The University of Southern California (USC) is a leading private research university located in Los Angeles â a global center for arts, technology, and international business. As the city's largest private employer, responsible for more than $5 billion annually in economic activity in the region, we offer the opportunity to work in a dynamic and diverse environment, in careers that span a broad spectrum of talents and skills across a variety of academic schools and units. As a USC employee, you will enjoy excellent benefits and perks, and you will be a member of the Trojan Family - the faculty, staff, students, and alumni who make USC a great place to work.
Our office provides Human Resources support and guidance for Administrative Operations, Senior Administration, General Counsel, and Human Resources.Â Specifically, the department manages the home department payroll, compensation, talent acquisition, learning and development, employee relations, and organization and design in a full-service, HR shared service model, leveraging central HR centers of excellence (COE) for specialized expertise.Â
Our Shared Service Human Resources Department is seeking an experienced and service-minded HR Specialist to join its team! Reporting directly to the HR Director, the Human Resources Specialist will be a subject matter expert (SME) and be the primary contact for resolving moderate to complex employee relations staff complaints, issues, and conflicts.Â This individual will primarily be tasked with leading fact-finding into employee complaints, conflicts, and concerns related to various policies, standard operating procedures (SOPs), and Standards of Conduct, and will recommend appropriate action.Â This role will primarily work with administrative units such as Administrative Operations (e.g., the Department of Public Safety, a client base of approximately 350 employees within a 24/7 operation), General Counsel, and Human Resources. Â
Documenting and managing employee relations complaints in the case management system and initiating the fact-finding process. Conducting fact-finding in a deliberate, thorough, and timely manner to determine appropriate resolution or if further investigation is needed on any given case. Promptly communicating fact-finding results and recommended corrective actions to HR Director. Maintains accurate and up-to-date records and documentation in the case management system at all times. Responsible for ensuring each employee relations grievance is documented and addressed regardless of the complaint intake method. Escalating employee grievances and complaints as necessary. Engaging with employees regarding reasonable accommodation requests, including interviewing employees, collecting appropriate documentation, and evaluating requests.
Serving as a point of contact and providing support, guidance, and direction to management and other University employees on performance improvement and corrective action matters. Assisting with the development and delivery of appropriate feedback or corrective/disciplinary actions (including termination review and recommendations to ensure consistent treatment). Â Providing rigorous data analysis and reporting solutions based on unit/school needs, highlighting key trends in employee relations to actively drive proactive solutions to minimize reactive work. Helping develop target initiatives to address specific employee relations issues related to that unit/school.Â
Partnering closely with HR Partners and the Performance Management team to identify trends in performance issues and create an action plan to address them. Generates reports for monitoring and assisting with performing statistical and trend analyses, ensuring that disciplinary actions are fair and consistent. Ensuring open and consistent communication with all other functional HR areas to drive alignment and accountability.
Conducting routine data analysis (e.g., exit interviews) and reporting to identify and escalate key trends in employee relations issues to ensure root-cause analyses are taking place and to enable and drive proactive solutions. Collaboratively designing, creating, and implementing proactive programs and procedures that improve employee relations and contribute to a positive and productive working environment. Maintaining accurate, confidential records regarding all reported cases and fact-finding documentation.
Interpreting and applying an understanding of University policies and practices, employment law, and other regulations to provide advice, guidance, or clarification for ER inquiries. Maintaining a pulse on employment legal trends and new legislation. Partnering with Office of General Counsel as needed. Preparing written responses to requests for information as needed.
Helping assess current unit SOPs for potential bias and determine an action plan to address. Maintaining the highest level of integrity when managing employee relations issues and managing reported cases. Promoting an environment that fosters inclusive relationships and creates unbiased opportunities for contributions through ideas, words, and actions that uphold principles of the USC Code of Ethics. Ensuring that legal and regulatory requirements are met in terms of employee relations to minimize exposure to liability for the organization.
Develops and initiates program(s) designed to establish and maintain effective customer service through consistent and equitable application of university policies and procedures and department SOPS in collaboration with the Human Resources Director and HR Partners.Â
What you will need to Accomplish:Â
Successfully fulfill employee relations duties include, but not limited to:
Leads fact-finding into employee concerns related to various policies and recommend appropriate action.
Conducts Exit Interviews and HR Audits and collects data for root-cause analyses.
Consult with managers on employee relations administration (e.g., Disciplinary process, corrective action, and performance improvement).
Interprets policies and procedures and drafts department SOPS, gathers and interprets data, and makes informed recommendations and decisions.
Maintains a level of consistency concerning conducting fact-finding.
Partners with Central HR Administration Partners such as the office of EEO-TIX and Compliance.
Minimum Education: Bachelor's degree or combined experience/education as substitute for minimum education.
Minimum Experience: 3 years of HR experience preferably in employee relations.
Minimum Field of Expertise: Directly related human resource experience providing a thorough knowledge of laws governing human resources 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, both written and verbal.
The ideal candidate will have the following preferred qualifications:
Advanced degree in human resources, psychology, communications, law, or another related field, or Juris Doctorate (JD) degree.
Seven or more years' of Human Resources experience with employee relations (ER) expertise, preferably in law enforcement, hospital, retail, higher education, or campus security.
Experience conducting fact-finding and tracking/reporting ER grievances in a case management system.
High EQ (emotional intelligence), sound judgment, high integrity, and the ability to handle highly sensitive and confidential information relating to HR.
Exceptional communication comprehension skills (written and verbal).Â
One or more of the following certifications: PHR, SPHR, SHRM-CP, SHRM-SCP.
Outstanding ability to act as an ER subject matter expert, work within a team, take initiative and have a timely follow-up.
Knowledge of best practice procedures used to resolve employee grievances including best practices as they relate to reducing bias during the fact-finding process.
Track record of creating a positive influence in times of change through trust-building and inclusion.
Thoroughly familiar with California state and federal employment laws including but not limited to: FMLA, ADA, FLSA, NLRB, Title VII, Title IX, etc.
Ability to travel to all university locations and able to service a 24 hour/7 day a week operation (Department of Public Safety).
Comfortable with technology and proficient in Microsoft Office, including Excel, Outlook, PowerPoint, and Word.
Performs other related duties as assigned or requested.The university reserves the right to add or change duties at any time.
The University of Southern California is an Equal Opportunity Employer
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.
USC is the leading private research university in Los Angeles—a global center for arts, technology and international business. With more than 47,500 students, we are located primarily in Los Angeles but also in various US and global satellite locations. As the largest private employer in Los Angeles, responsible for $8 billion annually in economic activity in the region, we offer the opportunity to work in a dynamic and diverse environment, in careers that span a broad spectrum of talents and skills across a variety of academic and professional schools and administrative units. As a USC employee and member of the Trojan Family—the faculty, staff, students, and alumni who make USC a great place to work—you will enjoy excellent benefits, including a variety of well-being programs designed to help individuals achieve work-life balance.