HR Partner (UHR)

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-ter