will bring prior experience supporting healthcare, academic, or similarly complex environments. This is an open rank posting (there are two levels of HRBP). Candidates will be hired into the level commensurate with their experience. This is a hybrid position that requires a minimum of two days per week on-site at our Worcester, MA campus. Additional on-site presence may be required, and flexibility is expected as needed.

Requirements

Bachelor’s degree in human resources, organizational development, business administration, or related field.
3–5 years of HR experience across multiple functional areas (e.g., employee relations, talent acquisition, learning and development) of progressive experience as a strategic HRBP or a combination of experience across multiple HR functional areas, including one or more of the following: employee relations, talent acquisition, learning and development.
Experience in a higher education, healthcare, or professional services environment.
Strong interpersonal and communication skills (written, verbal, facilitation) with ability to influence and partner across levels.
Familiarity with core HR programs such as workforce planning, succession planning, learning & development, and talent acquisition.
Demonstrated business acumen with ability to connect HR initiatives to organizational priorities.
Ability to manage multiple projects and deliver results within tight timelines.
Foundational analytical skills; comfort using data to support recommendations.
Demonstrated commitment to equity, diversity, and inclusion.
8+ years of progressive experience as a strategic HRBP or equivalent role in multiple HR functional areas, including one or more of the following: employee relations, talent acquisition and learning and development.
Experience in a higher education, healthcare, or professional services environment.
Proven track record of partnering with executives and senior leaders to develop and execute workforce and organizational strategies.
Expertise in organizational design, workforce planning, talent management, and cultural transformation.
Advanced analytical and diagnostic skills; ability to use data to shape strategic decisions.
Strong business acumen with deep understanding of organizational business drivers.
Demonstrated ability to lead complex projects with impact across departments or business units.
Experience coaching executives and senior leaders on people and organizational strategies.
Proven ability to mentor and develop HR colleagues.

Nice To Haves

Master’s degree in human resources, organizational development, or MBA or related field.
Experience in an academic medical center and/or working directly with clinical health care leaders (e.g. physician leaders).

Responsibilities

Partner with assigned business unit leadership to translate business plans into workforce actions, including workforce planning, organizational design, recruitment, retention, and employee engagement.
Provide day-to-day guidance on HR practices and policies; escalate complex issues to HR subject matter experts as needed.
Support succession planning, leadership development, and performance management initiatives.
Collaborate with HR colleagues to identify and deliver resources and programs that meet the unit’s needs.
Use HR systems and data to support decision-making and monitor workforce effectiveness.
Coach managers on addressing employee concerns, team effectiveness, and engagement.
Assist in onboarding new leaders from a people strategy and resources perspective.
Demonstrate a willingness to grow HRBP skills and assume increasing responsibility.
Serve as a strategic advisor to senior leadership, aligning workforce and talent strategies with long-term business objectives.
Lead organizational design and cultural transformation initiatives that support growth and sustainability.
Provide executive coaching to leaders on talent strategy, organizational effectiveness, and workforce priorities.
Manage complex projects and workforce initiatives that span departments or divisions.
Mentor and guide less experienced HRBPs to strengthen overall HR capability.
Leverage workforce analytics to anticipate challenges, identify opportunities, and recommend strategic solutions.
Partner with HR leadership to evaluate and enhance HR policies and practices, recommending changes to support organizational effectiveness.
Drive the development of sustainable programs that promote equity, diversity, inclusion, and employee engagement.