When it comes to redefining organizational success through people-centered strategies, Amanda Bailey stands out as a trailblazer. As a champion for innovation in human resources, she has consistently delivered transformative results in dynamic and complex environments.
With expertise spanning organizational strategy, talent acquisition and development, diversity, equity, and inclusion (DEI), compensation and benefits, and employee and labor relations, Amanda is a key architect in driving strategic priorities across multifaceted organizations. Currently, Amanda is Vice President for Human Resources at Boston University and brings three decades of industry experience and a proven history of impactful leadership.
Before joining Boston University, Amanda served as Vice President of Human Resources at Brown University, where she implemented key HR initiatives for several years. Her career also includes influential HR leadership roles at Morehouse College, the Broward County School Board in Florida, and seven Westwood College campuses throughout Chicago and Atlanta, where she demonstrated her ability to drive change-management initiatives, co-create strategic campus goals, and foster collaboration across diverse business units.
Amanda steps into her role following Ken Freeman, the interim HR vice president and interim president, who guided the University through the challenges of COVID-19. Under Freeman’s leadership, the University addressed the need for culture, strategy, and innovation from HR to advance policies such as the University’s first remote work policy for eligible staff employees. Amanda now aims to build upon this foundation, leveraging her extensive experience in organizational development and effectiveness, talent mapping, and compliance to continue to shape HR’s impact at Boston University.
With a commitment to cultivating a culture of inclusivity, professional growth, and community engagement, Amanda is poised to strengthen Boston University’s human resources framework and drive sustainable change across the institution.
Harnessing Diverse Experiences for Organizational Growth
Over the past two decades, Amanda highlights that research has consistently shown the value of engaging employees for feedback to drive continuous improvement initiatives. Organizations that actively incorporate employees’ diverse experiences into their strategic planning processes see accelerated progress toward their goals and improved revenue outcomes. Diversity within teams fosters greater engagement and enhances organizational performance.
Amanda emphasizes the importance of acknowledging these findings while recognizing the wealth of diverse talent within the BU community. By doing so, BU can harness this talent to fuel continued growth and innovation. This recognition not only reinforces employees’ sense of value and belonging, but also deepens their connection to BU’s purpose, mission, and vision, which creates a more inclusive and cohesive organizational culture.
Cherished Moments of Gratitude in HR Leadership
After exploring the field of human resources (HR) and earning a graduate degree in HR and Labor Relations (HRM/LR) from the University of Rhode Island, Amanda Bailey was drawn to the people-centric nature and essential responsibilities that HR professionals undertake within organizations. Her journey started a decade prior to securing an externship at Region 1 of the National Labor Relations Board (NLRB) as a graduate student. This opportunity allowed her to start her professional career early, working alongside highly experienced and supportive colleagues, many of whom were accomplished lawyers.
Amanda considers herself fortunate to have launched her HR career as an individual contributor. Driven by a passion for the industry, she dedicated herself to learning all aspects of HR, having found the work to be both inspiring and fulfilling. Her commitment to growth and development led her to take on increasingly responsible roles in HR. Along the way, she sought opportunities to deepen her understanding of HR’s impact on both individuals and organizations while continuously refining her own leadership style and development.
One of Amanda’s most cherished professional memories involves moments when individual HR contributors personally expressed their gratitude for her leadership. These heartfelt acknowledgments affirmed her commitment to driving meaningful change and fostering an environment where all employees feel heard, seen, and valued for their contributions. These genuine, inspiring words of appreciation have stayed with Amanda over the years, serving as a powerful motivator in her ongoing efforts to elevate the HR profession and enhance workplace experiences. It also serves as a reminder to share successful practices with other business leaders to reach their desired goals for engagement, inclusivity, and team effectiveness.
Commitment to Supporting Service-Oriented Leaders
As a first-generation student, Amanda credits much of her success to the mentors who offered her invaluable guidance, constructive feedback, and unwavering support throughout her journey. These mentorship experiences have profoundly shaped her perspective, instilling a deep sense of gratitude for the opportunities they provided. In turn, Amanda is committed to giving back by supporting other leaders who want to advance changes to improve the nature of work, the workforce, and the worker that impact labor’s economic value.
This mentorship-driven outlook has significantly influenced Amanda’s attitude and behavior over the years, fostering a strong dedication to recognizing and valuing the often-unseen contributions of her colleagues. She prioritizes creating an inclusive and respectful work environment where employees feel acknowledged for their efforts and respected as individuals. Amanda believes that fostering such a culture not only empowers employees to contribute meaningfully, but also strengthens the overall sense of belonging and collaboration within an organization.
Building an Inclusive Community
According to Amanda, improving diversity recruitment at Boston University (BU) requires intentional efforts and strategies. Here are three tips she highlights:
- Promote organizational strengths: Always take the opportunity to showcase the remarkable work happening [at BU] to your friends, neighbors, and in community circles. By sharing organizational successes and opportunities, you help to keep the organization top-of-mind as an option for individuals seeking their next career step.
- Leverage networking: Engage organizational community networks, such as employee resource group members, to expand outreach. These connections can result in members tapping into their own professional networks, thus increasing the word about organizational successes and career opportunities. Networking remains a powerful way to demonstrate appreciation for colleagues while attracting diverse talent.
- Set equitable expectations: Ensure reasonable expectations for all employees, particularly those from underrepresented groups. Avoid the assumption that a single diverse hire can transform organizational culture, as such changes occur gradually, over time, and applying a variety of diversity selection criteria. Creating an equitable work experience involves managing workload and advancing clear performance expectations for employees within a supportive work environment focused on care, community, and collaboration.
By applying these principles, organizations can enhance their diversity recruitment efforts and build more inclusive communities.
Vision for Enhancing HR Services and Career Opportunities
Amanda envisions a dynamic future for Boston University (BU), emphasizing the value of enhancing HR services and career opportunities to solidify BU’s reputation as a top employer in higher education. These values will directly impact the success of BU’s mission in the future. Her plans include providing access to comprehensive HR services to all employees in a positive and engaging work environment. Additionally, BU is committed to offering more employment opportunities that enable individuals to launch and sustain their careers within the university, fostering an environment where employees can grow and advance into new roles over time.
As a business leader, Amanda is focused on supporting BU leaders to advance the university’s strategic goals and ensuring that the institution continues to excel in advancing its mission. She is also dedicated to recognizing and celebrating the outstanding contributions made daily by members of the BU community, reinforcing a culture of excellence and pride.
Amanda’s advice to aspiring business leaders highlights the importance of taking calculated risks and embracing opportunities, that may involve challenges, as a pathway for learning and career advancement. She encourages leaders to remain adaptable, explore different roles and industries, and expand their experiences and skills. Furthermore, she emphasizes the value of mentorship, urging future leaders to build trust among their peers and be a dependable resource for them. With this approach, Amanda aims to inspire excellence both at BU and within the broader professional HR community.
