Human Resources Jobs at University of Massachusetts Amherst with Visa Sponsorship
University of Massachusetts Amherst hires HR professionals across benefits, talent acquisition, employee relations, and compliance functions. The university has an established immigration infrastructure and a history of supporting international staff through sponsorship, making it a realistic target for HR candidates who need work authorization.
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Get Access To All JobsTitle: HR Business Partner III/Senior HR Business Partner
Executive Area: Human Resources
College/School/MBU: Human Resources
Department: Human Resources
Work Location: Amherst
Schedule: Full Time
Work Arrangement: Onsite
Job Summary
The Senior Human Resources Business Partner (HRBP)/HRBP III partners with a team of HR professionals in assigned business unit(s) within Administration & Finance (A&F), ensuring high-quality service delivery and continuous improvement. The Senior HRBP/HRBP III supports several areas within A&F, to include University Health Services, Environmental Health & Safety, and the Controller’s Office. The Senior HRBP/HRBP III develops and implements HR strategies that foster a positive organizational culture, improve employee engagement, and support the goals of the business unit(s).
This posting includes two levels of the role, which share similar responsibilities with some overlap in duties. During the review process, candidates will be evaluated using the expectations for each level, including depth of experience, complexity of work, and level of independence. Based on that assessment, candidates are advanced and ultimately considered at the level that best aligns with their qualifications.
Essential Functions
Delivers hands-on Human Resources support tailored to a high volume of complex, local needs.
Maintains on-site presence to remain closely aligned with division-specific priorities and workflows.
Senior HRBP Functions:
-
Supports HR transformation initiatives and the strategic planning process, driving change and ensuring alignment with the University's strategic plan. Influences senior leadership and key stakeholders within a centralized embedded services model to achieve organizational goals.
-
Develops a thorough knowledge and understanding of assigned business unit(s) including their leadership structure, culture, and organizational objectives. Takes the lead role in driving HR strategy, setting priorities, and ensuring the efficient execution of HR programs and processes. Partners with senior leadership within the unit(s) to create short- and long-term strategic plans.
-
Provides expert guidance to managers and employees on a comprehensive range of HR matters, including but not limited to recruitment, benefits, onboarding, compensation, employee engagement, training and development, HR administration, labor and employee relations, and talent management. Assumes a leadership role in addressing and resolving highly complex HR issues escalated from direct reports, ensuring effective and efficient resolution.
-
Creates long-term staffing plans to optimize the organizational structure of the department. Develops and supports succession planning efforts. Establishes and maintains effective programs for workforce retention and promotions, with clear metrics to measure program success and impact on employee satisfaction and engagement.
-
Manages the employee exit process including the strategic analysis of exit interview data for faculty and staff. Assesses trends, creates retention strategies, and provides recommendations to leadership with the goal of improving the employment life cycle.
-
Remains current on employment law and compliance and participates as required in MCAD and EEO issue resolution including the conduct of investigations. Assures HR functions are performed effectively and efficiently and comply with regulatory standards and university policies.
-
Leads collaborative initiatives with HR business centers and campus leadership to develop and integrate strategic HR solutions that address complex organizational needs and advance institutional priorities.
HRBP III Functions
-
Serves as a strategic HR resource within the business unit(s). Provides expert guidance on complex HR matters. Interprets and advises on advanced HR policies and procedures, ensuring compliance with legal requirements.
-
Engages regularly with senior leadership to determine immediate HR needs. Proactively identifies and addresses complex HR challenges, offering tailored solutions that align with business goals.
-
Participates in short-term strategic planning. Creates staffing plans to optimize the organizational structure of the department.
-
Advises managers on the consistent and equitable application of collective bargaining agreements. Coaches managers on establishing performance expectations, delivering feedback and implementing corrective action processes. Leads meetings to resolve grievances and employee complaints. Assists higher level HRBPs in conducting investigations as needed.
-
Provides guidance to employees and managers on the University's classification and compensation frameworks. Partners with the Compensation team to resolve complex pay-related issues.
