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Position Summary:

Under the general supervision of the Assistant Vice Chancellor, People Development and Wellness, the Human Resources Business Partner (HRBP) supports assigned 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.

This is an open rank posting (there are two levels of HRBP). Candidates will be hired into the level commensurate with their experience. The position is a hybrid role and will require weekly onsite presence at our Worcester, MA campus. 

Human Resources Business Partner:

• 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.

Senior Human Resources Business Partner (Duties noted above plus):

• 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.

Human Resources Business Partner:

• Bachelor’s degree in human resources, organizational development, business administration, or related field.
• 3–5 years of progressive HR experience across multiple functional areas (e.g., employee relations, talent acquisition, compensation, 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.

Senior Human Resources Business Partner:

• 8+ years of progressive experience as a strategic HRBP or equivalent role in multiple HR functional areas.
• 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.

Preferred Qualifications (Both Levels)

• 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).

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