Title: Human Resource Business Partner I - Labor Relations

Executive Area: Human Resources

College/School/MBU: Human Resources

Department: Human Resources

Work Location: Amherst

Schedule: Full time

Work Arrangement:Hybrid

Job Summary

The HR Business Partner I (HRBP I), Labor Relations serves as a dedicated HR partner supporting the University's Labor Relations function. This role focuses on collective bargaining agreement administration, labor relations processes, and operational support within a complex, unionized higher education environment. The HRBP I supports Labor Relations leadership through research, documentation, case coordination, and stakeholder communication.

Essential Functions

Labor Relations Support

Serves as a dedicated HR Business Partner supporting the Labor Relations function.

Assists with the interpretation and application of collective bargaining agreements, memoranda of agreement, and labor-related policies.

Provides labor relations guidance to HR colleagues and campus partners, escalating complex issues to Labor Relations leadership as appropriate.

Supports consistent labor relations practices across departments in alignment with University policies and collective bargaining agreements.

Grievance & Labor Case Coordination

Supports the intake, tracking, and administration of labor grievances and other labor relations cases.

Prepares documentation, correspondence, timelines, and summaries related to grievances, hearings, and arbitration.

Coordinates meetings, hearings, and related logistics in partnership with Labor Relations leadership.

Maintains accurate, confidential records and case files.

Liaison to Employee Relations (ER)

Acts as a point of coordination between Labor Relations and the shared-service HRBP teams.

Ensures relevant information is exchanged to support contract compliance, grievance handling, and consistent application of policies.

Assists in identifying when matters should transition between ER and LR, in alignment with established protocols.

Supports communication and follow-up between ER, Labor Relations, and other HR stakeholders.

Collective Bargaining & Contract Administration

Assists Labor Relations leadership with contract administration and bargaining preparation.

Supports data gathering, research, and analysis related to bargaining, grievances, and labor trends.

Helps track contract provisions, deadlines, and implementation requirements.

Assists with drafting and maintaining labor-related documentation, guidance materials, and summaries.

Collaboration & Compliance

Partners with HR Business Partners, Payroll, Benefits, Faculty Affairs, and other campus stakeholders to ensure coordinated labor relations support.

Supports compliance with applicable employment laws, collective bargaining agreements, and University policies as they relate to labor relations.

Assists with audits, reporting, and process improvement initiatives related to labor relations.

Other Functions

Performs other duties as assigned.

Minimum Qualifications

Bachelor's degree in Human Resources, Labor Relations, Public Administration, Business, or a related field.

Minimum of 2-4 years of professional HR experience, preferably with exposure to labor relations or contract administration.

Foundational knowledge of collective bargaining agreements and labor relations principles.

Strong written and verbal communication skills.

Demonstrated ability to handle sensitive and confidential information with discretion.

Strong organizational skills and attention to detail.

Ability to work effectively in a collaborative, matrixed HR environment.

Preferred Qualifications

Experience in a unionized environment, preferably in higher education or the public sector.

Familiarity with Massachusetts public sector labor relations.

Experience supporting grievance administration or collective bargaining activities.

Experience with Workday or comparable HRIS systems.

Additional Details

The HRBP I does not independently manage employee relations matters; rather, the position serves as a liaison between Labor Relations and the shared-service HRBP team, ensuring coordination, information flow, and alignment on labor-related issues.

Competencies

Labor Relations Fundamentals

Contract Interpretation and Administration

Collaboration and Stakeholder Coordination

Judgment and Discretion

Organization and Case Tracking

Clear and Effective Communication

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 - 5:00pm.

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 26

Click here to view the Professional Staff Hiring Ranges

Special Instructions for Applicants

Along with the application, please submit a resume. References will be checked at the finalist stage. Please be prepared to provide contact information for three (3) professional references.

This position will remain open for the time period required by any applicable collective bargaining agreement and will continue until a suitable candidate pool is identified. Interested applicants are strongly encouraged to apply early.

","

Title: Human Resource Business Partner I - Labor Relations

Executive Area: Human Resources

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The Senior HR Business Partner is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues and acts as a strategic business partner, change agent, employee champion and HR process/policy expert to support business strategy and objectives.\nResponsibilities and Measurement Criteria with Time Investment Needed on Each:\nActs as a single point of contact for the employees and managers in the business unit\nAs a strategic partner to assigned business, identify HR needs required by the business and develop executive HR strategies to support the business strategy\nActs as thought partner and coach to business leaders to enhance employee engagement and drive a high performing culture\nIdentify team development gaps and facilitate team development activities to improve collaboration and team performance\nAssess the organizational needs of the business units and work with the business leaders to change and improve the organizational structure, process, systems, rewards necessary to achieve the desired culture and business objectives\nActs as change agent in managing organizational changes to ensure achievement of desired business results\nActs as employee champion in promoting employee value proposition and drive employee engagement and communication to be the employer of choice\nActs as HR policy and process expert and proactively work with COEs in workforce planning, talent acquisition, total rewards, performance management, learning and development, HRIS to ensure delivery of high impact HR services and programs\nConducts weekly meetings with respective business units\nConsults with line management, providing HR guidance when appropriate\nAnalyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies\nManages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations\nMaintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required\nQualifications:\nRequired/Minimum Qualifications:\nBachelor's degree in behavioral science, human resources management or related discipline from a reputable educational institution\nMinimum of 8 to 10 years' experience resolving complex employee relations issues\nWorking knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and employment laws\nStrong attention to detail. Attentive to detail and accuracy, performs quality work, continuously looks for improvements, owns/acts on problems, and seeks opportunities to increase effectiveness and efficiency\nClearly exchanges thoughts, ideas and messages through written, verbal and non-verbal methods that promote an understanding with the target audience. Creates accurate and punctual reports, shares information and ideas with others in a timely manner. Listens carefully and attentively\nMust have strong customer service and interpersonal communication skills and the ability to communicate effectively via phone or in person\nExperience in Organization Development assessment and change management\nStrong global & cultural Awareness\nHR Expertise in talent acquisition, total rewards, learning and development, employee relations and communication\nExperience in building relationships and strategic alliance internally and externally\nVertiv is an Equal Opportunity/Affirmative Action employer. We promote equal opportunities for all with respect to hiring, terms of employment, mobility, training, compensation, and occupational health, without discrimination as to age, race, color, religion, creed, sex, pregnancy status (including childbirth, breastfeeding, or related medical conditions), marital status, sexual orientation, gender identity / expression (including transgender status or sexual stereotypes), genetic information, citizenship status, national origin, protected veteran status, political affiliation, or disability. If you have a disability and are having difficulty accessing or using this website to apply for a position, you can request help by sending an email to help.join@vertivco.com.\nWork Authorization: No calls or agencies please. Vertiv will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1, H-1, H-2, L, B, J, or TN or who need sponsorship for work authorization now or in the future, are not eligible for hire.\n","Senior HR Business Partner

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