Director, Client Services - The University of Southern California

Job SummaryThe Director, Client Services will oversee a dynamic team of HR Partners (HRPs) to serve our athletics department at the university
This individual will co-define the talent strategy for the client group and enable their HR Partners to function as effective thought partners and key advisors to units on organizational and workforce strategies
This is a hands-on role that will work across the HR function to ensure the team of HR Partners is equipped with current data, analytics, policy, and industry knowledge to effectively serve the client
The Director, Client Services will apply leading HR practices and deep domain knowledge to ensure their team is equipped with tools and strategic guidance needed to transform business strategies and goals into talent solutions that improve the employee experience and achieve business goals
This role will help enable USC’s mission and vision while championing USC’s culture and values.Minimum QualificationsThe candidate for the position of Director, Client Services must meet the following qualifications:Bachelor's degree in business administration, organizational design and development, psychology, human resources, industrial relations, or another related field.Ten or more years of experience in one or more of the following fields: human resources, human capital management, HR employee and labor relations or talent management.Previous HR leadership experience working in intercollegiate athletics and/or sports administration.Four or more years of experience leading teams in a management or leadership role.Strong knowledge of a broad range of HR functions 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, equity and inclusion strategies, workforce planning, and organizational development.Ability to consult with business/organizational units about strategically managing talent including workforce planning, talent assessments and performance management.Experience guiding a team with demonstrated values and leadership skills.Demonstrated relationship building skills to collaborate effectively with individuals at all levels of an organization.Strong presentation, communication, teaming capabilities and demonstrated high level writing ability.Demonstrated planning and organizational skills, effective time management abilities and a growth mindset.Demonstrated knowledge of labor and employment laws and compliance.Knowledge of current federal and state labor and benefits laws and regulations including ADA, ADEA, COBRA, EEOC, ERISA, FLSA, FMLA, Health Care Reform Act, HIPPA, OSHA, Pension Protection Act, Title 7, USERRA.Familiarity with state laws such as CFRA, DFEH, IWC, PDA, Paid Family Leave, SDI, Unemployment, and Wage Orders.Ability to exercise discretion with confidential information.Strong oral and written communication skills with the ability to tailor delivery to various audiences.Proficiency with Microsoft Office applications (Word, Excel, Outlook, PowerPoint).This position is onsite and requires being onsite five days a week.Preferred QualificationsThe ideal candidate for the position of Director, Client Services has the following qualifications:Advanced degree in business administration, organizational design and development, psychology, human resources, industrial relations, or related field.Twelve or more years of experience in one or more of the following fields: human resources, human capital management, HR employee and labor relations or talent management.Experience in higher education and/or serving in a consultative role directly advising business leaders.Six or more years of experience leading teams in a management or leadership role.Knowledge of industry trends and leading practices in HR client service methodologies including serving as a data-driven problem solver, influencing at all levels, and serving as a trusted coach and independent voice.Proven experience creating business and action plans transforming the HR Partner role from a tactical to strategic HR service provider.Ability to interface with all levels of the organization, influence decision makers and set and manage expectations.Developed client-relationship management skills, along with demonstrated experience in developing consultative relationships with leaders.Ability to successfully work in a consensus decision-making environment.Developed team-based management style with the ability to drive change while maintaining an ethical, equitable, consistent, and team-focused work environment.Ability to mentor and develop staff by outlining goals, objectives, implementing support (e.g., teaching) and performance measures and encouraging continuous learning, realignment, and training.Ability to enhance and apply strategic initiatives in daily operations, providing guidance and support, as necessary.Experience in a unionized environment.Familiarity with NCAA and Big 10 Conference regulations.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 ResponsibilitiesThe candidate for the position of Director, Client Services will be responsible for:Understanding and applying human resources leading practices and key data to contribute to the client unit’s near and long-term strategies and goals
Possessing an understanding of the strategic role of HR Partners in enabling a unit’s strategy and goals
Applying a deep knowledge of HR client services, employee relations, talent management, compensation, learning and development, organizational development, and design, change management, and diversity, equity, and inclusion to guide the HR client services team in providing strategic direction to units.Demonstrating credibility and workforce strategy and analytics expertise in all interactions with client unit leadership
Demonstrating a broad understanding of units’ business needs and delivering forward-thinking, world-class HR support for those needs
Understanding the value in and driving the use of people analytics to enable data-driven decision making.Defining the HR and people strategy for the client unit they oversee based on leading industry practices and talent/organizational data
Equipping HR team with tools necessary to function as an outstanding strategic advisor
Working with HR centers of expertise to establish a plan to transform the in-unit HR role from a tactical to strategic HR service provider including the design/implementation of assessments, gap analysis, up-skilling/learning initiatives, and communications plans for units
Emphasizing the importance of service excellence by interweaving it into project details, measurements and development and training of the team
Interacting regularly with stakeholders to collect feedback and ascertain ways to continually improve client services delivered
Creating HR systems and business processes with stakeholders and customers in mind
Meeting deliverables according to planned deadlines.Working closely with HR Partners to ensure stakeholder buy-in for processes and strategies
Effectively communicating and presenting to stakeholders of various levels in the organization
Engaging with HR leaders to stay up to date on areas of expertise, changes in policy, etc
Consistently communicating with direct reports as well as HR customers to understand existing challenges and areas of opportunity
Gathering structured feedback from HR customers to enhance programs and ensure consistency in approach
Providing feedback to the HR Solution Center regarding transactional services and knowledge content provided for purposes of continuous improvement.Maintaining regular touchpoints with centers of expertise to ensure HR Partners are equipped with relevant and current data, analytics, policy, and industry knowledge to effectively serve their clients
