The University of Southern California (USC) Finance Division â Human Resources is seeking a customer service and solutions-oriented Human Resources (HR) Business Partner with impeccable communication skills to join its team!
About the Opportunity
The HR Business Partner is accountable for assisting employees, managers and supervisors or other human resource professionals with employment issues and human resources best practices. Coordinates, implements, and advises on the application of a variety of human resources functions, programs, policies, procedures, and services. Has responsibility for assisting with various human resources functions such as workforce planning and development, talent acquisition, performance management, compensation administration, training and development, disciplinary actions, terminations, reorganizations, employee relations, employee records, leaves, timekeeping, and other programs and initiatives to drive people/business success.
The ideal candidate for the position of HR Business Partner meets the following criteria:
Bachelorâs degree; however, combined experience/education as substitute for minimum education
4 or more years of directly related HR Business Partner experience.
One or more of the following certifications: PHR, SPHR, SHRM-CP, SHRM-SCP
Working knowledge of principles and practices of human resources administration. Knowledge of human resources workforce planning, recruitment, hiring, performance management, compensation administration, benefits, training and development, disciplinary actions, employee relations, affirmative action, disability, workers compensation, organizational development, and information systems.
Knowledge of relevant federal, state, and local laws and regulations.
Demonstrated effective oral and written communications skills.
Excellent interpersonal and customer service skills.
Strong organization skills.Â
Human resources business partner experience in a University setting is a plus.
The HR Business Partner:
Assists employees and supervisors, managers and administrators or other human resource professionals with employment issues and best practices. Coordinates and implements a variety of human resources functions as needed. Assists with coordinating and implementing human resources, programs, policies, procedures, and services. Assists with carrying out activities that address issues such as workforce planning and development, employee retention, organizational design, change management and succession planning.
Resolves basic to moderately complex employment issues or requests regarding matters related to human resources areas.
Assists management with implementing recruiting strategies to meet current or anticipated staffing needs, as requested. Collaborates with HR Partners and managers/supervisors regarding hiring processes, increasing applicant pool, recruitment, sourcing, and advertising, etc.
Coordinates or assists with coordinating recruitment and placement activities for faculty, staff, students, resource, and temporary workers. Performs searches or assists with searches for qualified job candidates, using sources such as computer databases, networking, internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals. Seeks out applicants for job openings that are difficult to fill, as requested. Coordinates with or assists coordinating with outside staffing agencies to secure temporary employees based on departmental needs.
Assists managers, administrators and supervisors with hiring process. Assists with reviewing and evaluating applicantsâ qualifications or eligibility for positions according to job classification requirements, as needed. Interviews or assists with interviewing job applicants to obtain information on work history, training, job skills, etc., as needed. Conducts reference checks on job applicants.
Liaises between division/department HR Partners, managers, supervisors or administrators and central human resources staff. May require some research and collection of data to provide to appropriate parties.
Assists with the internal resolution of employee grievances. Meets with concerned parties to discuss employee complaints, work-related problems and/or issues, as requested. Provides information and assistance to the university Employee Relations Office to facilitate grievance resolution.
Advises managers and supervisors about the steps in progressive discipline and the proper treatment of employees during disciplinary proceedings. Assists with identifying and clarifying problems, evaluating potential solutions and coordinating and implementing selected solution in concert with the human resources manager/director. Assists with the termination process, outplacement counseling, and exit interviewing, as necessary.
Assists managers and supervisors with compensation administration for staff, student workers, temporary or resource workers. Assists with advising on new hire salaries, pay adjustments and reclassifications and promotions, as needed.
Supports the annual salary review process and serves as a liaison between managers, supervisors and administrators and the universityâs Compensation Office. Ensures classification and pay practices are consistent with university policy and process.
Assists supervisors with drafting employment documents such as offer letters, disciplinary notices, etc. Assists with various notifications (e.g., disciplinary intervention).
Provides technical assistance with human resources self-service matters such as Workday system access, benefits enrollment, pay stub inquiries, etc.
Assists with administration of a school, division or department training program that addresses on boarding, new employee orientation (as a supplement to the universityâs staff orientation program), training needs assessment, management and supervisory development, skills training, on-the-job training, cross-training, measurement of training impact, etc., as requested. Provides necessary education and materials to managers, supervisors and employees including workshops, manuals, standardized reports, etc., as needed.
Explains university employment policies, procedures and employment federal and state laws, standards and regulations. Liaises between managers, supervisors and administrators and the Office of Human Resources Administration. Maintains current knowledge of and ensures compliance with federal, state and local laws, standards and regulations related to employment law and human resources best practices.
Provides information to managers, supervisors, and administrators on best practices related to interviewing, performance appraisals and management, documentation of performance issues, counseling techniques, etc.
Gathers and accurately records relevant employment related data in Workday. Ensure accuracy of data entered. Prepares and maintains employment records related to events such as hiring, termination, leaves, timekeeping, transfers, reclassifications and promotions using Workday and/or departmental human resources management database, as necessary. Maintains and updates human resources information and documentation in Workday. Ensures the confidentiality of employee records and files.
Prepares reports for management by researching, collecting, analyzing, and summarizing employment-related data and trends, and workforce analytics. Assists with special projects. reports or studies covering a range of issues for human resource matters such as layoffs/reorganizations, etc.
Performs other related duties as assigned or requested. The University reserves the right to add or change duties at any time.
About Finance Human Resources
Finance Human Resources provides strategic organizational direction in the areas of human resource planning and administration in support of the USC Finance division. The USC Finance division includes a wide range of financial operations for USC, including Budget and Planning, Treasury Services, Audit Services, Risk Management, the University Comptroller, Financial and Business Services, Facilities Planning & Management, and Information Technology Services.
The USC Finance Division values accountability, collaboration, employee recognition/fulfillment, opportunities for growth & professional development.
Join us â apply today!
Minimum Education: Bachelor's degree, Combined experience/education as substitute for minimum educationMinimum Experience: 3 yearsMinimum Field of Expertise: Directly related human resource experience providing thorough knowledge of laws governing human resource and policies and procedures. Knowledge of human resource theories, principles and practices. Knowledge of principles and processes involved in business and organizational planning, coordination and execution. Demonstrated interpersonal and communication skills.
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.