-
Develops and executes comprehensive talent acquisition strategies. Provides expert guidance to hiring managers on recruitment planning and best practices to attract, assess, and secure high-caliber candidates. Stays up-to-date on market trends and utilizes data-driven insights to optimize recruitment processes.
-
Evaluates training and development needs. Recommends or leads training programs and professional development initiatives that meet identified learning goals. Participates in the creation and delivery of employee development strategies and other key HR projects.
-
Collaborates closely with employees, managers, and the Employee Accommodations and Absence Support Team to identify and address accommodation and/or absence support needs. Serves as the first point of contact within supported units, ensuring the Absence Support Team is informed of potential cases for evaluation and compliance processing (e.g., ADA, FMLA, PMFL). Maintains ongoing communication with employees and managers throughout the leave or accommodation period, supports successful returns to work, and promotes a positive and compliant employee experience.
-
Utilizes HR data insights to proactively identify trends, opportunities, and areas for improvement within the HR function.
-
Serves as a key liaison between departments and HR business centers, collaborating on the design and implementation of HR solutions that align with University policies and operational goals.
Other Functions
-
May supervise employees as HR shared services model evolves.
-
Performs other duties as assigned.
Minimum Qualifications
-
Bachelor’s degree.
-
Proven HR experience, including acting as a strategic partner and supporting senior-level leaders.
-
Strong knowledge of employee relations and performance management.
-
Comfort navigating organizational complexity, including matrixed or unionized settings.
-
Strategic thinking skills with proven ability to lead change and align HR services with organizational goals.
-
Exceptional communication, influence and relationship building skills.
HRBP III minimum qualifications:
-
Six (6) years of progressive human resources experience.
-
Significant experience with conflict de-escalation, demonstrating and applying awareness of complex dynamics across a range of HR matters.
Senior HRBP minimum qualifications:
-
Eight (8) years of progressive human resources experience.
-
Senior-level experience with managing employee relations matters, ensuring equitable, consistent, and defensible outcome.
Preferred Qualifications
-
Higher education campus operations, facilities, healthcare, or public-sector experience.
-
Strong background in employee relations, investigations, and/or unionized environments.
-
Active HR certification (i.e. PHR, SHRM-CP).
-
Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field.
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.
Salary Information
Pay Grade:
HR Business Partner III: PSSAP Grade 29
Senior HR Business Partner: PSSAP Grade 31
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: HR Business Partner III/Senior HR Business Partner
Executive Area: Human Resources
College/School/MBU: Human Resources
Department: Human Resources
Work Location: Amherst
Schedule: Full Time
Work Arrangement: Onsite
Job Summary
The Senior Human Resources Business Partner (HRBP)/HRBP III partners with a team of HR professionals in assigned business unit(s) within Administration & Finance (A&F), ensuring high-quality service delivery and continuous improvement. The Senior HRBP/HRBP III supports several areas within A&F, to include University Health Services, Environmental Health & Safety, and the Controller’s Office. The Senior HRBP/HRBP III develops and implements HR strategies that foster a positive organizational culture, improve employee engagement, and support the goals of the business unit(s).
This posting includes two levels of the role, which share similar responsibilities with some overlap in duties. During the review process, candidates will be evaluated using the expectations for each level, including depth of experience, complexity of work, and level of independence. Based on that assessment, candidates are advanced and ultimately considered at the level that best aligns with their qualifications.
Essential Functions
Delivers hands-on Human Resources support tailored to a high volume of complex, local needs.
Maintains on-site presence to remain closely aligned with division-specific priorities and workflows.
Senior HRBP Functions:
-
Supports HR transformation initiatives and the strategic planning process, driving change and ensuring alignment with the University's strategic plan. Influences senior leadership and key stakeholders within a centralized embedded services model to achieve organizational goals.
-
Develops a thorough knowledge and understanding of assigned business unit(s) including their leadership structure, culture, and organizational objectives. Takes the lead role in driving HR strategy, setting priorities, and ensuring the efficient execution of HR programs and processes. Partners with senior leadership within the unit(s) to create short- and long-term strategic plans.