Providing innovative guidance and recommendations to unit leaders based on HR leading practices and data
Continuously upgrading knowledge, skills, and abilities needed to keep abreast of regulation/policy changes.Overseeing a team of designated HR Partners and providing strategic direction and leadership
Partnering with HR customers, unit leaders, and HR Partners to define learning, career mobility opportunities and develop succession plans
Employing high ethical and equitable management standards, creating a high performing, and engaged team
Continuing to develop objectivity and critical-thinking skills to make sound judgments based on keen analysis, leading practices, and an understanding of desired outcomes
When necessary, escalating HR issues in a timely manner.Integrating USC’s unifying values including integrity and accountability throughout all organizational and HR practices
Developing 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 culture and values including Code of Ethics.Disseminating unit, university and HR strategies to the unit HR team and discussing key elements and individual responsibilities to deliver on the strategies
Establishing near and long-term HR strategies and goals within the HR community and related units to achieve desired outcomes
Analyzing current and anticipated conditions and limitations that may affect ability to achieve strategic outcomes
Reassigning staff responsibility as needed to avoid challenges or roadblocks to success
Demonstrating, through words, actions, and ideas, alignment to USC’s strategic plan and the HR organization’s strategic plan
Enabling the university to fulfill its academic and people missions through enhanced HR service.Performing other related responsibilities as requested and when necessary
The university reserves the right to add or change duties at any time.Required Documents and Additional InformationResume and cover letter required (may be uploaded as one file)
Please do not submit your application without these documents.The annual base salary range for this position is $160,000 - $180,000
When extending an offer of employment, the University of Southern California considers factors such as (but not limited to) the scope and responsibilities of the position, the candidate’s work experience, education/training, key skills, internal peer equity, federal, state, and local laws, contractual stipulations, grant funding, as well as external market and organizational considerations.The University of Southern California is an Equal Opportunity EmployerMinimum Education: Bachelor's degreeBachelor's degree Business Administration OrBachelor's degree Human Resources OrBachelor's degree Psychology OrBachelor's degree Organizational Development OrBachelor's degree in related field(s)Minimum Experience: 10 years HR and/or human capital management (e.g., employee and labor relations, talent management)4 years management roleMinimum Skills: Ability to drive strategies utilizing demonstrated expertise in varied HR domains (e.g., compensation, diversity and inclusion).Demonstrated expertise in total rewards including compensation, recruitment, employee and labor relations, talent management (e.g., performance management, learning and development), continuous process improvement, change management, training, diversity, equity and inclusion strategies, workforce planning, and organizational development.Excellent ability in consulting with business/organizational units about strategically managing talent.Proven success guiding teams with demonstrated values and leadership skills.Excellent written and oral communications skills, with the ability to exercise discretion with confidential information.Proven knowledge of current labor and employment laws and regulations (e.g., ADA, COBRA, FLSA).Demonstrated success consulting with unit leaders on workforce planning, talent assessments and performance management.Proven and effective planning, organizational and time management skills.Demonstrated emotional intelligence and excellent interpersonal and conflict-resolution skills, able to develop positive working relationships and strong rapport with people from diverse backgrounds.Proven success guiding teams with demonstrated values and coaching skills.Ability to manage one or more direct reports.Proficiency with Microsoft Office.Preferred Education: Master's degree Business Administration OrMaster's degree Human Resources OrMaster's degree Psychology OrMaster's degree Organizational Development OrMaster's degree in related field(s)Preferred Experience: 12 years HR and/or human capital management6 years management rolePreferred Skills: Experience in higher education and/or serving in a consultative role directly advising business leaders.Ability to drive change while maintaining equitable, consistent work environments.Demonstrated success implementing industry trends and best practices in HR client service methodologies including serving as a data-driven problem solver, influencing at all levels, and serving as a trusted coach and independent voice.Proven experience creating business and action plans transforming the HRP role from a tactical to strategic HR service provider.Experience in leadership/management roles and in unionized environments.Demonstrated success implementing industry trends and best practices in HR client services.Ability to enhance and apply strategic initiatives in daily operations, providing guidance and support as necessary.Developed client-relationship management skills and demonstrated experience developing consultative relationships with leaders.Proven ability to successfully work in a consensus decision-making environment.Developed team-based management style with the ability to drive change while maintaining an ethical, equitable, consistent and team-focused work environment.Ability to interact with all levels of an organization, influencing decision makers and setting and managing expectations.Ability to mentor and develop HRPs and managers by outlining goals, objectives, implementing support (e.g., teaching) and performance measures and encouraging continuous learning and training.USC is a smoke-free environmentUSC is an equal opportunity, affirmative action employer
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, or any other characteristic protected by law or USC policy
USC will consider for employment all qualified applicants with criminal records in a manner consistent with applicable laws and regulations, including the Los Angeles County Fair Chance Ordinance for employers and the Fair Chance Initiative for Hiring Ordinance, and with due consideration for patient and student safety
Please refer to the Background Screening Policy Appendix Dfor specific employment screen implications for the position for which you are applying.We provide reasonable accommodations to applicants and employees with disabilities
Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact USC Human Resources by phone at , or by email at 
Inquiries will be treated as confidential to the extent permitted by law.Read USC’s Clery Act Annual Security ReportAffirmative Action and Equal Opportunity PlanPay Transparency Non-DiscriminationUSC is an E-Verify EmployerDigital AccessibilityIf you are a current USC employee, please apply to this  USC job posting in Workday by copying and pasting this link into your browser: Los Angeles, CA - University Park CampusType: Full time