HR Partner

The HR Partner will act as a trusted talent advisor to their unit. This role will work closely with unit managers and their HR leadership to deliver coordinated HR services for their customers. The HR Partner will develop and implement a robust HR strategy tailored to their unit. This role will be well-versed in the talent nuances of the unit as well as talent management leading practices in order to make strategic recommendations for unit talent strategy. The HR Partner will address employee and labor relations matters with managers and employees and escalate issues as needed. This role will lead HR activities within their unit that align to the overall talent and organizational strategy in areas such as performance management talent and succession planning employee onboarding and assimilation compensation etc. The team of HR Partners will work closely with the centers of expertise for deep domain expertise and the HR Solution Center for employee questions and HR transactions. This role will work primarily with their unit but will report into HR for operational guidance including leading practices standard HR processes and procedures HR-related expertise and learning development and for personal career growth in the HR field from HR leadership. This role will help enable USCs vision while championing USCs culture and values.

Minimum Qualifications

The candidate for the position of HR Partner must meet the following qualifications:

• Bachelors degree in business psychology human resources industrial relations or another related field.

• Five or more years of experience in human resourcesor human capital management.

• Understanding ofa broad spectrum of HR domainsincludingtotal rewards (including compensation) recruitment employee and labor relations talent management (including performance management learning and development) continuous process improvement change management training diversity and inclusionworkforce planningand organizational development.

• Experience consulting with business/organizationalunits about workforce planning talent assessments and performance management.

• Experience presenting complex informationarticulatelythrough presentations ordata/reports to executive leadership.

• Ability to driveHR strategy by applyingabroad HR skillsetin the areas of but not limited toorganization design and development workforce planning coaching employee and labor relations consultation program/project management facilitation and communication and design and implementation of key talent metrics.

• Analytical and problem-solving skills including conflict resolution skills.

• Ability to manage multiple concurrent projects with diverse teams.

• Ability to learn quickly and flexibly adapt HR expertise to different business to develop positive working relationships and a strong rapport with team members.

• Knowledge of Microsoft Office Suite.

Preferred Qualifications

The ideal candidate for the position of HR Partner has the following qualifications:

• Advanced degree in business psychology human resources industrial relations or related field.

• Seven or more years of experience in human resourcesor human capital management.

• Experience in higher education or consulting.

• Excellent mentoring and coaching skills to enhance client management and leadership abilities and relationships among teams.

• Knowledge of Workday HCM applications and analytics.

• Chartered Institute of Personnel and Development (CIPD)Certified Professional in Learning and Performance (CPLP)Organization Development Certified Professional Program (ODCP)Society for Human Resource ManagementCertified Professional/SeniorCertified Professional(SHRM-CP/SHRM-SCP)Professional in Human Resources/Senior Professional in Human Resources(PHR/SPHR)or other similar certifications.

Job Responsibilities

The candidate for the position of HR Partner will be responsible for:

• Engaging proactively and tactically with leaders and HR centers of expertise leaders (e.g. Talent Acquisition Total Rewards) to develop a tailored talent management strategy for units. Working with HR subject matter experts as needed to provide their units with the best advice and coaching to mitigate risk at the university. Being knowledgeable of legal requirements related to day-to-day management of employees reducing legal risks and ensuring regulatory compliance. As directed assisting with employee or labor relations matters and litigation.

• Understanding the short and long-term goals of a unit nuances related to talent management order to support talent management strategy including workforce planning and succession planning. Demonstrating understanding of the complex business environment and identifying how business managers can partner with HR productively and proactively to respond to issues as they arise.

• Understanding the unit and developing an HR strategy that addresses the unique needs of the unit as well as providing advice to unit management. Addressing employee or labor relations matters through problem solving coaching and advising escalating as needed. Providing day-to-day guidance to line management (e.g. performance management career development disciplinary actions).

• Communicating complex HR related policies and procedures in a way that enables units to easily plan act and respond. Demonstrating effective written and verbal communications skills to produce documents proposals presentations and reports tailored to individual audience needs. Maintaining open lines of communication with business unit as well as HR Partner team. Being prepared to escalate employee conflicts as needed.

