HR, Equal Opportunity, and Compliance is hiring: HR Partner in Los Angeles

Overview

The 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

• 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 skillset in areas such as 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.
• 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.
• Knowledge of Microsoft Office Suite.

Preferred 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.
• Certifications such as CIPD, CPLP, ODCP, SHRM-CP/SHRM-SCP, PHR/SPHR, or equivalent, or ability to obtain one within one year of hire.
• Experience in higher education and consultative roles.
• Knowledge of HR software and analytics (e.g., Workday).
• Strong mentoring/coaching skills and leadership abilities.

Job Responsibilities

• Engage proactively with leaders and HR centers of expertise to develop a tailored talent management strategy for units; provide advice and coaching to mitigate risk.
• Be knowledgeable of legal requirements related to day-to-day management of employees, reduce legal risks, and ensure regulatory compliance; assist with employee or labor relations matters as directed.
• Understand short- and long-term unit goals and nuances to support talent management strategy, including workforce and succession planning.
• Develop and communicate an HR strategy that addresses the unit’s unique needs; provide day-to-day guidance to line management on performance management, career development, and disciplinary actions.
• Communicate complex HR policies and procedures clearly to enable units to plan, act, and respond; produce documents, proposals, presentations, and reports tailored to audiences.
• Maintain open communication with the business unit and HR Partner team; escalate employee conflicts as needed.
• Leverage workforce data to develop tailored talent management strategies, conduct talent planning, and design/implement action plans; stay updated on employment laws and leading HR practices.
• Partner across the organization to gather and analyze information on key talent indicators to support decision-making and workforce planning; advise on hiring, promotion, compensation, learning, development, and succession planning.
• Promote USC culture and values, educate and advise to improve the employee experience and mitigate risk; report compliance breaches or workplace concerns as required and support remediation.
• Provide guidance on complex employee matters; foster an inclusive environment and uphold USC Code of Ethics.
• Align actions with USC’s strategic plans and the HR organization’s strategic plan to help the university fulfill its missions.
• Perform other related responsibilities as requested; the university reserves the right to modify duties.
• The annual base salary range and factors considered for offers are described in university policies and practice.

Education and Experience Summary

• Minimum Education: Bachelor’s degree in Business Administration, Human Resources, Psychology, or related field; minimum 5 years of HR experience.
• Minimum Skills: Ability to drive strategies across HR domains, including compensation, recruitment, employee/labor relations, and talent management; extensive experience in learning and development, change management, training, diversity and inclusion, workforce planning, and organizational development; strong written and oral communication; ability to present complex data to executives; ability to drive HR strategies across multiple domains; strong analytical and problem-solving skills; ability to manage multiple projects; quick learner and adaptable; strong interpersonal skills; proficiency in Microsoft Office.
• Preferred Education: Master’s degree in related field.
• Preferred Certifications: SHRM-CP/SCP, PHR/SPHR or equivalent, or ability to obtain within one year of hire.
• Preferred Experience: 7+ years in HR/HCM; experience in higher education or consulting; knowledge of HR software and analytics (e.g., Workday).
• Preferred Skills: Mentoring/coaching, leadership abilities, knowledge of Workday, and demonstrated ability to partner with diverse stakeholders.