-
Provides expert guidance to managers and employees on a comprehensive range of HR matters, including but not limited to recruitment, benefits, onboarding, compensation, employee engagement, training and development, HR administration, labor and employee relations, and talent management. Assumes a leadership role in addressing and resolving highly complex HR issues escalated from direct reports, ensuring effective and efficient resolution.
-
Creates long-term staffing plans to optimize the organizational structure of the department. Develops and supports succession planning efforts. Establishes and maintains effective programs for workforce retention and promotions, with clear metrics to measure program success and impact on employee satisfaction and engagement.
-
Manages the employee exit process including the strategic analysis of exit interview data for faculty and staff. Assesses trends, creates retention strategies, and provides recommendations to leadership with the goal of improving the employment life cycle.
-
Remains current on employment law and compliance and participates as required in MCAD and EEO issue resolution including the conduct of investigations. Assures HR functions are performed effectively and efficiently and comply with regulatory standards and university policies.
-
Leads collaborative initiatives with HR business centers and campus leadership to develop and integrate strategic HR solutions that address complex organizational needs and advance institutional priorities.
HRBP III Functions
-
Serves as a strategic HR resource within the business unit(s). Provides expert guidance on complex HR matters. Interprets and advises on advanced HR policies and procedures, ensuring compliance with legal requirements.
-
Engages regularly with senior leadership to determine immediate HR needs. Proactively identifies and addresses complex HR challenges, offering tailored solutions that align with business goals.
-
Participates in short-term strategic planning. Creates staffing plans to optimize the organizational structure of the department.
-
Advises managers on the consistent and equitable application of collective bargaining agreements. Coaches managers on establishing performance expectations, delivering feedback and implementing corrective action processes. Leads meetings to resolve grievances and employee complaints. Assists higher level HRBPs in conducting investigations as needed.
-
Provides guidance to employees and managers on the University's classification and compensation frameworks. Partners with the Compensation team to resolve complex pay-related issues.
-
Develops and executes comprehensive talent acquisition strategies. Provides expert guidance to hiring managers on recruitment planning and best practices to attract, assess, and secure high-caliber candidates. Stays up-to-date on market trends and utilizes data-driven insights to optimize recruitment processes.
-
Evaluates training and development needs. Recommends or leads training programs and professional development initiatives that meet identified learning goals. Participates in the creation and delivery of employee development strategies and other key HR projects.
-
Collaborates closely with employees, managers, and the Employee Accommodations and Absence Support Team to identify and address accommodation and/or absence support needs. Serves as the first point of contact within supported units, ensuring the Absence Support Team is informed of potential cases for evaluation and compliance processing (e.g., ADA, FMLA, PMFL). Maintains ongoing communication with employees and managers throughout the leave or accommodation period, supports successful returns to work, and promotes a positive and compliant employee experience.
-
Utilizes HR data insights to proactively identify trends, opportunities, and areas for improvement within the HR function.
-
Serves as a key liaison between departments and HR business centers, collaborating on the design and implementation of HR solutions that align with University policies and operational goals.
Other Functions
-
May supervise employees as HR shared services model evolves.
-
Performs other duties as assigned.
Minimum Qualifications
-
Bachelor’s degree.
-
Proven HR experience, including acting as a strategic partner and supporting senior-level leaders.
-
Strong knowledge of employee relations and performance management.
-
Comfort navigating organizational complexity, including matrixed or unionized settings.
-
Strategic thinking skills with proven ability to lead change and align HR services with organizational goals.
-
Exceptional communication, influence and relationship building skills.
HRBP III minimum qualifications:
-
Six (6) years of progressive human resources experience.
-
Significant experience with conflict de-escalation, demonstrating and applying awareness of complex dynamics across a range of HR matters.
Senior HRBP minimum qualifications:
-
Eight (8) years of progressive human resources experience.
-
Senior-level experience with managing employee relations matters, ensuring equitable, consistent, and defensible outcome.
Preferred Qualifications
-
Higher education campus operations, facilities, healthcare, or public-sector experience.
-
Strong background in employee relations, investigations, and/or unionized environments.
-
Active HR certification (i.e. PHR, SHRM-CP).
-
Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field.
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.
