The Thornton School of Music seeks an energetic, positive change-oriented human resources professional to fill the role of Human Resources Manager.Â This position will cultivate an environment within the Thornton School that puts people first, and where faculty and staff can make their most productive contribution to the schoolâs educational, artistic and scholarly mission.
The Human Resources Manager serves as the lead human resources professional for a wide array of functions.Â The Human Resources Manager provides expertise and guidance on all human resources-related issues to the Thornton School academic and administrative leadership.Â As the schoolâs designated âHR Partner,â this position serves as a key liaison with university offices of Human Resources Administration, General Counsel, Ethics and Compliance, Disability and Workers Compensation, Equity and Diversity, Payroll Services, and Faculty Affairs, among others.Â
The Human Resources Manager reports to the Associate Dean for Administration and Finance.Â He/she/they works in close collaboration with the Dean, other associate and vice deans, the Senior Business Officer, HR Payroll Analyst, and other members of the administrative and academic leadership team.Â The Human Resources Manager will directly supervise two full-time staff positions, and may participate in the supervision of staff providing administrative support to academic programs.Â
Combining the benefits of a world-class conservatory and a leading research university, the USC Thornton School of Music offers students the opportunity to pursue a rigorous music education in a real-world context.Â We offer a full range of musical disciplines across a demanding and innovative curriculum, and the opportunity to work with a faculty of national and international renown.Â For more information, please visit us at http://music.usc.edu/.
The Thornton School employs approximately 80 full-time faculty, including tenured/tenure-track and RTPC faculty, 90 part-time faculty, and 60 staff.Â
Serves as âHR Partnerâ and key liaison with all University HR-related functions. Maintains currency, advises dean and senior leadership, chairs, staff directors and managers on University HR policies and statutory requirements, and ensures compliance. Performs âHR Partnerâ role as prescribed in Workday and other processes.
Serves as a general resource for all employees on employment-related issues and concerns.Mentors employees and supervisors, as needed.
Works with leadership to support workforce planning, training and development, internal communication, and culture-building initiatives.
Supports Diversity, Equity and Inclusion initiatives.
Guides chairs and supervisors in best practices for employee supervision and the resolution of employee relations and performance issues. Investigates employee relations cases as needed and requested.Advises on corrective or disciplinary actions. Ensures that robust documentation of employee relations issues and disciplinary actions is created and retained.
Oversees employee performance management and peer review processes.Works with leadership and managers to develop training or professional development programs to improve employee effectiveness.Ensures compliance with all required training initiatives.
Manages employee recruitment processes. Advises on development of job descriptions and oversees posting of new positions. Designs and manages implementation of candidate outreach strategy to strengthen qualifications and diversity of applicant pools. Coaches search committees and managers on effective candidate assessment strategies and post-interview reporting requirements; screens candidates as needed.Negotiates employment terms with candidates within prescribed parameters, as needed.
Develops effective onboarding processes. Works with academic leadership and managers to develop and implement effective orientation programs for new faculty and staff.
Supports salary administration processes in coordination with senior leadership, managers and supervisors. Ensures compliance with legal requirements and University guidelines.Advises on and administers processes for new hire salaries, salary adjustments, reclassifications and promotions. Participates in and analyzes surveys and benchmarking.
Partners with HR Payroll Analyst and Senior Business Office to ensure effective compensation administration and budget controls.May supervise payroll function, depending on experience.
Serves as resource for all employees on benefits, leaves, disability and workers compensation, and other services.
Advises on and provides support for the development and dissemination of employee guidelines, procedures and other resources.Supports internal communication initiatives.
Ensures the maintenance of confidential employee records and files, in coordination with HR Payroll Analyst.
Administers visas, permanent residences applications and labor certifications in coordination with university office of international students and scholars.
Serves as key member of Thornton School business continuity team; participates in development and execution of emergency response and crisis management protocols.
Minimum Education: Bachelorâs Degree. Combined experience/education as substitute for minimum experience.
Minimum Experience: 3 years in HR position(s) of advancing complexity and responsibility. Comprehensive knowledge of laws governing a spectrum of human resources-related issues.
Preferred Education: Advanced education (MBA, MPA, Masters in Human Resources Administration) and/or training in human resources issues. Certification through PHR, SPHR, SHRM-CP, SHRM-SCP desirable.
Preferred Experience: 5 yearsâ experience in human resources position(s), preferably within an academic or performing arts setting, with a record of advancement in responsibilities.
Outstanding communication skills essential.
Broad-based experience in a range of human resources support services for academic and/or administrative personnel. These may include such areas as employee training and development; negotiation; employee relations and conflict resolution; policy development; compensation management; workforce planning.
Familiarity with the mission and operating principles of university-level music education institutions highly desirable.
Familiarity with one or more USC systems including Workday, i-Sight, Faculty Contract Management System (FSMS), and Faculty Application Management (FAM) highly preferred. Proficiency with Microsoft Office tools required.
In order to be considered, all candidates must complete the online application.Â
In order to be considered, candidates are must provide a COVER LETTER and a RESUME. Applications submitted without these materials will not be considered.
Minimum browser requirements for this application: Google Chrome 11, Firefox 13, Internet Explorer 9, Safari 5.
USC 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 histories in a manner consistent with the requirements of theÂ Los Angeles Fair Chance Initiative for HiringÂ ordinance. 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 (213) 821-8100, or by email atÂ firstname.lastname@example.org. Â Inquiries will be treated as confidential to the extent permitted by law.
Minimum Education: Bachelor's degree, Combined experience/education as substitute for minimum educationMinimum Experience: 3 yearsMinimum Field of Expertise: Personnel generalist experience providing thorough knowledge of laws governing payroll and personnel
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