• Leveraging workforce data and insights to develop a tailored talent management strategy conduct talent planning and design/implement action plans. Expanding and updating knowledge of existing and proposed federal state and local employment laws/regulations as well as HR Partner leading practices.

• Partnering across the organization to gather and analyze information on key talent and organizational indicators to support effective decision-making and workforce planning. Leveraging leading practices and data to advise the units for all areas of HR including hiring decisions promotion compensation learning professional development and succession planning.

• Striving to promote culture and values by proactively educating and advising to improve the employee experience and mitigate risk. If compliance breaches or workplace concerns occur recording and reporting to HR leadership and in required reporting systems as well as providing on the ground support to rectify. Providing guidance and counsel on complex employee matters. Promoting an environment that fosters inclusive relationships and creates unbiased opportunities for contributions through ideas words and actions that uphold principles of the USC culture and values including Code of Ethics.

• Demonstrating through words actions and ideas alignment to USCs strategic plan and the HR organizations strategic plan. Enabling the university to fulfill its academic and people missions through enhanced HR service.

• Performing other related responsibilities as requested and when necessary. The university reserves the right to add or change duties at any time.

The annual base salary range for this position is $90000.00 - $100000.00. When extending an offer of employment the University of Southern California considers factors such as (but not limited to) the scope and responsibilities of the position the candidates work experience education/training key skills internal peer equity federal state and local laws contractual stipulations grant funding as well as external market and organizational considerations.

To support faculty and staff well-being USC provides benefits-eligible employees with a broad range of benefits and perks to help protect their and their dependents health wealth and future. These benefits are available as part of the overall compensation and total rewards package. You can learn more about USCs comprehensive benefitshere.

Minimum Education: Bachelors degree In Business Administration Or Human Resources Or Psychology Or in related field(s)

Minimum Experience: 5 years of experience in HR and/or human capital management

Minimum Skills: Ability to drive strategies utilizing demonstrated skill sets in various HR domains (e.g. total rewards/compensation recruitment employee/labor relations talent and performance management). Extensive experience in learning and development change management training equal opportunity efforts workforce planning and organizational development. Excellent written and oral communications skills with the ability to exercise discretion with confidential information. Experience presenting complex data/reports to executive leadership and other varied audiences. Ability to drive HR strategies by applying a broad HR skill set in varied areas (e.g. organization design and development coaching program/project management). Demonstrated analytical and problem-solving skills with exceptional attention to detail. Ability to work on multiple concurrent projects with various teams and stakeholders (e.g. corporate partners healthcare providers staffing vendors). Ability to learn quickly and flexibly adapt expertise to different business units. Demonstrated emotional intelligence and excellent interpersonal and conflict-resolution skills able to develop positive working relationships and foster a culture of belonging and engagement. Proficiency with Microsoft Office.

Preferred Education: Masters degree In Business Administration Or Human Resources Or Psychology Or in related field(s)

Preferred Certifications: SHRM (Human Resource Certification) Professional in Human Resources - PHR Senior Professional in Human Resources - SPHR Or the ability to obtain one certification within one year of hire.

Preferred Experience: 7 years of experience in HR and/or human capital management

Preferred Skills: Experience in higher education and in consultative roles. Knowledge of human capital management software and analytics (e.g. Workday). Excellent mentoring/coaching skills and leadership abilities.

USC is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race color religion sex sexual orientation gender identity national origin protected veteran status disability or any other characteristic protected by law or USC policy. USC observes affirmative action obligations consistent with state and federal law. USC will consider for employment all qualified applicants with criminal records in a manner consistent with applicable laws and regulations including the Los Angeles County Fair Chance Ordinance for employers and the Fair Chance Initiative for Hiring Ordinance and with due consideration for patient and student safety. Please refer to theBackground Screening Policy Appendix Dfor specific employment screen implications for the position for which you are applying.

We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact USC Human Resources by phone at or by email at. Inquiries will be treated as confidential to the extent permitted by law.

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