Salary Information
Pay Grade:
HR Business Partner III: PSSAP Grade 29
Senior HR Business Partner: PSSAP Grade 31
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.
See all 39+ Human Resources at University of Massachusetts Amherst jobs
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Get Access To All JobsTips for Finding Human Resources Jobs at University of Massachusetts Amherst Jobs
Frame Your HR Credentials for Academia
Public universities evaluate HR candidates against higher education competency frameworks, not corporate HR models. Highlight experience with unionized workforces, faculty hiring cycles, or Title IX compliance to signal you understand how HR functions differently in an academic environment.
Confirm Sponsorship Early in Applications
UMass Amherst lists visa sponsorship eligibility directly in many job postings. Read each posting carefully before applying and note whether sponsorship is explicitly offered, because HR roles tied to grant funding sometimes carry different authorization constraints than central HR positions.
Align Your Timeline with the Academic Hiring Calendar
Universities typically post HR roles in late summer and late winter to align with fiscal and academic planning cycles. If you're on OPT, calculate your remaining authorized period against these windows so you have enough runway for an H-1B cap filing before your work authorization expires.
Use Migrate Mate to Target Open HR Roles
Filter open Human Resources positions at UMass Amherst by visa type using Migrate Mate, so you're only seeing roles where sponsorship is a realistic outcome rather than sifting through postings that don't support international candidates.
Understand How PERM Applies to HR Staff Roles
For permanent residence, UMass Amherst would typically pursue PERM labor certification through DOL before filing an EB-2 or EB-3 petition. HR professionals in specialized functions like labor relations or compensation analysis often have stronger PERM cases due to clearly defined degree and experience requirements.
Prepare Documentation for H-1B Specialty Occupation Review
USCIS scrutinizes HR roles under H-1B specialty occupation standards. Have transcripts, degree equivalency evaluations, and a detailed offer letter ready that maps your specific HR function to a qualifying degree field, such as human resources management, organizational psychology, or business administration.
Human Resources at University of Massachusetts Amherst jobs are hiring across the US. Find yours.
Find Human Resources at University of Massachusetts Amherst JobsFrequently Asked Questions
Does University of Massachusetts Amherst sponsor H-1B visas for Human Resources?
Yes, UMass Amherst does sponsor H-1B visas for Human Resources positions, though not every HR role qualifies. Sponsorship is more common for specialized functions like compensation analysis, benefits administration, or HR systems management where a direct connection to a specific bachelor's-level field can be demonstrated to USCIS under the specialty occupation standard.
How do I apply for Human Resources jobs at University of Massachusetts Amherst?
Applications go through the UMass Amherst HR careers portal. Review each posting for sponsorship language before applying and tailor your materials to higher education HR competencies. You can also browse open HR roles at UMass Amherst filtered by visa sponsorship eligibility on Migrate Mate, which makes it easier to identify the right opportunities without wading through roles that don't support international candidates.
Which visa types are commonly used for Human Resources roles at University of Massachusetts Amherst?
The most common pathways for HR roles at UMass Amherst are H-1B, J-1, and F-1 OPT. H-1B is the standard long-term work visa for qualifying professional roles. J-1 is sometimes used for exchange-based appointments. F-1 OPT and CPT are available for students completing HR or business graduate programs and transitioning into staff roles. TN visas are an option for Canadian and Mexican nationals in qualifying HR positions.
What qualifications does UMass Amherst expect for Human Resources positions?
Most HR roles at UMass Amherst require a bachelor's degree in human resources, business administration, or a related field, with relevant professional experience. Senior roles in areas like labor relations or HR systems often require five or more years of experience. Familiarity with higher education HR practices, collective bargaining, or HRIS platforms strengthens your candidacy considerably.
How long does the visa sponsorship process take for a Human Resources role at UMass Amherst?
For H-1B cap-subject filings, the process follows USCIS's annual lottery cycle, with registration in March and an October 1 start date at the earliest. If you're already in H-1B status with another employer, a cap-exempt transfer can happen more quickly. PERM-based Green Card sponsorship through DOL typically adds 12 to 24 months beyond the H-1B approval before the petition stage begins.
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