The University of Southern California (USC) department of Finance Human Resources is seeking a strategic-minded, customer service and solutions-oriented Human Resources (HR) Business Partner with impeccable communication skills to support our Information Technology Services customer group.
Finance Human Resources provides strategic organizational direction in the areas of human resource planning and administration in support of the USC Finance division. The USC Finance division includes a wide range of financial operations for USC, including Budget and Planning, Treasury Services, the University Comptroller, Financial and Business Services, Keck Medicine of USC finances, Capital Construction and Facilities Management Services, and Information Technology Services.
The HR Business Partner has the responsibilities for the day-to-day administration and analysis of strategic human resource programs and policies in the areas of: workforce planning, talent acquisition, labor/management relations, compensation I total rewards, performance management, organizational learning I development, leave I return-to-work administration, workers' compensation, HR information systems, and other programs and initiatives to drive people/business success. Develops, applies and interprets designated division human resource internal policies and procedures for program(s) and services. Partners with and advises administrators, directors, managers and supervisors on the application of related human resource policies, procedures, and guidelines and consults with appropriate university central personnel offices, as needed. Assists with resolution of moderate to complex employee relations and work-related problems, issues and complaints and/or staffing needs, recruitment, hiring and on boarding matters. Provides employee counseling and candidate and/or employee interviewing for designated human resource area(s) of activity.
The ideal candidate for the position of HR Business Partner has the following:
Bachelor's degree; combined experience/education as substitute for minimum education
One or more of the following certifications: PHR, SPHR, SHRM-CP, SHRM-SCP
5 or more years of directly related strategic HR Business Partnership experience providing thorough knowledge, coordination, and execution of human resource theories, principles, processes and practices in the areas of business and organizational/workforce planning & development, recruitment, hiring, performance management, compensation administration, benefits, training and development, disciplinary actions, employee relations, affirmative action plans, disability, workers compensation, and information systems
Knowledge of theories, principles, practices, laws and regulations governing human resource and policies and procedures
Working knowledge of foreign national hire procedures
Strong, demonstrated interpersonal, communication, customer service, and organization skills
Human resources experience in University setting and/or Information Technology environment
Administers a large school/divisionâs daily operation of human resource program(s), services and policies. Develops and initiates program(s) designed to establish and maintain effective customer service through consistent and equitable application of university policies and procedures.
Assists with development of short and long-range strategic plans to improve customer services and program(s) efficiency and effectiveness through such means as developing school/division communication vehicles, training programs, and/or web-based resources. Monitors effectiveness of programs. Assesses quality of programs with the goal of recommending modifications that will improve services. Develops new and better methods for creating employee work environments. Plans and coordinates the establishment, implementation and maintenance of reporting activities.
Develops, applies and interprets internal school/division human resource policies and procedures for designated human resource program(s) and services and disseminates through communications vehicles and/or meetings. Makes modifications of internal school/division human resource program(s) policies and procedures.
Administers the daily operation of employee relations programs for a large school/division. Meets with concerned parties to discuss employee complaints, work-related problems and/or issues. Conducts preliminary investigations of employment related complaints for faculty, students and/or staff in conjunction with the universityâs Employee Relations Office to meet university and regulatory requirements. Performs preliminary analysis and comprehensive evaluation of findings for each reported employment complaint. Performs trend analyses and evaluation of findings regarding all employee complaints, work-related problems and/or issues for school/division on a regular basis, as requested. Makes recommendations to Human Resources Manager regarding the best course of action for effective internal resolution of employment related complaints, issues and problems.
Collaborates with school/division hiring administrators, directors, managers and supervisors for projecting current and future staffing needs, recruitment, job offers, hiring of faculty, staff and/or students and on-boarding. Consults with Compensation Office on determining an appropriate job description for staff positions. Collaborates with school/division management regarding hiring strategy, recruitment, sourcing, advertising and development of job profiles, etc. Reviews and evaluates applicantâs work history, education, training and other qualifications for positions. Initiates phone screening of candidates, as needed. Interviews and recommends to hiring managers placement of prospective employees from both internal and external sources. Determines best avenue in recruiting (e.g., advertising, direct contact, employee referrals, research organizations, job fairs, internet, employment agencies, newspapers, journals, etc.). Notifies applicants of consideration or rejection. Conducts exit interviews, as appropriate.
Assists with identification of training needs for faculty, staff and/or students as reflected by problems, issues, situations or complaint trends. Participates with development of programs to meet staff training requirements. Assists in the review and analysis of training needs of faculty, staff and/or students to determine the most effective types of training programs needed and the best methodology and approaches to incorporate in programs. Conducts training sessions and workshops, as needed.
Documents all counseling and consultation sessions held with faculty, staff and/or students, supervisors, managers and administrators.
Performs other related duties as assigned or requested. The university reserves the right to add or change duties at any time.
Minimum Education: Bachelor's degree, Combined experience/education as substitute for minimum educationMinimum Experience: 3 yearsMinimum Field of Expertise: Directly related human resource experience providing thorough knowledge of laws governing human resource and policies and procedures. Knowledge of human resource theories, principles and practices. Knowledge of principles and processes involved in business and organizational planning, coordination and execution. Demonstrated interpersonal and communication skills.
Internal Number: REQ20083854
USC’s Viterbi School of Engineering has been one of the economic engines in Southern California and a vital hub in the California economy. The technical innovations and ideas generated by the Viterbi faculty and research community have resulted in countless innovations, many becoming the foundations for new companies, products and services. The thousands of students graduating each year bring new ideas and vitality to companies in California and beyond. With an annual research budget exceeding $205M each year, more than 46 research centers and institutes, more than 180 faculty members, 7,800 students and over 60,000 impassioned alumni world-wide, the Viterbi School is addressing some of the world’s great challenges.