The University of Southern California (USC) is one of the worldâs leading private research universities.Â An anchor institution in Los Angeles, a global center for arts, technology, and international business, USC is also one of the largest private employers in the City of Los Angeles.Â We are searching for exceptional individuals to help us fulfill our mission: Developing individuals and society as a whole through the cultivation and enrichment of the human mind and spirit.Â
The Director,Organizational Change Management & Employee Engagement will lead a dynamic team focused on regular connection with employees through surveys, events and programs, including a recognition program. This person will also oversee the change management efforts across the University in collaboration with other HR teams and internal clients. The Director will spearhead strategy for these and other engagements, while developing the plans for implementation. Together, these efforts will positively impact retention and foster faculty and staff connection to the University. This highly collaborative role will envision, design and deliver the overarching change strategies to spur the engagement required to deliver core University and HR goals and objectives. They will work closely with HR Partner leadership while fostering a culture of accountability, feedback, and high performance. The Director will prioritize service excellence, creativity and integrity in all responsibilities, ensuring USCâs ability to plan for a successful future. This role will execute USCâs vision while championing USCâs culture and values.
The candidate for the position of Director,Organizational Change Management & Employee Engagement must meet the following qualifications:
Bachelor's degree in business, psychology, communications, or another related field.
Ten or more years of experience in a human resources area, including: learning and organizational development, employee relations, workforce staffing, training and development, or related experience.Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â
Four or more years of experience leading teams in a management or leadership role.
Advanced knowledge of change management models and practices needed to quickly gain credibility with leadership and HR Partners.
Experience building employee engagement strategy for a complex organization.
Advanced knowledge of change management tools and technology.
Experience with assessment methodologies, survey design and analytics.
Experience with developing enterprise-wide engagement survey programs, to include action plan development, to drive employee engagement.
Experience with employee recognition programs, as well as retention plans and related platforms and tools.
Experience with the design and delivery of change plans, including strategic communication.
Advanced knowledge of reward systems and compensation incentive plans.
Experience and success building or expanding HR functionality.
Ability to train team members on proven methodology, best practices and frameworks to drive change.Â
Proven success leading a complex department while demonstrating leadership values and accountability to goals.
Ability to drive culture change and develop transformative environments for employee engagement.
Demonstrated excellent relationship building skills.
Excellent presentation communication and collaboration capabilities and demonstrated high level writing ability.
Proven planning and organizational skills, effective time management abilities and a growth mindset.
Ability to exercise discretion with confidential information.
Proficiency with Microsoft Office applications (Word, Excel, Outlook, PowerPoint).
Demonstrated experience leveraging Human Resource Information Systems (HRIS), Workday or other related systems.
The ideal candidate for the position of Director,Organizational Change Management & Employee Engagement has the following qualifications:
Advanced degree in business, psychology, communications, or another related field.Â
Twelve or more years of experience in higher education.
Six or more years of experience leading teams in a management or leadership role.
Developed collaborative leadership and management style with the ability to drive change while maintaining an equitable, consistent work environment.
Experience spearheading change management strategy and framework for a complex organization.
Experience collaborating with HR Business Partners to oversee needs analysis that assess engagement gaps.
Expertise overseeing employee engagement that aligns with a growth mindset connected to core goals of HR and the University.
Ability to lead strategic initiatives in daily operations, providing guidance and mentorship by outlining goals, objectives and encouraging continuous realignment.
Experience developing plans to automate systems for increased efficiency and refinement.
Experience managing the implementation of HR systems and initiatives, providing strategic support to drive organizational change.
Experience using change management methodologies to implement organizational change and achieve cultural shifts in accountability, feedback and performance.
Strong interpersonal skills as they relate to employee engagement support and change management in a matrixed, results-driven work environment.
CIPD, CPLP, ODCP, SHRM-CP, SHRM-SCP, PHR, SPHR, or other similar certifications.
The candidate for the position of Director,Organizational Change Management & Employee Engagement will be responsible for:
Commanding a strong understanding of the strategic relationship between HR, core change management, employee engagement and the business. Combining organizational change knowledge with an understanding of the University environment and stakeholders to drive development and culture shifts. Understanding and applying employee engagement best practices and strategy to contribute to immediate and long-term goals.
Partnering with internal leadership to optimize the effectiveness of engagement events and programs for individuals and team performance. Managing internal teams to provide change plans for departments across the University. Developing credibility with stakeholders and academic leadership, building an effective internal and external network to drive change. Considering communication beyond HR topics; encompassing issues and concerns of the core business function and connected University departments.
Leading managers to clearly define their customer groups and complex needs. Emphasizing the importance of service excellence by interweaving it into expectations and project goals of the team. Interacting regularly with stakeholders to collect feedback and ascertain ways to continually improve services. Coaching leaders to meet targets in concert with deadlines.
Disseminating University and HR strategy goals and objectives to managers regularly, discussing key elements of success. Considering various platforms and opportunities to over-communicate information to staff, stakeholders and customers. Effectively delivering critical information, gathering information, and communicating with others of different perspectives.
Providing guidance to University stakeholders and making recommendations concerning change management strategy. Inviting managers to identify issues and suggesting solutions compatible with organizational culture. Developing plans for new engagement initiatives within HR, building consensus while making progress toward change. Continuing upgrading knowledge, skills, and abilities needed to keep abreast of regulation or policy changes.
Anticipating challenges and resistance to change; identifying supporters and champions who can be trusted to encourage adoption. Employing high ethical management standards to create an equitable workplace. Continuing to develop objectivity and critical thinking skills to make sound judgments based on keen analysis, best practices, and reliable data to inform decisions.
Integrating core values, integrity, and accountability throughout all organizational and HR practices. Developing trusting, credible relationships from demonstrated ethical judgment, behavior and practiced confidentiality. 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.
Aligning and connecting the daily operations of employee engagement and change managers to strategic goals of HR and the University. Identifying programming and goals to achieve long-term objectives. Analyzing current and anticipated conditions and limitations that may affect ability to achieve strategic mission. Reassigning staff responsibility as needed to avoid challenges or roadblocks to success. Demonstrating, through words, actions, and ideas, alignment to USCâs strategic plan and the HR Organizationâs strategic plan.
Performing other related responsibilities as requested and when necessary. 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 Minimum Experience: 5 years Minimum Field of Expertise: Bachelorâs degree in business administration, organization development, communication or related discipline. Experience supporting OCM in large, complex projects, including building and managing teams. Experience and knowledge of change management principles, methodologies and tools (preferably from Prosci), with a solid understanding of how people go through change processes. Strong oral and written communication skills, and the ability to multitask, interact with multiple stakeholders and navigate changing priorities. Able to fluctuate between learning, teaching and head-down mindsets.
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.