Under the general supervision of the Senior Director and CMO, and requiring independent judgment, the Director of Human Resources serves as the Human Resources business partner for all facets of human resources for leadership and staff within the Culinary Health Centers. This role partners closely with the HR Centers of Excellence to meet the needs of their role. Many of the areas of oversight include but are not limited to development and administration of human resource policies, programs and practices, benefits, compensation, employee/labor relations, performance management, training, compliance, and safety for the Culinary Health Centers within Keck Medicine of USC. The Director of Human Resources provides leadership in key business and planning processes to support the growth and development of the organization as a dynamic, effective organization in line with the vision, values and strategic plan of Keck Medicine of USC.

 

Essential Duties:

• Functions effectively in a fast‐paced, highly pressurized and changing environment and maintain positive relationships with co‐workers.
• Provides professional leadership that embodies the organization’s philosophy and values in the areas of employment, employee/labor relations, compensation, benefits, training and development.
• Must have the agility and flexibility to work in a complex matrixed organization with many offsite locations.
• Provides leadership in programs and practices necessary to promote a high level of employee morale and engagement to support the organization as an employer of choice.
• Provides influence and leadership. Must be able to effectively maintain positive relationships with colleagues, front line employees, physicians, management and Unions.
• Provides support, coaching, and training to managers regarding employee/labor relations, performance management and leadership skills.
• Provides leadership and guidance for all employee related investigations or counseling’s.
• Must be able to establish relationships with all offsite location personnel. This includes regular visits to all sites. Must also have the ability to develop and maintain appropriate professional relationships with others at all levels in the organization.
• Promotes the mission and values and cultural awareness and competence.
• Able to understand and support the ongoing development of a strength‐based systems philosophy within the organization.
• Demonstrates an understanding of confidentiality laws and policies, and assures the highest degree of confidentiality in the implementation of all responsibilities and duties.
• Demonstrates and performs at an expertise level in: a) Federal and State labor laws applicable to the organization b) Leave of Absence and Worker’s Compensation law d) Employee Benefit Plans including administration of employee health and retirement plans.
• Labor Relations/Employee Relations a) Responsible for labor relations including Collective Bargaining Agreements with multiple unions. b) Directs/conducts thorough and fair investigations regarding employee complaints and grievances. c) Maintains relationships with the unions and department management by meeting timely and regularly with each to address topics of interest and to build a cohesive relationship.
• Performance Management a) Monitors annual performance evaluations and consults on all performance appraisals with supervisor prior to discussion with employee. b) Collaborates with supervisors in administering performance improvement/progressive discipline actions. c) Develops plans to support change management and organizational development initiatives d) Coaches management in the most effective ways to manage people related situations that require managerial intervention e) Drives initiatives to increase employee retention and employee engagement.
• Recruiting and Staffing a) Participates in the development of short term and long range staff planning with leadership and the central HR recruiting team b) Works jointly with the central HR recruiting team to lead the development of annual recruitment strategies and workforce planning c) Manages the local recruiting team d) Provides KMC leadership with appropriate metrics regarding recruitment status and effectiveness
• Policies, Procedures and Compliance a) Monitors unemployment claims and assists with appeals. b) Handles any internal or external audits related to any facet of Human Resources c) Partners with the Central HR team on all policy proposals and updates.
• Performs other duties as assigned.

 

Required Qualifications:

• Req High School or equivalent
• Req Bachelor’s Degree Degree in Human Resources Management, Business Administration or related field

• Req 5-7 years Progressive Human Resources experience.
• Req 3-5 years Demonstrated experience working as a Human Resources Leader (preferably within a healthcare setting).

• Req Demonstrated ability to work effectively in a team‐oriented work environment.
• Req Demonstrates ability to utilize effective, appropriate and diplomatic oral and written communication skills.
• Req Excellent analytical, problem-solving, planning and evaluation skills.
• Req Demonstrates ability to utilize critical thinking and problem solving skills to work independently.

 

Preferred Qualifications:

• Pref Master’s degree Degree in related field
• Four (4) years of additional Human Resources experience may substitute for Bachelor's degree
• Pref Background working in a Union environment, with labor negotiations, contract development and labor management
• Pref Certificate in Human Resources Management

 

Required Licenses/Certifications:

• Req Fire Life Safety Training (LA City) If no card upon hire, one must be obtained within 30 days of hire and maintained by renewal before expiration date. (Required within LA City only)

The annual base salary range for this position is $133,120.00 - $219,648.00. 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.