HR Modernization

As part of our commitment to stewarding our resources for the common good, HR at UMass Amherst is giving our professionals the tools, structure, and support to strengthen our connection with the campus community, focus on meaningful partnerships, and provide exceptional service that reflects the values of our institution.

At UMass Amherst, our people are at the center of everything we do. Our HR modernization effort is not just about reorganizing structures or updating systems — it’s about bringing human connection, service, and strategic partnership back to the core of HR.

 

We are committed to building an HR organization that is: This transformation is centered around three major initiatives launching over the next 12–24 months:
  • Responsive to the evolving needs of employees and departments
  • Proactive in addressing workforce trends and compliance requirements
  • Strategic in partnering with leadership to support university goals
  • People-focused, emphasizing strong relationships, personalized service, and an improved employee experience
 
  • The implementation of a new HR Business Partner (HRBP) Employee Experience Model
  • The launch of a dedicated Emplyee Accommodations and Absence Support department
  • The expansion and refinement of our Centers of Excellence (CoEs)

 

Together, these changes will empower HR to be more visible, collaborative, and effective — not just as administrators, but as trusted advisors, advocates, and champions for the people of UMass Amherst.

We have created a metrics dashboard to track our progress on the HR Modernization initiative:

Click here for the HR Modernization dashboard Click here for the HR Modernization dashboard
Expansion of Centers of Excellence (CoEs)

Goal: Establish specialized HR Centers of Excellence across critical domains to enhance capacity, consistency, and responsiveness.

Expanded CoEs Include: Talent Acquisition and Compensation; HR Operations, including Total Rewards (Benefits and Absence Management and Compliance) and HR Systems; Data, Analytics, and Continuous Process Improvement; Labor Relations; Employee Engagement and Learning and Development

What’s New:

  • More clearly defined service offerings and points of contact
  • Improved processes for consultation and collaboration with HRBPs
  • Investment in tools and training to drive data-informed decisions

Benefits:

  • Specialized support for complex HR needs
  • Cross-functional consistency across the University
  • Greater efficiency through centralized resources

Timeline:

PhaseDatesDetails
ReorganizationOct–Dec 2025Define roles, update service catalog
ImplementationSpring 2026New support models and service tiers go live
OptimizationLate 2026Ongoing feedback collection and improvement cycle

 

Initiative Contact:

Bibi Bachu, @email 

Employee Accommodations and Absence Support

Goal: Provide a centralized, expert-led function for managing all leave, accommodation, and compliance programs.

Department Scope: ADA Accommodations; Family and Medical Leave Act (FMLA) / Paid Medical & Family Leave (PMFL); Workers’ Compensation; Sick Leave Bank Administration; Other University Leave Programs

What’s Changing:

  • Consolidation of all leave and accommodation processes into one cohesive unit
  • Clearer communication channels and documentation standards
  • Dedicated staff to support compliance, case management, and employee education

Benefits:

  • Improved consistency and compliance with federal and state mandates
  • Better experience for employees navigating complex leave or accommodation needs
  • Reduced risk and administrative burden for departments

Timeline:

PhaseDatesDetails
Department LaunchSept 2025Defining of roles and hiring of team members
Policy & Process UpdatesFall 2025Revamped guidance for managers and employees
Technology & Workflow IntegrationEarly 2026Streamlined intake forms and tracking tools

 

Initiative Contact:

Bibi Bachu, @email 

HR Business Partner (HRBP) Embedded Services Model

Goal: Deliver high-touch, strategic HR support directly within colleges and administrative units.

What’s Changing:

  • All existing positions that currently support HR functions across campus will be restructured, reclassified, and integrated into the centralized HR organization as HR Business Partners (HRBPs). These roles will now formally report into Human Resources.
  • HRBPs will be embedded within schools, colleges, and key administrative units to provide direct consultation on workforce planning, employee relations, talent acquisition, organizational design, and strategic talent initiatives.
  • This model strengthens accountability and consistency in HR practices across campus, while also fostering closer alignment with unit-level leadership and providing faster, more strategic, and tailored support for local needs.

Benefits:

  • Faster response times and personalized service
  • Strategic HR support embedded in daily operations
  • Enhanced collaboration between HR and leadership

Timeline:

PhaseDatesDetails
Planning & EngagementJuly 2024 –  December 2024Stakeholder meetings
Pilot LaunchJan 2025Initial rollout in 2–3 colleges/departments
Full RolloutAug 2025 – June 2026Model finalization. HRBPs placed across all major campus units

 

Initiative Contact:

Bibi Bachu, @email 

Links to relevant pages:

Metrics for HR Modernization Metrics for HR Modernization