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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 USC’s vision while championing USC’s culture and values.

Minimum Qualifications

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

• Bachelor's degree in business, psychology, human resources, industrial relations or another related field. 

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

• Understanding of a broad spectrum of HR domains including total rewards (including compensation), recruitment, employee and labor relations, talent management (including performance management, learning and development), continuous process improvement, change management, training, diversity and inclusion, workforce planning, and organizational development. 

• Experience consulting with business/organizational units about workforce planning, talent assessments and performance management. 

• Experience presenting complex information articulately through presentations or data/reports to executive leadership. 

• Ability to drive HR strategy by applying a broad HR skill set in the areas of, but not limited to, organization 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 units. Ability 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 resources or 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 Management Certified Professional/Senior Certified 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, etc. in 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 USC’s strategic plan and the HR organization’s 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 $88,043-$100,000. 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 candidate’s 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.

The University of Southern California is an Equal Opportunity Employer

Minimum Education:Bachelor’s degree Minimum Experience:5 yearsMinimum Field of Expertise:Bachelor’s degree in business, human resources, psychology, industrial relations or related fields. Five years’ experience in HR and/or human capital management, able to drive strategies utilizing demonstrated skill sets in varied HR domains (e.g., total rewards/including compensation), recruitment, employee/labor relations, talent and performance management). Extensive experience in learning and development, change management, training, diversity and inclusion 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 diverse teams and alongside varied 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 strong rapport with people from diverse backgrounds. Proficiency with Microsoft Office.

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