HR Partner (UHR)

University of Southern California•Los Angeles, CA

7d•$90,000 - $100,000

About The Position

The HR Partner serves as a trusted talent advisor to a unit, working with unit managers and HR leadership to deliver coordinated HR services and develop a tailored HR strategy. The role requires knowledge of the unit’s talent needs and talent management practices to make strategic recommendations. It addresses employee and labor relations matters, escalating issues when needed, and leads unit HR activities aligned with the broader talent and organizational strategy, including performance management, talent and succession planning, onboarding and assimilation, and compensation. HR Partners collaborate with centers of expertise and the HR Solution Center. While the role primarily serves its assigned unit, it reports into HR for operational guidance, standard processes and procedures, HR expertise, learning and development, and career growth. The position supports USC’s vision, culture, and values. The annual base salary range is $90,000 to $100,000. USC is an Equal Opportunity Employer and provides reasonable accommodations to applicants and employees with disabilities.

Requirements

Bachelor’s degree in business, psychology, human resources, industrial relations, or a related field; combined experience and education may substitute for minimum education requirements.
Five or more years of experience in human resources or human capital management; combined experience and education may substitute for minimum work experience requirements.
Understanding of a broad range of HR domains, including total rewards and compensation, recruitment, employee and labor relations, talent management, performance management, learning and development, continuous process improvement, change management, training, diversity and inclusion, workforce planning, and organizational development.
Experience consulting with business or organizational units on workforce planning, talent assessments, and performance management.
Experience presenting complex information to executive leadership through presentations, data, or reports.
Ability to drive HR strategy using a broad HR skill set, including organization design and development, workforce planning, coaching, employee and labor relations consultation, project management, facilitation, communication, and design and implementation of talent metrics.
Analytical and problem-solving skills, including conflict resolution.
Ability to manage multiple concurrent projects with diverse teams.
Ability to learn quickly, adapt HR expertise to different business units, and develop positive working relationships and rapport with team members.
Knowledge of Microsoft Office Suite.

Nice To Haves

Advanced degree in business, psychology, human resources, industrial relations, or a related field.
Seven or more years of experience in human resources or human capital management.
Experience in higher education or consulting.
Mentoring and coaching skills that strengthen client management, leadership abilities, and relationships among teams.
Knowledge of Workday HCM applications and analytics.
CIPD, CPLP, ODCP, SHRM-CP, SHRM-SCP, PHR, SPHR, or similar certification; alternatively, ability to obtain one certification within one year of hire.

Responsibilities

Engage with unit leaders and HR centers of expertise to develop tailored talent management strategies; consult subject matter experts as needed and help mitigate university risk.
Apply knowledge of legal requirements for employee management, reduce legal risks, and support regulatory compliance; assist with employee or labor relations matters and litigation as directed.
Understand unit goals and talent needs to support workforce planning, succession planning, and effective partnership between managers and HR.
Develop HR strategies for units and advise unit management; address employee and labor relations issues through problem-solving, coaching, and advice, escalating matters as needed.
Provide day-to-day guidance to line management on performance management, career development, and disciplinary actions.
Communicate HR policies and procedures effectively and prepare audience-appropriate documents, proposals, presentations, and reports; maintain communication with business units and the HR Partner team.
Use workforce data and insights to shape talent strategies, conduct talent planning, and design and implement action plans.
Keep current with employment laws, regulations, and HR Partner leading practices.
Gather and analyze information on talent and organizational indicators to support decision-making and workforce planning; advise units on hiring, promotions, compensation, learning, professional development, and succession planning.
Promote USC culture and values, improve the employee experience, and mitigate risk; report compliance breaches or workplace concerns to HR leadership and required systems, and support corrective action.
Provide guidance and counsel on complex employee matters and foster inclusive relationships and unbiased opportunities, consistent with USC’s culture, values, and Code of Ethics.
Demonstrate alignment with USC’s strategic plan and the HR organization’s strategic plan, supporting the university’s academic and people missions through enhanced HR service.
Perform other related responsibilities as requested; duties may be added or changed.